| However, working for an employer that does not | | | | school age children that need to be supervised during |
| consider your welfare as a human being can | | | | the holidays.* paid and unpaid maternity leave. In |
| outweigh the financial advantages of even the best | | | | many jurisdictions this provision is enshrined in |
| salary package. Our needs as individuals don't simply | | | | legislation. Does the employer enact the requirements |
| evaporate because we are paid a good salary.Who is | | | | of the legislation with a good grace?* carer's leave? |
| the employer?The employer is the organisation for | | | | Many employers allow staff to utilise sick leave to |
| whom you work, but in reality your manager or | | | | care for dependents (children, elderly parents, family |
| supervisor is the visible face of your employer. Have | | | | members with a disability)Other supportsMany |
| you been in a situation where your work group is full | | | | employers, particularly larger organisations, contract |
| of tension and unhappiness whilst another group | | | | external counselling services which can be accessed |
| within the organisation seems to thrive on | | | | by employees and their immediate family members. |
| co-operation, good humour and great results? If staff | | | | This is known as an Employee Assistance Program |
| from both groups were asked what they thought of | | | | (EAP). Such programs would typically provide |
| the "employer" they would each give a very | | | | counselling for a range of issues including work issues, |
| different account. It is hard not to be envious of a | | | | drug and alcohol problems and family dynamics etc. In |
| work group where they enjoy a positive and | | | | other words, any issue that affects the employees |
| constructive work environment, if you are battling | | | | welfare in or out of the workplace. EAP's are |
| along feeling undervalued, criticised and/or ignored.I | | | | required in the majority of circumstances to maintain |
| was recently reading an article in a Human Resources | | | | absolute confidentiality about the employee's |
| forum where the author stated that "people don't | | | | circumstances, although they may provide a general |
| leave organisations, they leave managers." This is | | | | report to the employer about the kinds of issues |
| largely true from my own observation and | | | | affecting employees generally. After all, if 10 staff |
| experiences. Sure, there are many reasons you might | | | | are receiving counselling because of management |
| leave one employer other than being unhappy in the | | | | harassment at work, it makes sense that the |
| workplace, but it remains one of the big reasons for | | | | employer is given a "heads-up" about the problem so |
| staff turnover. And if your employer (i.e. the | | | | that they can acknowledge the human and business |
| organisation as a whole) does not have policies and | | | | costs and address the issue effectively.Some |
| procedures in place to address these kinds of | | | | employers maintain "family friendly" or "employee |
| difficulties your life can be made miserable."Employee | | | | welfare" components on their websites that provide |
| friendly" workplacesEmployee welfare is a very broad | | | | relevant information and links to support services |
| area of interest. In the best environments employers | | | | addressing needs to do with parenting, domestic |
| will address employee welfare in the workplace itself | | | | violence, child abuse, health issues (for both women |
| and also consider employee welfare in terms of the | | | | and men) etc.Will you discriminate?To address |
| pressures you will experience outside the | | | | employee welfare adequately, the employer should |
| workplace.Workplace issuesAn employer who is | | | | consider the employee in the context of their whole |
| genuinely interested in the welfare of employees | | | | life, and not just in the workplace. Life is too short to |
| (and consequently strengthen their productivity) | | | | be miserable at work and no amount of money is |
| should be concerned about creating a positive work | | | | worth it.I have put my money where my mouth is |
| environment where individuals recognise they are | | | | on this issue. In my circumstance I was with an |
| valued. The big ticket item here is providing a | | | | employer who showed a collective disregard for the |
| workplace free of bullying, harassment and | | | | well-being of their employees, treating them as |
| discrimination. As an employee (or prospective | | | | commodities that could be ignored, moved about or |
| employee) you might look for;* Clear policies and | | | | assigned to meaningless or no-win tasks. Fortunately |
| procedures relating to bullying, harassment and | | | | I had the opportunity to win a short term contract |
| discrimination* A commitment to Equal Opportunity | | | | with another agency where the work was absorbing |
| regardless of gender, race, marital status, pregnancy, | | | | and the team dynamics were excellent. Productivity, |
| sexuality, disability or age* Grievance procedures that | | | | efficiency, good humour and positive relationships |
| are clear and actively implemented* Ongoing training | | | | with colleagues were the hallmark of this new role. At |
| and development opportunities.Issues outside the | | | | the end of my contract however, I elected to stay |
| workplaceIdeally an employer will provide as much | | | | on at a salary several thousand dollars less than my |
| flexibility in working arrangements consistent with | | | | original employer was paying because I could see and |
| operating an effective and productive business or | | | | feel the difference in my psychological well-being and |
| service. For example flexible leave provisions support | | | | sense of worth. No amount of money is worth being |
| employees in a number of ways to fulfil their | | | | miserable!Be discriminating - if you have that |
| obligations and aspirations outside the workplace. | | | | option!Read more articles at Stratton, the author of |
| Does your employer (or prospective employer) make | | | | "Write Yourself A Job!" (© Progress Enterprise |
| provision or provide support for:* affordable and | | | | 2005), knows the barriers and pitfalls in developing a |
| accessible child care* flexible hours, where core | | | | high quality, professional and competitive |
| working hours are defined with the freedom to start | | | | Resume.Employed in a range of government and |
| a little earlier or finish a little later in order to support | | | | non-government contexts for over 30 years, with |
| family requirements, with the proviso that you work | | | | proven experience at Senior Management and |
| your paid hours over a period of time (e.g. 150 hours | | | | Executive levels, he has extensive experience |
| a month)* working part time* extended annual leave | | | | managing selection and recruitment processes.His |
| provisions. Some employers allow staff to purchase | | | | insights into the successful preparation of a resume |
| additional annual leave by earning slightly less during | | | | or curriculum vitae (CV) will assist you in developing a |
| the year and having 2 - 4 weeks extra annual leave | | | | product of which you can be proud. |
| during the year. This can be great when you have | | | | |