| However, working for an employer that does not | | | | requirements, with the proviso that you work your |
| consider your welfare as a human being can | | | | paid hours over a period of time (e.g. 150 hours a |
| outweigh the financial advantages of even the best | | | | month) |
| salary package. Our needs as individuals don't simply | | | | * working part time |
| evaporate because we are paid a good salary. | | | | * extended annual leave provisions. Some employers |
| Who is the employer? | | | | allow staff to purchase additional annual leave by |
| The employer is the organisation for whom you | | | | earning slightly less during the year and having 2 - 4 |
| work, but in reality your manager or supervisor is the | | | | weeks extra annual leave during the year. This can |
| visible face of your employer. Have you been in a | | | | be great when you have school age children that |
| situation where your work group is full of tension and | | | | need to be supervised during the holidays. |
| unhappiness whilst another group within the | | | | * paid and unpaid maternity leave. In many |
| organisation seems to thrive on co-operation, good | | | | jurisdictions this provision is enshrined in legislation. |
| humour and great results? If staff from both groups | | | | Does the employer enact the requirements of the |
| were asked what they thought of the "employer" | | | | legislation with a good grace? |
| they would each give a very different account. It is | | | | * carer's leave? Many employers allow staff to utilise |
| hard not to be envious of a work group where they | | | | sick leave to care for dependents (children, elderly |
| enjoy a positive and constructive work environment, | | | | parents, family members with a disability) |
| if you are battling along feeling undervalued, criticised | | | | Other supports |
| and/or ignored. | | | | Many employers, particularly larger organisations, |
| I was recently reading an article in a Human | | | | contract external counselling services which can be |
| Resources forum where the author stated that | | | | accessed by employees and their immediate family |
| "people don't leave organisations, they leave | | | | members. This is known as an Employee Assistance |
| managers." This is largely true from my own | | | | Program (EAP). Such programs would typically |
| observation and experiences. Sure, there are many | | | | provide counselling for a range of issues including |
| reasons you might leave one employer other than | | | | work issues, drug and alcohol problems and family |
| being unhappy in the workplace, but it remains one | | | | dynamics etc. In other words, any issue that affects |
| of the big reasons for staff turnover. And if your | | | | the employees welfare in or out of the workplace. |
| employer (i.e. the organisation as a whole) does not | | | | EAP's are required in the majority of circumstances |
| have policies and procedures in place to address | | | | to maintain absolute confidentiality about the |
| these kinds of difficulties your life can be made | | | | employee's circumstances, although they may provide |
| miserable. | | | | a general report to the employer about the kinds of |
| "Employee friendly" workplaces | | | | issues affecting employees generally. After all, if 10 |
| Employee welfare is a very broad area of interest. In | | | | staff are receiving counselling because of |
| the best environments employers will address | | | | management harassment at work, it makes sense |
| employee welfare in the workplace itself and also | | | | that the employer is given a "heads-up" about the |
| consider employee welfare in terms of the pressures | | | | problem so that they can acknowledge the human |
| you will experience outside the workplace. | | | | and business costs and address the issue effectively. |
| Workplace issues | | | | Some employers maintain "family friendly" or |
| An employer who is genuinely interested in the | | | | "employee welfare" components on their websites |
| welfare of employees (and consequently strengthen | | | | that provide relevant information and links to support |
| their productivity) should be concerned about creating | | | | services addressing needs to do with parenting, |
| a positive work environment where individuals | | | | domestic violence, child abuse, health issues (for both |
| recognise they are valued. The big ticket item here is | | | | women and men) etc. |
| providing a workplace free of bullying, harassment | | | | Will you discriminate? |
| and discrimination. As an employee (or prospective | | | | To address employee welfare adequately, the |
| employee) you might look for; | | | | employer should consider the employee in the |
| * Clear policies and procedures relating to bullying, | | | | context of their whole life, and not just in the |
| harassment and discrimination | | | | workplace. Life is too short to be miserable at work |
| * A commitment to Equal Opportunity regardless of | | | | and no amount of money is worth it. |
| gender, race, marital status, pregnancy, sexuality, | | | | I have put my money where my mouth is on this |
| disability or age | | | | issue. In my circumstance I was with an employer |
| * Grievance procedures that are clear and actively | | | | who showed a collective disregard for the well-being |
| implemented | | | | of their employees, treating them as commodities |
| * Ongoing training and development opportunities. | | | | that could be ignored, moved about or assigned to |
| Issues outside the workplace | | | | meaningless or no-win tasks. Fortunately I had the |
| Ideally an employer will provide as much flexibility in | | | | opportunity to win a short term contract with |
| working arrangements consistent with operating an | | | | another agency where the work was absorbing and |
| effective and productive business or service. For | | | | the team dynamics were excellent. Productivity, |
| example flexible leave provisions support employees | | | | efficiency, good humour and positive relationships |
| in a number of ways to fulfil their obligations and | | | | with colleagues were the hallmark of this new role. At |
| aspirations outside the workplace. Does your | | | | the end of my contract however, I elected to stay |
| employer (or prospective employer) make provision | | | | on at a salary several thousand dollars less than my |
| or provide support for: | | | | original employer was paying because I could see and |
| * affordable and accessible child care | | | | feel the difference in my psychological well-being and |
| * flexible hours, where core working hours are | | | | sense of worth. No amount of money is worth being |
| defined with the freedom to start a little earlier or | | | | miserable! |
| finish a little later in order to support family | | | | Be discriminating - if you have that option! |