Job Sharing Policy and Procedure - September 2020

5. Roles and Responsibilities

Employees should

• Discuss their interest in job share arrangements with their manager.
• Submit a written request for flexible working in accordance with the Flexible Working Policy
• Respond promptly and positively to requests for further information and/or to attend meetings to explore options and solutions.
• Take ownership and responsibility for the success of an agreed job-share partnership

Managers should

• Respond constructively to informal discussions with applicants and employees about job sharing.
• Give due consideration to formal requests for job sharing arrangements, taking positive and creative approach to enabling requests where possible in light of the needs of the service.
• Consider flexible working options as part of their duty to make reasonable adjustments for disabled staff and job applicants under the Equality Act 2010.
• Comply with Flexible Working Policy and procedure when receiving and considering a job share request from an employee.
• Monitor and support the job-sharing arrangements to ensure it is operating effectively and seek advice from the relevant HR Advisor as required.

Directors/Heads of Service should

• Promote and maintain a culture that is supportive of a positive work-life balance and enabling in its approach to flexible working and job sharing.
• Give due consideration to formal requests for job sharing arrangements, taking a positive and creative approach to enabling requests where possible in light of the needs of the service.
• Ensure the organisation’s core values are applied in relation to consideration of request for flexible working, including job sharing.
• Where a job share application cannot be supported by the manager and an appeal is submitted by the employee, Directors/Heads of Service are responsible for ensuring that the appeal is considered in line with the Council’s Flexible Working Policy

People Management/Human Resources should

• Provide guidance and advice to applicants, employees, managers and Heads of Service/Directors regarding the Job Share Policy; Flexible Working Policy at all stages of the procedures, including appeals, and relevant legislative requirements.
• Monitor and review the working of the policy, including equal opportunity monitoring.
  Provide formal notification to the employee and payroll of changes to contractual arrangements (where applicable).