GSP 06-22 Remote Working Policy – An Post
22/February/2022
Description
I am please to advise you that the Union and Company have recently concluded agreement on a Remote Working Policy, a copy of which is attached.
Developments in technology and its widespread availability has made it possible for employers to facilitate a level of work away from the office, enabling people to work either remotely from home or a specifically designed hub. Enforced restrictions introduced by the Government to manage the spread of COVID 19, resulted at short notice in many An Post staff working from home. In most cases this was their first experience of working remotely and while it did not suit all, a significant number of workers have since expressed an interest in continuing this flexible working arrangement.
In response, the Union sought agreement on a Voluntary Remote Working Policy that would provide a range of options for staff. The priority being, to have a policy to provide remote working for those that wished to avail of it and administered in a fair and transparent manner. For its part the Company committed to facilitating, where feasible, remote working subject to its business requirements together with individual employee needs.
In the context of the agreed policy the location at which work is performed remotely is generally taken to be the employee’s principal residence but, may also include other options such as:
- A Company workplace hub
- An enterprise, innovation or community hub
- A co-working space
or any combination of the above by agreement.
The “hub-type” locations under consideration are:
- Dublin Mails Centre
- Athlone Mails Centre
- Athlone An Post Insurance Offices
- Portlaoise Mails Centre
- Naas Regional Offices and
- Sword’s location – not currently owned by An Post
The policy sets the guidelines as to how remote working will generally operate. It applies to any employee who perform some, or all of their role at a fixed Company location. The operation of the policy in any individual instance must contribute to effective team working, which will be a factor in any final decision. It does not however apply to employees whose physical attendance is required in the workplace.
The agreed approach for staff with a five-day liability is a hybrid model, which enables them to work 2 days in the office and 2 days remotely with the fifth day determined if it could be worked remotely or not within a reasonable timeframe. This general guideline does not prevent an employee applying for more or less remote working as each case will be considered on its merits.
Other issues comprehended by the policy include:
- Terms and conditions remain unaltered.
- Online internet connectivity is an essential part of remote working and therefore employees must have broadband connection.
- An Post is responsible for the Health and Safety of employees and this responsibility extends to employees working remotely.
- Flexi working will continue to apply to those who are normally entitled to same while working remotely.
- Overtime where applicable will continue to apply subject to the normal approval arrangements.
- Employees seeking to work remotely must complete a Remote Workplace Self-Assessment Form.
- The Company is responsible for supplying an employee with any associated technology. They will also provide a minimum of a safe chair.
- Remote working arrangements will initially be approved for a period of six months with monthly reviews of its effectiveness.
- An appeals process is agreed as part of the application process to allow those refused remote working, to appeal it with the assistance of their Union representative.
The policy will be reviewed every 6 months for the first 18 months and annually thereafter.
Please bring this circular to the attention of all members.
Attachment to GSP 06-22 Remote Working Policy -An Post