1. Promoted by: DP ADAPTALMANZORA Cofinanced by: European Social Fund P ROJECT

2. WORK-LIFE BALANCE IN THE COMPANIES TELEWORK AS A MEASURE TO PROMOTE A BETTER WORK- LIFE BALANCE

3. INTRODUCTION From a wide point of view, conciliation refers to: The possibility of people to make compatible their interests, duties and needs from a whole view of their life. The right of people to develop themselves in the different public and private sectors without a trade-off in their quality of life. The possibility of having their own time Harmonization of times (working, personal and familiar lives) > Introduction

4. Work-life balance is not an exclusive question for women: The access of women to labour market means that their couples are having a more active role in the care of children and elderly relatives. The number of monoparental families is growing up, a group with special difficulties to conciliate work and family life. And even people without familiar responsibilities are concerned with work-life balance, since they appreciate greatly their free time. INTRODUCTION > Introduction

5. The total time spent in the work place is not directly related to the competence and productivity of workers. Spain is one of the European countries in which employees leave the workplace later, however, it is one of the latest on productivity INTRODUCTION > Introduction

6. Work-life balance must be tackled from a whole perspective: Political Business Individual > Introduction INTRODUCTION

7. Work-life balance must be tackled from a whole perspective: Political Business Individual > Introduction INTRODUCTION

8. BENEFITS For the employer: Increased motivation, commitment and loyalty of their employees. Decreased stress levels of their employees. Increased saves as consequence of the low labour rotation and low absenteeism of employees. Recruitment and retention of the best qualified workforce. Recovery of the cost of the recruitment and training of employees. Increased reputation of the employer (improvement of their public image to customers and potential customers). Increased productivity and competitivity of the Company > Benefits-> For the employer

9. For the employee: Increased self-esteem and motivation. Decreased stress and mental and physical diseases as a result of the high levels of stress. Decreased sensation of guilty for not seeing their children. Higher satisfaction levels for their labour, personal and family life conciliation. > Benefits-> For the employee BENEFITS

10. For the community: Increased rates of birth. Reduction in divorces. Improved care of children and dependent elderly people. Improved labour stability and promotion of women. Decreased medical care expenses for national health system (stress, depression, anxiety, physical diseases as a result of stress) Increased competitivity of companies Qualitative improvement of the business sector. > Benefits-> For the community BENEFITS

11. GOOD PRACTICES 1.Supporting services to employees 2.Extra-salary benefits 3.Labour flexibility > Good practices

12. 1.Supporting services to employees 1.1. Care of children and elderly relatives 1.2. Work adaptations 1.3. Personal support 1.4. Professional support > Good practices -> Support Services to Employees GOOD PRACTICES

13. 1.Supporting services to employees 1.1. Care of children and elderly relatives Information about nurseries and assistance centres for elderly people. Agreements with nurseries and assistance centres near the work-place. Reserved vacancies at nurseries, schools and assistance centres near the work-place. Nurseries inside the company. > Good practices -> Support Services to Employees GOOD PRACTICES

14. 1.Supporting services to employees 1.2. Work adaptations Work rotation: Jobrotation Model (Tic@l Project’s action) > Good practices -> Support Services to Employees GOOD PRACTICES

15. 1.Supporting services to employees 1.3. Personal support Short-time voluntary courses about topics such as: -Role as parents and children education -Time management -Stress management > Good practices -> Support Services to Employees GOOD PRACTICES

16. 1.Supporting services to employees 1.4. Professional support Financial/tax support Career support > Good practices -> Support Services to Employees GOOD PRACTICES

17. 1.Supporting services to employees 2.Extra-salary benefits 3.Labour flexibility > Good practices GOOD PRACTICES

18. 1.Extra-salary benefits Retirement schemes Medical insurance (couple, children, whole) Leisure activities > Good practices -> Extra-salary Benefits GOOD PRACTICES

19. 1.Supporting services to employees 2.Extra-salary benefits 3.Labour flexibility > Good practices -> Labour Flexibility GOOD PRACTICES

20. 3. Labour flexibility 3.1. Leaves 3.2. Time flexibility 3.3. Time and space flexibility GOOD PRACTICES > Good practices -> Labour Flexibility

21. 3. Labour flexibility 3.1. Leaves Maternity or paternity leave longer than the provided by law Feeding breaks longer than the provided by law Leave to care disabled or sick children or parents Banks of time GOOD PRACTICES > Good practices -> Labour Flexibility

22. 3. Labour flexibility 3.2. Time flexibility Flexi-time Part-time work Shared jobs Annual hours GOOD PRACTICES > Good practices -> Labour Flexibility

23. 3. Labour flexibility 3.3. Time and space flexibility Teleworking GOOD PRACTICES > Good practices -> Labour Flexibility