Introduction to Flexible Work Arrangements Guidelines for the Construction Industry

Flexible Work Arrangements Guidelines for the Construction Industry

Course Overview

This basic course introduces line managers, HR professionals, and supervisors to the fundamentals of handling Flexible Work Arrangements (FWA) requests. Participants will learn the principles of Flexible Work Arrangements, how to manage requests, and understand the initial steps to implement Flexible Work Arrangements in their organizations with an emphasis on empathy and communication.

Why Flexible Work Arrangements are Good

Flexible Work Arrangements are beneficial as they enhance employee satisfaction, improve work-life balance, and increase productivity. By attending this course, you will learn the essentials of Flexible Work Arrangements and how to implement them effectively within your organization.

Course Objective

• Understand the basic concepts and types of Flexible Work Arrangements.

• Recognize the roles and responsibilities in managing Flexible Work Arrangements requests.

• Learn how to respond to Flexible Work Arrangements requests with a focus on reasonable business grounds.

• Understand the initial steps for monitoring employee performance under Flexible Work Arrangements.

• Develop empathy skills to handle Flexible Work Arrangements requests effectively.

Course Outline

• Introduction to Flexible Work Arrangements in construction

• Roles and Responsibilities in Managing Flexible Work Arrangements Requests

• Responding to Flexible Work Arrangements Requests in the construction sector

• Monitoring Performance Under Flexible Work Arrangements

• Empathy Skills in Flexible Work Arrangements Management

Target Audience

• Line managers and supervisors

• HR professionals

• New managers

Benefits of Attending

• Gain a basic understanding of how to implement Flexible Work Arrangements and their implementation.

• Learn initial strategies for handling Flexible Work Arrangements requests.

• Understand the roles and responsibilities in managing Flexible Work Arrangements.

• Network with peers and share initial best practices.

Course Fees (Incl GST)

SCAL member: $155.00

Non-member: $186.00

Speaker Profile

Andrew Tan

Expert in Flexible Work Arrangements and HR Management

Andrew Tan is a distinguished leader with over 20 years of experience in HR management, business strategy, and training development. Renowned for his ability to humanize companies and effectively balance stakeholder expectations, Andrew excels in creating collaborative and positive learning environments.

Accomplishments:

• Established three SSG-approved ATOs, one acquired by a listed group and another a start-up subsidiary.

• Successfully led a proposal receiving CET approval from SSG for a training provider.

• Managed a quarter-million-dollar digital transformation project for a listed company.

• Co-founded a leading Data Protection Management & Privacy business in Singapore.

• Spearheaded a business model pivot securing a new revenue stream in Workplace Health and Safety training.

Professional Qualifications:

• WSQ Diploma in Adult and Continuing Education (DACE)

• WSQ Advanced Certificate in Training and Assessment (ACTA)

• Specialist Diplomas in Coaching and Mentoring, Service Leadership, and Leadership & People Management

• Practitioner Certificate in Personal Data Protection (PDPA)

Training Experience:

• Over 20 years of non-WSQ training and 7 years of WSQ training

• Expertise in Flexible Work Arrangements, geragogy training, and bilingual training for Chinese corporate markets

Frequently Asked Questions (FAQs) on Tripartite Guidelines on Flexible Work Arrangement Requests 

1. What is the difference between a formal and non-formal FWA request?

Today, some workplaces are using either formal or non-formal ways to process FWA requests by employees. These could be in either written or verbal form. Such practices should continue if they work well for both employees and employers. However, if the workplace does not have stipulated requirements or process for making an FWA request, an employee could make a formal FWA request based on the Tripartite Guidelines on Flexible Work Arrangement Requests. The request should be made in writing, and include the following information:

a. The date of the request
b. The FWA requested for, including its expected frequency and duration
c. Reason for the request
d. Requested start date and end date (if relevant) 

2. Does the employer have to offer FWAs to employees?

The Guidelines do not require employers to offer FWAs to employees. However, employers are encouraged to do so. There are many benefits to FWAs – for instance, employers would be better able to attract and retain talent, and employees on FWAs such as flexi-load can supplement full-time manpower planning. 

3. How can employers clearly communicate their process for employees to make formal FWA requests, what FWAs are available to request, and expectations for usage of FWAs?

Employers may refer to www.tafep.sg for a sample FWA policy and learn how to customise it according to their own needs through the Introduction to Flexible Work Arrangements Guidelines seminar conducted by SCAL Academy.

4. Can employers reject a request on the basis of the reason for requesting an FWA?

Employers should assess requests for FWA and respond to them based on businessrelated grounds. 

5. Will an employee’s career prospects be affected if he/she takes up FWAs?

It is useful for the employee to have an open discussion with his/her supervisor to understand the latter’s expectations on work performance and deliverables before taking up FWAs. Supervisors should continue to abide by the Tripartite Guidelines on Fair Employment Practices and adopt fair and objective appraisal systems. Supervisors should appraise employees on FWAs based on their achieved outcomes and objective performance criteria which are fairly applied. Nonetheless, certain types of FWA may result in a change in the work scope and responsibilities of the employee. For such instances, the employees are encouraged to have a candid conversation with their supervisor on the feasibility of this option, the expectations and deliverables before embarking on the FWA. 
 

6. Would the employee be eligible for work injury compensation if he/she gets hurt outside the office while working?

The employee may be eligible for compensation if the injuries sustained arose out of and in the course of work. Nonetheless, the employee should be mindful of the hazards that may exist while working outside the office and take reasonable care of his/her own health and safety while doing so. Employers should also take reasonable efforts to educate employees on ensuring their safety when working outside the office.