Hybrid Working Guidance June 2024

In this section

Print this page

5. Considerations

Both Employees and Managers need to consider and discuss the following in your teams:

  • Working hours and keeping in touch

You should make yourself available to others during agreed working hours when you are needed by your customers and your team.

We may ask you to be available at certain times to meet the needs of the business, to physically be in the office to collaborate, attend training or provide support and training for new colleagues, including apprentices.

There may be times when we might ask you to come in at short notice. We’ll let you know the circumstances and provide as much notice as possible. An example is to cover for a colleague who is sick in a customer facing role.

Flexing your working times should not result in extra work for other members of the team or compromise the objectives of your team or service delivery.

You are not entitled to any additional or overtime hours pay if you choose to work more hours than you are contracted to do unless you have agreed this in advance with your manager.

You should be prepared to work at an alternative location in the event of equipment or related service failure in line with our Disruption to Working Arrangements policy.

We know that modern life is complicated, and that working in this way can help you balance your home and work life. However, hybrid working should not be used as an option for managing emergency leave or for making care arrangements if it has a significant impact on your ability to carry out your day-to-day role. Please refer to our Time Off Policy, which you can find on our Leave and Absence pages of the intranet.

  • Work performance and conduct

Work performance can often improve when individuals work in a more flexible way. However, if performance concerns develop during a hybrid working arrangement, your manager will discuss this with you.

Good communication is key to the success of hybrid working, you should ensure that you know what is expected of you in your role via your job description, 1:1 meetings, day-to-day discussions, and your appraisal. Further information relating to successfully managing and working in a hybrid team can be found on our Learning and Development intranet pages.

Whilst working more flexibly is based on trust, it’s still important that work performance is monitored to ensure productivity and output. Your manager will discuss with you any need to manage your work performance under the Capability Policy and/or the withdrawal of hybrid working. Advice and guidance can be sought from your HR Business Partner..

For confidentiality reasons, when making calls or attending online meetings you should always use the headphones provided by CCC and ensure you have an appropriate background. We have developed resources for you to use, which can be found on our Marketing and Media pages of the intranet http://intranet/our-people/marketing-media/1

In addition, useful information relating to meeting etiquette is available on our Meeting Etiquette Guidance page of the intranet.