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Programme and Operations Policies and Procedures


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POPP>Human Resources Management>Annual and Special Leave>Flexible Working Arrangements
Flexible Working Arrangements
2.0 Policies
Main Policy
Flexible Working Arrangements
3.0 Procedures
Main Procedures

Flowchart - Flexible Working Arrangements

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Flexitime

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Compressed working schedules

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Temporary part-time employment

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Telecommuting

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Language English | Español | Français
Page Properties
Key Words
None
Focal Point
Esperanza Garcia,James Hanneman
Effective Date
Planned Review Date
None
Summary of Changes/Comments
May 31, 2019 -The policy update includes editorial changes to provide clarity, align with the terminology reflected in the UN Staff Regulations and Rules as well as the Gender Parity Strategy, and to include the decisions approved by the Administrator related to the Gender Steering and Implementation Committee (GSIC) initiatives.

Discussions with appropriate parties

5. The implementation of flexible working arrangements should always take place following detailed discussions on the work implications for all involved; this could mean intra-office discussions and, in some instances, also inter-office discussions. Office supervisors have a responsibility for consulting all parties concerned, especially other team members who work with the individual who is requesting flexible working arrangements. The arrangements are subject to review on an on-going basis.

Contractual Status

34. When a staff member avails of the part-time employment arrangement, offices will be allowed to monetize the remainder of the full-time position to fund additional capacity, as needed.

Maternity Leave

49. The maternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During maternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) up to 6 months and flexible working hours following maternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.

Paternity Leave

50. The paternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During paternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following paternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.

Adoption and Surrogacy Leave

51. The adoption and surrogacy leave benefits granted to full-time staff members are also afforded to part-time staff members. During adoption or surrogacy leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following adoption or surrogacy leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of the Office and the respective Bureau.

Telecommuting compact (full time)

72. Telecommuting can take place from a site as close as the normal commuting distance from the office or as far as from another country on another continent. Depending on this distance, the creation of a telecommuting arrangement may require an adjustment in the staff member’s conditions of service. This may require a change of duty station for the purpose of entitlements for which the HR focal point at the duty station must inform the HR Team Lead in BES/GSSU. If the full-time telecommuting arrangement commences before completion of one year in the duty station of assignment, the payments related to relocation and settling-in shall normally be prorated and recovered or adjusted accordingly. Entering into a full-time telecommuting arrangement does not change the contractual status under which a staff member is employed. Where there is no change in duty station required to establish the alternate dedicated worksite, conclusion of the telecommuting compact would be sufficient to establish the arrangement. For nationally recruited staff members, telecommuting arrangements are currently restricted to alternate dedicated worksites within the country or within commuting distance.

14 Oct. 2013: Clarification of discretionary nature of flexible working arrangement and expected deliverables (Section 2.1) Reviewed and edited (minor edit without substantive changes) in 2014
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