Guide Best Practice With Regard to Work-life Balance

7/31/2019 Guide Best Practice With Regard to Work-life Balance

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Guide to best practices wit h regard t o w ork-Life Balance

Partners

CTFC (Spain) Scarabeus (Italy) Castiis (Portugal)

ACNNT (Romania) Club Unesco (Greece)


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1 I ntroduction

1.1. What can I f ind in th e Guide to b est practices with regard to w ork-Life Balance?

What does the Guide include?

This Guide to Best Practices for Promoting Work-Life Balance through Training Centers, LocalCorporations & NGOs in Italy, Greece, Portugal, Romania and Spain offers methods, measuresand guidelines for planning and implementing programmes, projects and initiatives which favorbalance, harmonisation and better time-management for those whom this guide is addressedto.

Objectives

The ultimate goal of this publication is to ensure that work-life balance becomes part of thefundamental objectives for Local Corporations, whilst also aiming at:

1. Demonstrate that it is feasible to successfully implement local policies which promote andfavour work-life balance. In a word, the Guide aims to show that Local Corporations andTraining Centers can support citizens in finding a new and more efficient manner of using andmanaging their time.

2. The Guide also aims to serve as aguiding instrument for Training Centers,Local Corporations & NGOs and whenimplementing initiatives which strive forsimilar objectives or when attempting todeal with problems related to work-lifebalance.

Who is the guide addressed to?This Guide is addressed to TrainingCenters, Local Corporations & NGOsbut, also, to anyone interested in thissubject and/ or in how to implementinitiatives aimed at responding todemands and needs linked to the work-life balance sphere.

How is information presented in this guide?

The information included in this Guide has been analysed and systematised so that is noweasily accessible. The contents are divided into four different sections.

I. The Guide begins with an introduction, in which volume, objectives and beneficiaries arepresented. The why and wherefore of the volume and contents structure are also discussed inthis section.

II. The following section contains a number of initiatives which have been validated as bestpractice regarding work-life balance.

III. An appendix in the form of summary-cards has also been included. In this part, adescription of the previously analysed best practices is shown, videos, power points.


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Guide to best practices wit h regard t o w ork-Life Balance1.2. I n w hich context has this Guide come int o being?

This Guide came into being in the context of the trans-national Project Conciliation for equalityin the 21st Century in the call Grundtvig. The Centre Tecnologic Forestal de Catalunya isresponsible for this project. The partners of the projects are:

Scarabeus (Associazione Culturale) Italia CASTI I S (Centro de Assistncia Social Terceira Idade e Infncia de Sangudo) Portugal Asociatia Colegiuloui National Nicolae Titulescu Romania Club for Unesco of the departament of Piraeus GreeceThe main goal will be to determine the level of conciliation among partners and identify newactions that allow the improvement of this conciliation.

Promoting equal opportunities in employment and the access to it, with no distinctionbetween men and women; and access to employment for women who have been outof the job market and have faced specific difficulties in it, through the conciliation offamily and professional lives.

Generating best training practices in conciliation Partners to know other realities that may be applied to some extent in their territories. Determining what services to support conciliation of family and professional lives are

most useful.

Topics to be discussed

1. To analyze legislation andregulations to be applied in eachterritory

2. To study on the application ofconciliation regulations

3. Detection and analysis of trainingactivities addressed to theresponsible person of applyingconciliation measures (HR,direction,)

4. Identify best practices in training toprovide tools for conciliation.

5. Identify Good Practices at abusiness level to encourageconciliation and the impact of thesemeasures on access to work.

Focus

It consists of a series of positive actions in order to facilitate collective reflexions about therealities and experiences of the participating countries. It will be one of the evaluationmechanisms of training and of the territories current status, as it will detect uncovered needsand it will identify the needs for specific reinforcements that may occur. The collaborative workbetween institutions will be addressed to training and awareness programmes for conciliation.

1.3. How did t he Guide come into being? Methodology

The contents of the Guide are the outcome of a learning process and knowledge transfer, as

well as of analysis, reflection and discussion, which result from the following:


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Guide to best practices wit h regard t o w ork-Life Balance The study, evaluation and analysis of a set of questionnaires received aimed to examine the

initiatives promoted and/or developed by all partners Five technical seminar about Best Practices, which took place in Romania, Portugal, Italy,

Greece and Spain, Since the October of 2010 and the May of 2012

The methodology employed to identify and validate best practices was developed in two main

stages:

1. Collection of data, which was furtheranalysed and evaluated, in order to undertakea preliminary identification of potential bestpractices. With this purpose in mind, an intensein-house study was conducted, during whichwork-life balance initiatives were gauged and apreliminary assessment completed based onthe following criteria: innovation, efficiency andtransferability.

In order to compile information, an ad hocquestionnaire was prepared and distributed incooperation with all partners

2. Analysis and validation of the best practices,taking into account the following criteria: innovation, efficiency and transferability. Potentialbest practices were also assessed during this second phase with regard to the aforementionedcriteria. Best practices were validated both through desk-job as well as over the course of atechnical seminar.

1.4. What can be considered as a best pr actice?

With a view to this Guide composition, it became necessary to adopt a definition of bestpractice in the local sphere, which would be suitable for the established objectives. In thiscontext, a best work-life balance practice has been defined as:

Any innovative initiative, measure, behaviour, methodology or tool which, after being promotedand implemented by the Training Centers, Local Corporations & NGOs or by a private institutionor company in the local environment, has demonstrated its effectiveness in achieving the goalof favoring work-life balance for citizens and is also suitable to be transferred to other contexts.The criteria employed to identify an initiative as best practice can be inferred from the previousdefinition.

They are, specifically, the following: Innovation will be examined in a broad sense, taking into account the wide-ranging

spectrum of possibilities and aspects in which one can detect innovative elements. Amongother reasons, the initiative can be considered as innovative in relation to the target group;with regard to the particular problem that is tackled; to the specific characteristics of theprocedure, through which it is implemented, be it the model of organisation, managementmechanisms, services being offered or methods/instruments employed in theaccomplishment of the different actions; or also because it offers pioneering solutions to agiven problem.

Efficiency: the initiative should be able to accomplish, with a proven record and consistencyover time, the objectives, which were established at a specific and global level.

Transferability: the initiative should be suitably transferred to other different contexts,either in a geographical sense or with regard to the groups involved namely beneficiaries

or involved agents to confront similar problems related to work-life balance.


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Guide to best practices wit h regard t o w ork-Life Balance1.5. w hat does w ork -lif e balance stand for?

The notion of work-life balance has been analysed by several disciplines within Social Sciencesand assigned numerous meanings. From a sociological perspective, the concept of work-lifebalance represents a process of change in an originally rigid social structure, founded ontraditional values and on fixed gender roles. This process of change, despite the conflict with

resistance mechanisms opposing change, leads to individual emancipation (and, particularly, tofemale emancipation), specially with regard to decision-making capacity in relation to time andeffort invested in different aspects of personal and professional spheres.

On the other hand, within the realm of Economics, the process of work-life balance isunderstood as the externalisation of costs associated with household tasks, in order to find outa model of joint responsibility among the different economic agents (families, market, State)that corresponds to the potential benefits and which from familial care are assigned toeach of those agents. Therefore, it is necessary to correctly assess the invisible costs of housework, in order to equitably distribute household and work functions among family members.

From a more functional perspective, closerto each individual context, work-lifebalance corresponds to the individualliberties sphere because it represents theright to decide over the use of ones owntime, within the limits imposed by workand family obligations. The desire toapproach peoples reality should not bemistaken with a merely individualistic orindividual understanding of work-lifebalance. On the contrary, the commitmentand joint responsibility of all social actorsinvolved, as well as all family members andthe private and public sectors, are essentialto achieving an adequate balance betweenthe different spheres of private andprofessional life.

In this context, the current climate makesit not possible to refer to work-life balancewithout mentioning the notion of joint responsibility, since they are closely related. Jointresponsibility stands for the equitable acceptance both by men and women ofresponsibilities, rights, duties and opportunities which are related to the domestic sphere, familyand its care. In conclusion, it implies that all social and institutional agents (State, companies,trade unions, associations) need to assume their responsibilities with regard to personal,

familial and professional realities arrangements.1

In order to achieve balance and harmonisation among the three life-spheres personal, familialand professional it is necessary to make joint responsibility, in all its different dimensions, ourphilosophy and principle for life1: Individual joint responsibility among women and men, to break down traditional gender

roles and sexualised uses of time. Social joint responsibility among the different social and institutional agents, (State,

institutions, companies, trade unions, NGOs, etc.), in order to enhance the degree offreedom, so that men and women can choose different ways of combining their personal,professional and familial life and reach a state of balance.

Family joint responsibility throws an intergenerational agreement among all family membersto support the household financially and emotionally.


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Balance between the different spheres of life

1.6. What benefit s does w ork- life balance provid e?

There are numerous advantages in the harmonisation of the different spheres of life. In generalterms and from a global perspective, work-life balance is a strategy which ensures balance,both in the work market and in the family domain, and allows individuals to make use of theirown time, thereby providing the following benefits.

a) It improves quality of life and personal well-being: Firstly because it introduces a different philosophy with regard to time-management: work

stops being the central axis around which our lives revolve and a space is reserved forpersonal development and social and political participation, both for men and women.

Secondly, it encourages the creation of a new model for domestic life in which familyresponsibilities are equitably assigned.

And, lastly, it reduces stress and work-related illnesses, allowing professional promotionwithin the same company.

b) It creates an environment of equal opportunities for women and men because it contributesto breaking down the barriers, which have prevented women and men from being able tocombine and develop their familial and professional lives on equal terms.

c) It encourages social participation for both women and men. Even though work-life balance isby no means a matter exclusively related to women or even to the realm of the couple, butrather a social problem, it, nevertheless, facilitates the incorporation of women into the job

market and the involvement of men in the domestic and familial domain.

d) It strengthens the democratic system by enabling both women and men to exercise theirrights entirely.e) It improves the productive system by allowing all human resources to be developed in everyrespect, due to the women and men incorporation and permanence in the job market, theretention of talent and the improvement of the work climate. Moreover, it enhances theexternal image of companies, which will subsequently attract new clientele.

f) It increases efficiency and productivity in companies, which, therefore, become morecompetitive and flexible. Competition and flexibility are undeniable requirements in order to besustainable in an environment defined by constant changes, globalisation and

internationalisation.


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Guide to best practices wit h regard t o w ork-Life Balanceg) It improves the welfare social-system protection, which will then be able to count on thecontributions of all, women and men.

1.7 Analysis of the conciliation l egislation

Gender equalit y in t he European Union

The equal treatment of men and women has been a fundamental tenet of the European Unionsince its inception and the principle of gender equality is central to all its activities.

The Chart er of Fundament al Rights of t he European Union

Article 23: Equality between women and men Equality between women and menmust be ensured in all areas, including employment, work and pay.The principle of equality shall not prevent the maintenance or adoption of measuresproviding for specific advantages in favour of the underrepresented sex.

The Treaty of Rome, signed by the six founding countries of the European EconomicCommunity (EEC) in 1957, committed Member States to the right of equal pay for equalwork for men and women.

The Treaty of Amsterdam (1997) stipulated that the promotion of equality betweenwomen and men was one of the EUs fundamental tasks. It also introduced the eliminationof inequalities and discrimination and the promotion of equality between women and menin all activities.

The Charter of Fundamental Rights of the European Union (2000) states thatequality between men and women must be ensured in all areas, including employment,work and pay (Article 23) and reaffirms the ban on discrimination on a wide number ofgrounds, including sex (Article 21 ).

The Treaty of t he European Union (2009) commits Member States to non-discriminationand equality between women and men (Article 2 and 3).

The Treaty on the Functioning of the European Union provides that the Union willaim to eliminate inequalities and promote equality between men and women (Article 8). Italso stipulates that the Union will aim to combat discrimination based on sex, racial orethnic origin, religion or belief, disability, age or sexual orientation (Article 10).

Greece

Concept: Paterni t y Leave

LawLaw 2001

Code for Civil ServantsSocial benefitsPrivate sector: father has the right to a 2- day leave for each childbirth .Observations

Concept: Permission for maternit y

LawLaw 2000/ 01

Code for Civil ServantsSocial benefits

Public Sector


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Guide to best practices wit h regard t o w ork-Life BalanceA pregnant woman has the right to leave with full wages for 2 months in advance

and 3 m onths aft er she gives birth to her child. I n case she already has more t han 3children, the mat ernit y leave increases by 2 mont hs.The public servant that adopts a child has the right to 3 months leave with full

w ages, in t he first half of the year after t he completion of the adoption pr ocedures,

provided the adopted child is younger t han 6 m onths of age.

Private SectorWorking w omen have the right to a mat ernity leave of 17 w eeks. The first 8 w eeksare compulsori ly given before the predicted date of the childbirth and remaining

rest 9 weeks after, but employers often agree to adjustments of these periodsaccording t o t he mot hers w ishesObservationsI n case of death of th e mother another progenitor can use the t otality or t he partthat the mot her could not have enjoyed.

The female work er has the right to a sum of money, in case of I VF (art if icialinsemination) and for the childbirth (delivery)

Concept: Extended leave of absence for care of relatives andchildren

LawLaw 1993

Code for Civil ServantsSocial benefits

Public SectorCivil servants have the right to ext ended leave w ithout w ages for a maximum of 2years, when it comes to the upbr inging of the child. The leave is compulsory for t heService. The working timetable of the servant is reduced for 2 hours per working

day, provided he/ she has children under 2 years of age and for 1 hour pr ovidedhe/ she has children fr om 2 to 4 years of age. An alternat ive is a leave of 9 m onths

w ith f ull wages for upbringing of a child.

Private sectorAfter t he employee has completed one year w ith a particular employer t hat employ

at least 50 persons and of t he other parent is workin g, the employee has the r ightto special leave for th e upbringing of the child up t o th e age of 3.5 years of age. I t

is a special leave wit hout w ages during w hich the holder retains his/ her insuranceby paying by himself/ herself the complete amount of t he insurance contribut ion.Observations

Concept: Voluntary extended leaves of absence

Law

Code for Civil ServantsSocial benefitsFor education purposes a voluntary extended leaves of absence can be given toapplicant for m aximum f our yearsObservations

Concept: Vacations and permissions for maternity, lactation or


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Guide to best practices wit h regard t o w ork-Life Balancepaternity ( or i lt f or pregnancy)

LawLaw 1993Social benefitsPrivate sector

For lactation up to 2 years mothers have the right to a pause in their work for 1hour per day, or to go t o w ork 1 hour later. The tim e reduction can be continued for2 hours and for 1 year, after an agreement betw een t he tw o parties. The father has

the r ight to this special leave in case the m other does not m ake use of it .The reduced w orking t ime is fully paid as a working tim e. The above right applies to

both natural and step parents of children of up to 6 years of age.Observations

Concept: Reduc t i on o f day fo r m ino rs ' care

LawLaw 1984

Code for Civil ServantsSocial benefitsPublic SectorI n case of illness of dependent children or ot her dependant s, a special arr angement

for leave applies, w ithout w ages, up t o 6 w orking days for each year, 8 days for 2children and 12 f or m ore children. Dependent persons are defined as:a) children up to 16 years of age (natural or adopted),

b) children older t han 16 provided t hey suffer from a heavy i l lness or disabil i ty,

c) husband or w ife w ho is not able to t ake care of him/ herself, andd) parents or singles brothers/ sisters w ho cannot t ake care of t hemselves.

Private SectorParents wit h disabled or problematic children, have the right to a r educed work ing

timetable for 1 hour per day, with a corresponding cut in the wages, under thefollow ing conditions:

a) The holder is workin g in an enterprise wit h mor e than 50 employees andb) has a child w ith reduced physical, mental or int ellectual abil i ty.

Observations

Concept: Permission paid by surgical intervention of relatives

w ithout hospitalizationLawLaw 1984

Code for Civil ServantsSocial benefitsPublic SectorThe public servant that has a child with a disease that demands frequent bloodtr ansfusion or needs frequent hospitalization, has the r ight for a special leave wit hfull w ages up to 22 w orking days per year.

Private SectorParents wit h disabled or problematic children, have the right to a r educed work ing

timetable for 1 hour per day, with a corresponding cut in the wages, under thefollow ing conditions:


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Guide to best practices wit h regard t o w ork-Life Balancea) The holder is working in an enterprise wit h m ore than 50 employees and

b) has a child w ith reduced physical, mental or int ellectual abil i ty.Observations

Concept: Permiss ion to v i s i t t he schoo l whe re the ch i l d ren

a t tend lessons

Law

Law 1984Code for Civil ServantsSocial benefitsPublic Sector - Private SectorA permission to visit the school where the children attend lessons: Four (4) days

per year w ith f ull w ages for the employee w ith children up to 17 years of age that

att end lessons of t he prim ary or secondary educationI n case of single-parent family t he permission applies for six ( 6) days and if t here

are more than t hree children the permission rises to eight (8) daysObservations

Concept: Surr ogate mot her leave

LawCode for Civil ServantsSocial benefitsPublic SectorA public servant-pregnant-surrogate m other has the r ight to t he foreseen leave by

the Public Servant Code, for 2 months in advance and 3 months after birth.However, she does not have the right to t he reduction of her w orking t imetable orthe 9-m onths leave wit h full w ages.The legal mother-public servant has the right to a part of the maternity leave and

specifically 3 months with full wages after the surrogate mother gave birth to thechild. Also she has the right to the facil i tation of the working time reduction for 2

hour s per day, provided t he child is less th an 2 years of age, or for 1 hou r per dayif the child is between 2 and 4 years of age, or alternatively 9 months with full

w ages for upbringing of th e child.Observations

I ta ly


LawLaw 53-8/ 3 / 2000

Measures for the support of motherhood and fatherhood, the right to the care and training andcoordination times of the city.Social benefitsThe new fathers are allow ed thr ee days off w ork, generally paid at 1 00% Observations

Fathers are paid at 100% by National health Consolidated w orker's father has theright to be absent from w ork for 3 mont hs follow ing the birt h of the child, if: death


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Guide to best practices wit h regard t o w ork-Life Balanceor serious i l lness of the mother abandonment of the child by the mother sole

custody t o the fath er


LawLaw 53 8/ 3 (2000)Measures for the support of motherhood and fatherhood, the right to the care and training andcoordination times of the citySocial benefitsThe working mother employee is entit led to be absent from work two months

before the expected date of birt h and 3 mont hs alter childbirt h.ObservationsThe w orker can choose to delay the start of m aternity leave: one mont h before the

expected date of birt h and 4 mont hs postpartum . Mother receives 80% of hersalary or 100% depending fr om collective agreements. These law s can be ext ended

to adoptive or foster care w orkers during th e first ( father or mot her)3 mont hs after

entry of the child (not over 6) in the family unless it is an international pre-adoptive fostering adoption ( the child can be over 6) .

And pre-adoptive fostering int ernational adoptions. I n t his case the right (3abstent ions mont hs) is recognized even if t he child is older t han 6 years of age and

up. The three months runs from the entrance of the child in the family as long asthe w orker is found at that t ime proprietor of an employment r elationship.


Law

As aboveSocial benefitsThe possibilit y of ext ended leave is eight years

ObservationsNot m ore than 11 months


LawAs aboveSocial benefitsFor education purposes a voluntary extended leaves of absence can be given to

applicant for m aximum f our yearsObservationsThe law recognizes to both parents, the individual right to parental leave for thebirth and adoption of a child during the first 8 years of the child for a maximum

period of ten months; promotes the active role of father through rewardmechanisms; equalize the rights of birth parents, adoptive and foster parents, and

extends support t o parents wit h disabled children / and , allows women t he right t odistribute the entire period of compulsory maternity leave from work in a more

freely time, encourages the hiring of temporary workers for replacements duringperiods of volunt ary or compulsory leave from w ork; pr ohibits dismissal due t o th e

request or parental leave, and allows the grant of an advance on severance pay tocover the expenses duri ng t he period of opt ional leave


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Concept: Vacations and permissions for maternity, lactation orpaternity ( or i lt f or pregnancy)

Law

Social benefits

ObservationsHolidays are not lost even if they coincide wit h m aternit y, lactat ion, paternity leave


LawAs aboveSocial benefitsChildren must not be more than eight years

ObservationsThey can enjoy five days in a year at 30 % of t heir pay, but if the child is less thant hree years parents can have a parent al leave for all t he lasting of childs ilness.

Concept: Permission paid by surgical intervention of relativesw ithout hospitalization

Law

Social benefitsPaid permi ssion of t hree days

ObservationsThis perm ission of t hree days per year must be document ated

Concept: Another benefit

Law

As aboveSocial benefitsThe tim e of the citiesObservationsThe Chapter VII of th e law , creates - t hrough t he instit ution of t he Territor ial

Timetable Plan - one of the three aims of the constituent law: the timing for thecities functioning and t he promot ion of t he use of t ime for social solidarit y aims.

The w ay in w hich the mayors are required t o draw up t he guidelines of the plan ispart icipated: in fact it is created t he Conduct ing Table w here ther e are all the socialactors.

The focus of the local administrators are the needs of citizens and towns, the

quality of l i f e and even non-monetary t rade, encouraged - by the t ime banks bythe local authorit y


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Portugal


LawLaw 7/ 2009Social benefitsFath er can share parent al leave wit h mot her. Mandatory 10 days, consecutive orinterpolative, in the 30 days after birt h, 5 of them consecutive after birt h.

The father can enj oy 10 m ore days, consecutive or int erpolative, provided that it isenjoyed simult aneously w ith m other.

ObservationsBoth working parents have the right, per each child birth, of an initial 120 days

parental license or, as an alternative, of 150 days consecutive, which can be

enjoyed after the birt h (respecting th e rights of mot her described below) ;The father r eceives 100% of his salary for th e 10 mandatory days and for t he 10days opt ional.


LawLaw 7/ 2009

Social benefitsCan choose betw een 120 days or 150 days, and can share the leave w it h t he fath er;Moth er may have a 30 days license prior t o th e childs birt h and is obliged to t ake a6-w eek l icense after birt h.ObservationsMoth er receives 100% of her salary if she chooses 120 d a ys a n d 8 0 % i f 1 5 0

days.


LawLaw 7/ 2009

Social benefitsThe possibility of ext ended leave of absence is 2 years; I n case of disabilit y orchron ic disease, is 4 years.

ObservationsOnly paid in case of disabilit y or chronic disease (65% )


LawLas 7/ 2009

Social benefits


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Guide to best practices wit h regard t o w ork-Life Balance1. Father and mother can enjoy more 30 days after the 120 or 150, if each one takes a

consecutive period of 30 days after t he mandatory period of mot her.

2. Both parents have the right of mor e 3 mont hs of parental leave.Observations1. I f t he total is 150 days, the 30 days are paid 100% ; if t he total is 180 days, the

30 days are paid 83%

2. I t can be consecutive or in 3 int erpolative periods; Receives 25% of t he salary.


LawLaw 7/ 2009Social benefitsThe vacations do not get lost w hen it coincides w ith the suspension for m aternit y,lactat ion, or paternit yObservations


LawLaw 7/ 2009Social benefitsReduction of 5 hours per week to care child with disability or chronic disease, aged

not m ore than one year.Right to w ork part -t ime: child under 12 years old or, regardless of age, child wit hdisability or chron ic diseaseObservations

Salary is not affected


LawLaw 7/ 2009Social benefits1. Childr en up t o 12 years old or m ore in case of chron ic disease or disabilit y;2. Children w ith 12 years old or moreObservations1. There s no reducti on of t he salary up to 30 days per year

2. There s no reducti on of t he salary up to 15 days per year

Romania


LawOrganic law 118/ 2010Statute of workers' rightsSocial benefitsTwo years fath er can stay w ith child

ObservationsFather receives 75% of income of the latest 12 m onths, in the first year.


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LawOrganic law 118/ 2010

Statute of workers' rightsSocial benefits40 days for mat ernity ObservationsMother receives 85% of t he latest salary


LawOrganic law 118/ 2010Statute of workers' rights

Social benefitsThe possibly of ext ended leave of absence is tw o years, and t hree for disabled child ObservationsFirst year mother/ father receives 75% of income of t he latest 12 mont hs.

I f th e mother w ant can interrupt and she get an insertion indemnisation.Two years for t he disabled child



Statute of workers' rightsSocial benefitsOptional , second year mot her can ext ended leaveObservationsWithout payment. anyone of parents can have this option.

One year for disabled child.


LawOrganic law 118/ 2010Statute of workers' rightsSocial benefitsThe vacations do not get lost w hen it coincides wit h t he suspension for maternit y,lactat ion, or paternit yObservations



Statute of workers' rightsSocial benefits


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Guide to best practices wit h regard t o w ork-Life Balance6 houres/ day unti l child get 2 yearsObservationsPropot ional reduction of salary


LawOrganic law 118/ 2010Statute of workers' rightsSocial benefitsUntil child get seven years moth er can have paid medical permissionObservations

Spain


LawOrganic law 3/ 2007, of March 22Social benefits13 days added to 2 existing days, which full-t ime or partial, previous agreement

w il l be able to exercise w ith the business commun ity ObservationsThe father receives 100% of his salary on t he part of the National Health Service

Concept: Permission for maternit yLawOrganic law 3/ 2007, of March 22Statute of workers' rightsSocial benefits16 int errupt ed weeks, 6 weeks have to be aft er the childbirth ObservationsMother r eceives 100 % of her salary on the part of t he National Health Service

I n th e case that t he mother r esigns to 10 w eeks, the fat her can take t hem. Fall of maternit y can be enjoyed part-t ime if agreement exists wit h t he business

community.Extension of the period of 16 weeks in case of birth, adoption or welcome of a

disabled minor.Not reduction of the period of 1 6 w eeks in case of death of the son

I n case of death of t he mother another progenitor/ a can use the totalit y or the partthat the mot her could not have enjoyed

I n case of prematur e childbirt h th e period is ext ended up to a m aximum of 13additional weeks


Law

Organic law 3/ 2007, of March 22Statute of workers' rights


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Guide to best practices wit h regard t o w ork-Life BalanceSocial benefitsThe possibility of ext ended leave of absence is thr ee yearsObservationsOnly t he w orking place is reserved during th e first year, ext endable to 15 mont hs if

i t is a question of a large family of general category (three children) and to 18mont hs (more t han 3 children) f or large families of special category


LawOrganic law 3/ 2007, of March 22Statute of workers' rightsSocial benefitsMinimal tim e of 4 months and maximu m of 5 yearsObservationsThe requirement is t o have a minimal antiquit y of 1 year


LawOrganic law 3/ 2007, of March 22Statute of workers' rightsSocial benefitsThe vacations do not get lost w hen it coincides w ith the suspension for m aternit y,lactat ion, or paternit y

Observations


LawOrganic law 3/ 2007, of March 22Statute of workers' rightsSocial benefitsReduction of day wh en 1/ 8 and maxim realize dayObservationsProportional reduction of the salary and providing that the minor has maximum 8

years


LawOrganic law 3/ 2007, of March 22Statute of workers' rightsSocial benefitsPermission paid of tw o daysObservationsWhen a displacement is necessary, t he perm ission w ill be 4 days


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2 Best practi ces regarding w ork- lif e balance

The following pages bring together the analysis of the initiatives submitted by Greek, Italian,Portuguese, Romanian and Spanish Training Centers, Local Corporations & NGOs and which

meet the criteria required to be considered best practices. The criteria were previously definedin the methodological section of the Balance Project. Other initiatives will also be included, inorder to complete the analysis.

Best practices will be examined with a view to the following categories:

1. An Integrated Approach to Promote Work-Life Balance. Those initiatives which adopt anintegrated methodology in order to promote work-life balance locally will be examined underthis heading. Integrated methodology is based on the idea that work-life balance affects theentire society: women and men, the active population and care-dependent individuals,companies and employees, public authorities and also the different areas and sectors within thelocal government (social services, employment, education, health, culture, etc.).

2. One Goal: Managing and Saving Time. The initiatives examined in this chapter have beenpromoted by Local Corporations with the objective of ensuring better time management, eitherthrough measures which intend to implement flexitime and make work places more flexible,both within the private sector and in the realm of Local Corporations, or through directintervention, that is, by adapting times, services and spaces to comply with citizen demands.


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GRUNDTVIG COFE

2010-1-ES1-GRU06-20750Conciliation for Equality in the XXI century

MESURES FOR LIFE-WORK BALANCE IN COMPANIES

Partner: CASTIISCountry: Portugal

Name of the company: CICLO FAPRIL INDS. METALRGICAS SA

Flexibility Yes No In process

Flexi-time X

Part-time work X

Shared tasks X

Compressed workweek XReduced work schedule X

Hours per year 8

Leaves Yes No In process

Maternity leave longer than stipulated beyond the legal measures not applicablePaternity leave longer than stipulated beyond the legal measures not applicableLeave for child care X

Leave for breastfeeding longer than stipulated beyond the legalmeasures

not applicable

Leave for care taking of ill or disabled parents or children XSabbatical leave not applicableProfessional rest not applicableUnpaid holidays not applicableAccumulated paid time off not applicableFlexibility regarding days off and short holidays not applicableTime off for personal matters or family not applicableTime off for community activities not applicableAbandonment of the workplace due to a family emergency X

Flexibility regarding work area Yes No In process

Flexibility in the work area X

Work from home X

Videoconferences X

Policies regarding services or how to facilitate life-work balancebeyond workplace Yes No

Inprocess

Information about day care centers X

Day care centers within the company X

External day care centers XEconomic support for day care center costs X

Provision or payment for day care or babysitting services during work X


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GRUNDTVIG COFE


related travel or overtime work

Information about homes for the elderly X

Care for the elderly external to the company X

Seats reserved in local schools X

Other services (laundry, shopping, transportation, parking, restaurants,sports facilities...)

X

Personal support and advice Yes No In process

Role as fathers/mothers and children education X

Work-family conflict X

Training on differences between men and women X

Time management X

Stress management XConflict management X

Pre-birth and nutrition courses X

Services of counseling on professional career (explicitly regardingwork and family/personal life)

X

Psychological/family counseling X

Financial/tax advice X

Legal counseling X

Counseling for immigrants X

Social or non-legal counseling Yes No In process

Health insurance for spouse X

Health insurance for children X

Insurance for disability X

Global medical insurance X

Retirement plans X

Life insurance X

Medical funds in the company X

Take-home vehicle X

Reimbursement of transportation costs incurred off work X

Allowances (tickets) for lunch X

Entertainment activities X

Non-monetary compensation options X

Briefly explain (in approximately 15 lines) the process followed by the company to dealwith life-work balance and the economic solutions chosen.The Ciclo Fapril enterprise has made several efforts to assist her employees to in finding a balancebetween personal and professional life.

Whenever we are asked, we help the employees finding solutions to family problems.

There are several measures proposed in this questionnaire that doesnt have the legal framework inPortugal.


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GRUNDTVIG COFE


Further, some measures are not applicable in our type of industry or they dont correspond toemployees expectations.

For example, legal advice had never been asked, neither advice about the employees private issues.It is also not possible to operate a machine from home.

However, we have always had the concern to implement measures that meet the real needs of theemployees.

Usually there is a great appreciation of social measures that are not simple to implement in an

industrial unit, with a general tendency not to praise the small steps that companies in the industryarea are making in areas such as conciliation.

We always look for new ideas on this topic, study them, analyze their applicability and the costsinvolved and them we put the ideas into practice if they bring an added value for employees and for

us as an organization.

Characteristics of the company

Ownership Private x Public

Sector

Telecommunications

Distribution and Logistics Accommodation and catering Transportation Publicity and media Assessment

Other services for businesses Banking, financing, and insurances

Health Central and local administration

Education Leisure

Production or distribution of energy or water

Chemicals, petroleum, gas, cork and plasticsx Metal Electronics industry Software industry Automotive industry

Food, beverages, tobacco Textile, shoes, clothing, leather

Wood, paper and graphic art Construction

Others: .................................................

Number of employees in 170

Ratio of female workers in the staff

Less than 25% from 25 to 50%x from 50 to 75% More than 75%

Percentage of workers on fixed-term contracts

Less than 10% x from 10 to 20% More than 20%

THANK YOU FOR YOUR COLLABORATION


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Partner: CASTIISCountry: PortugalName of the company: Espao t


Flexi-time x

Part-time work x

Shared tasks x

Compressed workweek x

Reduced work schedule xHours per year x


Maternity leave longer than stipulated beyond the legal measures x

Paternity leave longer than stipulated beyond the legal measures X

Leave for child care X


X

Leave for care taking of ill or disabled parents or children X

Sabbatical leave XProfessional rest

Unpaid holidays X

Accumulated paid time off X

Flexibility regarding days off and short holidays X

Time off for personal matters or family X

Time off for community activities X

Abandonment of the workplace due to a family emergency X

Flexibility regarding work area Yes No In processFlexibility in the work area X

Work from home X

Videoconferences X


Inprocess



External day care centers X

Economic support for day care center costs XProvision or payment for day care or babysitting services during workrelated travel or overtime work

X


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GRUNDTVIG COFE





Other services (laundry, shopping, transportation, parking, restaurants,

sports facilities...)X





Time management x

Stress management X

Conflict management XPre-birth and nutrition courses X


X



Legal counseling X


Social or non-legal counseling Yes No In processHealth insurance for spouse X




Retirement plans X

Life insurance X


Take-home vehicle X





Briefly explain (in approximately 15 lines) the process followed by the company to deal

with life-work balance and the economic solutions chosen.

The employees are not penalized when they left to assist the family.They have flexibility in working hours.Payment of meal, regardless of compliance with working hours.The employees are allowed to bring the sons or daughters to the office.

They may participate in the Espao t workshops for free.


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GRUNDTVIG COFE



Ownership Private X Public

Sector

Telecommunications Distribution and Logistics Accommodation and catering Transportation Publicity and media

Assessment Other services for businesses

Banking, financing, and insurances

Health Central and local administration Education Leisure

Production or distribution of energy or water Chemicals, petroleum, gas, cork and plastics Metal Electronics industry Software industry

Automotive industry Food, beverages, tobacco

Textile, shoes, clothing, leather


Others: Association



Less than 25%

from 25 to 50%

from 50 to 75% X More than 75%


Less than 10% from 10 to 20% More than 20% X



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GRUNDTVIG COFE



Partner: Centro de Assistncia Social Terceira Idade e Infncia deSangudo (CASTIIS)Country: PORTUGALName of the company: GEBALIS EEM Social Housing Municipal Enterprise(Lisboa)


Flexi-time XPart-time work XShared tasks X

Compressed workweek XReduced work schedule XHours per year X 110 hours (11months x

10hours/year)


Maternity leave longer than stipulated beyond the legal measures XPaternity leave longer than stipulated beyond the legal measures XLeave for child care XLeave for breastfeeding longer than stipulated beyond the legal

measuresX

Leave for care taking of ill or disabled parents or children XSabbatical leave XProfessional rest XUnpaid holidays XAccumulated paid time off XFlexibility regarding days off and short holidays XTime off for personal matters or family X 10 hours montlyTime off for community activities XAbandonment of the workplace due to a family emergency X

Flexibility regarding work area Yes No In processFlexibility in the work area XWork from home XVideoconferences X


Inprocess

Information about day care centers XDay care centers within the company XExternal day care centers XEconomic support for day care center costs X

Provision or payment for day care or babysitting services during workrelated travel or overtime work

X

1


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GRUNDTVIG COFE


Information about homes for the elderly XCare for the elderly external to the company XSeats reserved in local schools XOther services (laundry, shopping, transportation, parking, restaurants,

sports facilities...)X Parking

only


Role as fathers/mothers and children education XWork-family conflict XTraining on differences between men and women XTime management XStress management XConflict management X

Pre-birth and nutrition courses XServices of counseling on professional career (explicitly regardingwork and family/personal life)

X

Psychological/family counseling XFinancial/tax advice XLegal counseling XCounseling for immigrants X


Health insurance for spouse XHealth insurance for children X

Insurance for disability XGlobal medical insurance XRetirement plans XLife insurance XMedical funds in the company XTake-home vehicle XReimbursement of transportation costs incurred off work XAllowances (tickets) for lunch X Lunch

Allowance for

all employees

of 6.40except for

Board of

AdministrationEntertainment activities XNon-monetary compensation options X



Gebalis grants annually to each employee a day immediately before or after an holiday; eachemployee is entitled to 10 hours annual waiver activity without necessarily having to providejustification. Gebalis supports 80% of the payment of the first three days of absences due to

2


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GRUNDTVIG COFE


illness, provided the employee does not receive this amount through another system of socialsecurity or health insurance, or allowance; grants to the parent by the birth of each child, (whoseamount and timing of payment are set annually by the Board of Directors), The sum of 500(2011). Gebalis pays a grant monthly to parents of ,handiccated children allowance of 100 foreach child with a disability; supports full 15 days of parental leave the employee enjoy the firstmonth of the birth of the child, plus the paternity leave, provided it is not paid by the socialsecurity system; For each working student, the company provides an allowance of 300 per year(2011), this support being conditioned to success at school; it supports 80% of pay in case ofchild-raising in the proportion of 5 year absence from queensize the worker does not receive thisamount through the Social Security system or a health insurance.


Ownership Private Public x

Sector

Telecommunications Distribution and Logistics Accommodation and catering Transportation Publicity and media Assessment Other services for businesses Banking, financing, and insurances


Education Leisure

Production or distribution of energy or water Chemicals, petroleum, gas, cork and plastics Metal Electronics industry Software industry Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather


Others: Municipal Social Housing

Number of employees in 31 August 2011: 233 (including Board of Administration 3

members)


Less than 25% from 25 to 50% from 50 to 75% x More than 75% Percentage of workers on fixed-term contracts



Gebalis, 9th September 2011.

3


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GRUND TVI G COFE

2010-1-ES1-GRU06-20750Conc i l i a t i on fo r Equa l i t y i n the XX I cen tu ry

MESURES FOR LI FE- W ORK BALANCE I N COMPAN I ES

Par tne r : ACNNT CraiovaCoun t ry : ROMANIA

N a m e o f t h e co m p a n y : HELLA ROMANIA Development centre Craiova

Flex ib i l i ty Yes No I n p rocess

Flexi-time X

Part-time work X

Shared tasks X


Hours per year X

Leaves Yes No I n p rocess

Maternity leave longer than stipulated beyond the legal measures X




X

Leave for care taking of ill or disabled parents or children XSabbatical leave X

Professional rest X

Unpaid holidays X






Flex ib i l i t y r ega rd ing w o rk a rea Yes No I n p rocess


Work from home X

Videoconferences X

Pol i c ies rega rd ing se rv i ces o r how to fac il i t a te l i f e -w o rk ba lance beyond w orkp lace Yes No

I n

process






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GRUND TVI G COFE






XOther services (laundry, shopping, transportation, parking, restaurants,

sports facilities...)

Persona l suppor t and adv ice Yes No I n p rocess




Time management X




X



Legal counseling X


Socia l o r non - lega l counse l ing Yes No I n p rocess





Retirement plans X

Life insurance X


Take-home vehicle X





B r i e f l y e x p l a i n ( i n a p p r o x i m a t e l y 1 5 l i n e s ) t h e p r o c e s s f o l l o w e d b y t h e c o m p a n y t o d e a l

w i th l i f e -w ork ba lance and th e econom ic so lu t i ons chosen .


31/58

GRUND TVI G COFE


Charac te r i s t i c s o f t he com pany

O w n e r s h i p Private X Public

Sector

Telecommunications Distribution and Logistics Accommodation and catering Transportation

Publicity and media Assessment Other services for businesses Banking, financing, and insurances Health

Central and local administration Education Leisure

Production or distribution of energy or water Chemicals, petroleum, gas, cork and plastics Metal Electronics industry

Software industryX Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather Wood, paper and graphic art

Construction

Others: .................................................

N u m b e r o f e m p l o y ee s in 87

Ra t i o o f f e m a l e w o r k e r s i n t h e s t a f f

Less than 25% from 25 to 50%X from 50 to 75% More than 75%

Pe r c en t a g e o f w o r k e r s o n f i x e d - t e r m c on t r a c t s

Less than 10% X from 10 to 20% More than 20%

THAN K YOU FOR YOUR COLLABORATI ON


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GRUND TVI G COFE



Par tne r : ACNNT CraiovaCoun t ry : ROMANIAN a m e o f t h e co m p a n y : COLEGIUL NATIONAL NICOLAE TITULESCU


Flexi-time X

Part-time work X

Shared tasks XCompressed workweek X

Reduced work schedule X

Hours per year X






X

Leave for care taking of ill or disabled parents or children X

Sabbatical leave

Professional rest X

Unpaid holidays X








Work from home X

Videoconferences X


I n

process


Day care centers within the company XExternal day care centers X

Economic support for day care center costs X


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GRUND TVI G COFE


XProvision or payment for day care or babysitting services during workrelated travel or overtime work










Time management XStress management X

Conflict management X



X



Legal counseling X







Retirement plans X

Life insurance X


Take-home vehicle X








34/58

GRUND TVI G COFE



O w n e r s h i p Private Public X

Sector

Telecommunications Distribution and Logistics Accommodation and catering

Transportation Publicity and media

Assessment Other services for businesses Banking, financing, and insurances

Health Central and local administrationX Education Leisure

Production or distribution of energy or water Chemicals, petroleum, gas, cork and plastics Metal

Electronics industry Software industry

Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather


Others: .................................................



Less than 25% from 25 to 50% from 50 to 75% More than 75% X





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GRUND TVI G COFE



Par tne r : ACNNT CraiovaCoun t ry : ROMANIA

N a m e o f t h e co m p a n y : S.C. MIFADI EXIM S.R.L.


Flexi-time X

Part-time work X

Shared tasks X


Hours per year X






X

Leave for care taking of ill or disabled parents or children XSabbatical leave X

Professional rest X

Unpaid holidays X








Work from home X

Videoconferences X


I n

process






36/58

GRUND TVI G COFE












Time management X




X



Legal counseling X







Retirement plans X

Life insurance X


Take-home vehicle X








37/58

GRUND TVI G COFE



O w n e r s h i p Private X Public

Sector


Publicity and media Assessment Other services for businesses Banking, financing, and insurances Health

Central and local administration Education Leisure


Software industry Automotive industryX Food, beverages, tobacco Textile, shoes, clothing, leather Wood, paper and graphic art

Construction

Others: .................................................



Less than 25% from 25 to 50% from 50 to 75% More than 75% X





38/58

GRUNDTVIG COFE



Partner: Centre Tecnolgic Forestal de CatalunyaCountry: SPAIN

Name of the company: CTFC


Flexi-time xPart-time work xShared tasks

Compressed workweek xReduced work schedule xHours per year


Maternity leave longer than stipulated beyond the legal measures xPaternity leave longer than stipulated beyond the legal measures

Leave for child care xLeave for breastfeeding longer than stipulated beyond the legalmeasures

x

Leave for care taking of ill or disabled parents or children xSabbatical leave xProfessional rest

Unpaid holidays xAccumulated paid time off

Flexibility regarding days off and short holidays xTime off for personal matters or family xTime off for community activities

Abandonment of the workplace due to a family emergency x


Flexibility in the work area xWork from home

Videoconferences


Inprocess

Information about day care centers

Day care centers within the company

External day care centersEconomic support for day care center costs

Provision or payment for day care or babysitting services during work


39/58

GRUNDTVIG COFE



Information about homes for the elderly

Care for the elderly external to the company

Seats reserved in local schools


x


Role as fathers/mothers and children education

Work-family conflict

Training on differences between men and women

Time management x

Stress management xConflict management xPre-birth and nutrition courses


x

Psychological/family counseling

Financial/tax advice

Legal counseling

Counseling for immigrants

Training on the profession x


Health insurance for spouse xHealth insurance for children xInsurance for disability

Global medical insurance

Retirement plans

Life insurance

Medical funds in the company

Take-home vehiclexReimbursement of transportation costs incurred off work

Allowances (tickets) for lunch

Entertainment activities

Non-monetary compensation options




40/58

GRUNDTVIG COFE



Ownership Private

Public x

Sector

Telecommunications Distribution and Logistics

Accommodation and catering Transportation Publicity and media Assessment Other services for businesses Banking, financing, and insurances


Education Leisure





Others: Applied Research Centre, Training i transfer of

technology..................................................

Number of employees in 118 ..


Less than 25% from 25 to 50% from 50 to 75% X More than 75%





41/58

GRUNDTVIG COFE



Partner: Centre Tecnolgic Forestal de CatalunyaCountry: SPAIN

Name of the company: Hotel Sant Roc


Flexi-time x

Part-time work x

Shared tasks x

Compressed workweekReduced work schedule

Hours per year


Maternity leave longer than stipulated beyond the legal measures

Paternity leave longer than stipulated beyond the legal measures

Leave for child care


Leave for care taking of ill or disabled parents or childrenSabbatical leave

Professional rest

Unpaid holidays

Accumulated paid time off

Flexibility regarding days off and short holidays x

Time off for personal matters or family x

Time off for community activities

Abandonment of the workplace due to a family emergency x


Flexibility in the work area

Work from home

Videoconferences


Inprocess

Information about day care centers

Day care centers within the company

External day care centersEconomic support for day care center costs

Provision or payment for day care or babysitting services during work


42/58

GRUNDTVIG COFE



Information about homes for the elderly

Care for the elderly external to the company

Seats reserved in local schools


x


Role as fathers/mothers and children education

Work-family conflict

Training on differences between men and women

Time management

Stress managementConflict management

Pre-birth and nutrition courses


Psychological/family counseling

Financial/tax advice

Legal counseling

Counseling for immigrants x

Training on the profession x


Health insurance for spouse

Health insurance for children

Insurance for disability

Global medical insurance

Retirement plans

Life insurance

Medical funds in the company

Take-home vehicle

Reimbursement of transportation costs incurred off work

Allowances (tickets) for lunch x

Entertainment activities x

Non-monetary compensation options




43/58

GRUNDTVIG COFE



Ownership Private X

Public

Sector

Telecommunications Distribution and LogisticsX Accommodation and catering Transportation Publicity and media

Assessment Other services for businesses

Banking, financing, and insurances

Health Central and local administration Education Leisure





Others: .................................................



Less than 25%

from 25 to 50%

from 50 to 75%

More than 75% X


Less than 10% from 10 to 20% More than 20%X



44/58


Partner: SCARABEUS CULTURAL

ASSOCIATION..

Country: ITALY..

Name of the company: INPS ( NATIONAL INSTITUTE FOR NATIONAL

INSURANCE)..


Flexi-time x

Part-time work x

Shared tasks x

Compressed

workweekx

Reduced workschedule

x

Hours per year


Maternity leavelonger than stipulatedby law

x

Paternity leave longer

than stipulated by law

x

Leave for child care x

Leave forbreastfeeding longerthan stipulated by law

x

Leave for care takingof ill or disabledparents or children

x

Sabbatical leave x

Professional rest x

Unpaid holidays x

Accumulated paidtime offx

Flexibility regardingdays off and shortholidays

x

Time off for personalmatters or family

x

Time off forcommunity activities

x

Abandonment of theworkplace due to afamily emergency

x


45/58

Flexibilityregarding workarea Yes No In process

Flexibility in the workarea

x

Work from home x

Teleworking x

Videoconferences x

Internet x

Policies regardingservices or how tofacilitate life-workbalance beyondworkplace Yes No In process

Information aboutday care centers

x

Day care centerswithin the company

x

External day carecenters

x

Economic support forday care center costs

x

Provision or paymentfor day care orbabysitting servicesduring work relatedtravel or overtimework

x

Information abouthomes for the elderlyx

Care for the elderlyexternal to thecompany

x

Seats reserved inlocal schools

x

Other services(laundry, shopping,transportation,parking, restaurants,sports facilities...)

x

Work Adaptations Yes No In process

Work adaptations x

Rotation of work area x

Flexible workload x

Personal supportand advice Yes No In process

Role as fathers/

mothers and childreneducation

x


46/58

Work-family conflict x

Training ondifferences betweenmen and women

x

Time management x

Stress management x

Conflict management x

Pre-birth andnutrition courses

x

Services ofcounseling aboutprofessional career Yes No In process

Services of counselingon professional career(explicitly regardingwork and family/

personal life)

x

Psychological/familycounseling

x

Financial/tax advice x

Legal counseling x

Counseling forimmigrants

x

Social or non-legalcounseling Yes No In process

Health insurance forspouse

x

Health insurance forchildren

x

Insurance fordisability

x

Global medicalinsurance

x

Retirement plans x

Life insurance x

Medical funds in thecompany

x

Take-home vehicle x

Reimbursement oftransportation costsincurred off work

x

Allowances (tickets)for lunch

x

Entertainmentactivities

x

Non-monetarycompensation options

x



For what it concerns the insurance for spouse, for children, for


47/58

disability the company have a global insurance health which covers

the insurances mentioned above.

They provide a strong application of flexible time, teleworking and

part-time in order to facilitate life-work balance.

The workers are getting older and older so the company will have

fewer workers in age to have children.

All workers have a fixed-term contract


Ownership Private! Public X!

Sector


Publicity and media Assessment Other services for businessesX Banking, financing, and insurances Health Central and local administration Education Leisure


Software industry Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather Wood, paper and graphic art Construction

Others: OBLIGATORY NATIONALINSURANCE.................................................

Number of employees in he company 110 ..


Less than 25%! from 25 to 50%! from 50 to 75% X! More than 75%!


Less than 10%! from 10 to 20% ! More than 20% X!



48/58


Partner: SCARABEUS CULTURAL

ASSOCIATION..

Country: ITALY..

Name of the company: COOPERATIVA 8

MARZO..


Flexi-time x

Part-time work x

Shared tasks x

Compressed

workweekx

Reduced workscheduleHours per year


Maternity leavelonger than stipulatedby law

x

Paternity leave longer

than stipulated by law

x

Leave for child care x

Leave forbreastfeeding longerthan stipulated by law

x

Leave for care takingof ill or disabledparents or children

x

Sabbatical leave x

Professional rest x

Unpaid holidays x

Accumulated paidtime offx

Flexibility regardingdays off and shortholidays

x

Time off for personalmatters or family

x

Time off forcommunity activitiesAbandonment of theworkplace due to afamily emergency

x


49/58

Flexibilityregarding workarea Yes No In process

Flexibility in the workarea

x

Work from home x

Teleworking x

Videoconferences x

Internet x

Policies regardingservices or how tofacilitate life-workbalance beyondworkplace Yes No In process

Information aboutday care centers

x

Day care centerswithin the company

x

External day carecenters

x

Economic support forday care center costs

x

Provision or paymentfor day care orbabysitting servicesduring work relatedtravel or overtimework

x

Information abouthomes for the elderlyx

Care for the elderlyexternal to thecompany

x

Seats reserved inlocal schools

x

Other services(laundry, shopping,transportation,parking, restaurants,sports facilities...)

x

Work Adaptations Yes No In process

Work adaptations x

Rotation of work area x

Flexible workload x

Personal supportand advice Yes No In process

Role as fathers/

mothers and childreneducation

x


50/58

Work-family conflict x

Training ondifferences betweenmen and women

x

Time management x

Stress management x

Conflict management x

Pre-birth andnutrition courses

x

Services ofcounseling aboutprofessional career Yes No In process

Services of counselingon professional career(explicitly regardingwork and family/

personal life)

x

Psychological/familycounseling

x

Financial/tax advice x

Legal counseling x

Counseling forimmigrants

x

Social or non-legalcounseling Yes No In process

Health insurance forspouse

x

Health insurance forchildren

x

Insurance fordisability

x

Global medicalinsurance

x

Retirement plans x

Life insurance x

Medical funds in thecompany

x

Take-home vehicle x

Reimbursement oftransportation costsincurred off work

x

Allowances (tickets)for lunch

x

Entertainmentactivities

x

Non-monetarycompensation options

x



We privileged to give all the paternity and maternity leaves that


51/58

Italian laws allow. We do our best, in the respect of the laws, we

also give flexible and part-time work to facilitate people with

children to work in a relaxed way.In fact the atmosphere in our

company is very friendly and relaxed because we try , if possible,

to solve the problems that people with children may have.


Ownership Private X! Public !

Sector

Telecommunications Distribution and LogisticsX Accommodation and catering Transportation Publicity and media Assessment

Other services for businesses Banking, financing, and insurances Health Central and local administration Education Leisure

Production or distribution of energy or water Chemicals, petroleum, gas, cork and plastics Metal Electronics industry Software industry Automotive industry

Food, beverages, tobacco Textile, shoes, clothing, leather Wood, paper and graphic art Construction

Others: .................................................

Number of employees in the company 180..


Less than 25%! from 25 to 50%! from 50 to 75%! More than 75% X!


Less than 10%! from 10 to 20% ! More than 20% X!



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MESURES FOR LIFE-WORK

Documents

Guide Best Practice With Regard to Work-life Balance