should we require people to attend for a specific time each week – and/or should we update tandcs..?

Advice from Muckles indicates that if any changes to terms are introduced, we need to incorporate all the new standard employment contract terms so watch out for that- may be better to use policies instead of tandc overhaul

Some of us have new policies rather than changing terms – for instance, down to individual team and business need. Mindful that there are issues of wellbeing for team members especially if the staff are resistant to this – there can be challenges if funders are requiring face to face. Many of us doing 60:40 home:office.

In London there has been experience of abusive clients in some offices which have further led to people being reluctant to be in the office.

Some of us have also reduced office space – taking money from buildings and into people – so not as many workstations as pre pandemic. Sometimes it works well for using the office for team meetings etc rather than requiring people to be in the office for day to day work. Such policies are often cross referenced with performance issues so if there are problems more office attendance may be required.

Some of us have had some challenging discussions about reimbursement of costs for travel and parking if they come to the office – when do you pay for such costs and when not – it can seem that those working from home are financially better off..

Outreach workers can be reluctant to go to such venues which are increasingly cold now – one solution was to offer CA fleeces and this went down well.

Noted that we have been flexible about what suits each individual best in terms of wellbeing. For some of us it helps to be wfh and for others it helps to be in the office.

Any docs that are relevant to this – please email to me for our share library of resources.. pippa@citizensadvicekingston.org.uk

here is Angela’s to kick things off – you may find others in the HR folder in our library…