The overall Blended Working Policy Framework for Civil Service Organisations applies to five of the six bodies under the aegis of my Department, with the exception being the Office of the Regulator of the National Lottery (ORNL) as it is not part of the Civil Service. It is a matter for each organisation to develop its own flexible policies tailored to the specific business needs of the organisation and the position as advised by each body, including the ORNL, is set out below
Office of Public Works (OPW)
In 2022, the OPW developed a Blended Working Policy which applies to all OPW staff. The policy follows the guidelines outlined in the overall Blended Working Policy Framework for Civil Service Organisations . There is no criteria in this Policy which refers to employee seniority as a basis of blended working approval. The OPW Blended Working Policy was agreed with the relevant Trade Union Partners and is subject to the business requirements of individual OPW business units. Blended Working is just one aspect of Flexible Working and, in addition, all other Flexible Working policies Family Friendly as applicable in the Civil Service are open to employees in the OPW.
National Shared Services Office (NSSO)
The NSSO blended working policy currently requires a minimum of 20% attendance across a calendar month, with additional attendance based on business needs. This applies to all grades and the policy is under the control of the NSSO. The NSSO has signalled an increase in onsite attendance to two days per week. This proposal is currently the subject of ongoing discussions with the unions and no final arrangements have been agreed at this stage. In addition, staff in the NSSO can also avail of flexi-time, working-sharing and shorter-working year.
State Laboratory
The State Laboratory operates a flexible working policy for all staff, giving employees at all grades the flexibility to arrive for work between 7:30am and 10am and depart work between the hours of 4pm and 7pm. There is also flexibility with respect to lunch times, but all staff must take at least 30 minutes break. This policy is implemented at the discretion of State Laboratory Management and in turn can be withdrawn under certain circumstances, should that decision be taken. There is no discrepancy in core working hours or access to flexible start and finish times based on seniority. Under the flexible working policy, eligible staff can accrue additional hours worked, which they can take as flexi leave. This is in line with central Civil Service arrangements and Circular 14/2022.
The State Laboratory also operates a blended working policy for all staff, that enables staff to avail of remote working in certain circumstances. Given that the vast majority of staff are responsible for laboratory-based duties and tasks, in many cases the greater part of an officer’s work can only be carried out in the State Laboratory building. Therefore, opportunities for staff to work remotely may arise infrequently. However, all staff can apply to avail of remote working and undergo assessment and approval. There is no discrepancy in this policy based on seniority.
Office of the Ombudsman
The Office of the Ombudsman operates its own Blended Working Policy. This policy was developed under the Civil Service Blended Working Policy Framework. Staff of the Office work a 50% remote and a minimum 50% on site pattern. All eligible employees of the Office have access to blended working arrangements regardless of seniority. Flexible working arrangements are aligned to the Civil Service model and all eligible grades have access to this.
Publicjobs
publicjobs has a Hybrid Working Policy derived from the Civil Service Blended Working Policy Framework. This policy is within the control of publicjobs and applies to all staff and is unrelated to seniority. Flexitime is available in publicjobs for all eligible staff (up to Higher Executive Officer (HEO) grade and its equivalents in the Civil Service) and staff may also avail of all other civil service flexible working arrangements (such as Shorter Working Year and Worksharing). Seniority is not a factor which is considered when approving applications for these arrangements.
Office of the Regulator of the National Lottery (ORNL)
The ORNL has a Remote and Flexible Working Policy in place for all staff and the policy does not discriminate on the basis of seniority. The policy was developed by the ORNL itself and in accordance with WRC Guidelines.
