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Flexible Working Arrangements

13 December 2021

The Flexible Working Arrangements policy is now available in French. To access the document, click on the French language tab.

Time off for Breastfeeding

30 November 2021

Work Life

The Time off for Breastfeeding policy is now available in French. To access the document, click on the French language tab.

Temporary Appointment | Selection and Reassignment Policy for International Rotational Posts | Rules and Procedures for the UNDP Compliance Review Panel (CRP) | Annual Leave | Flexible Working Arrangements | Time off for Breastfeeding | Termination of Appointment | Performance Management and Development | Migrated : 22-12-2020 - Human Resources Management

Temporary Appointment | Selection and Reassignment Policy for International Rotational Posts | Rules and Procedures for the UNDP Compliance Review Panel (CRP) | Annual Leave | Flexible Working Arrangements | Time off for Breastfeeding | Termination of Appointment | Performance Management and Development | Migrated : 22-12-2020 - Human Resources Management

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22 December 2020

The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:Temporary AppointmentSelection and Reassignment Policy International Rotational Posts Rules and Procedures for the UNDP Compliance Review Panel (CRP) Absence Management Guidelines Annual LeaveFlexible Working Arrangements Time off for Breastfeeding Termination of Appointment Performance Management and DevelopmentService Contracts

Flexible Working Arrangements

31 May 2019

Work Life

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 parties5. 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 discussio ...

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.

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Time off for Breastfeeding

30 May 2019

Work Life

All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality.In addition, the following paragraphs are updated:Time Off for Breastfeeding Conditions4. Staff members who are nursing mothers may leave the office up to two times a day to breastfeed their infant(s) or express milk outside the workplace. The maximum duration of absence for such purposes is:a) Two hours away from the office (including travel time) when the infant is one year old or younger; orb) One hour away from the of ...

All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality.

In addition, the following paragraphs are updated:

Time Off for Breastfeeding

Conditions

4. Staff members who are nursing mothers may leave the office up to two times a day to breastfeed their infant(s) or express milk outside the workplace. The maximum duration of absence for such purposes is:

a) Two hours away from the office (including travel time) when the infant is one year old or younger; or

b) One hour away from the office (including travel time) when the infant is between one and two years of age.

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