Mary Lou McDonald (Dublin Central, Sinn Fein)
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To ask the Minister for Public Expenditure and Reform if he accepts that the decision of his negotiator in the recently completed Croke Park 2 negotiations to secure the withdrawal of flexible working arrangements will impact excessively on women working within the sector; and the measures he will take to ensure women can continue to participate fully in the public sector work force. [14790/13]

Brendan Howlin (Wexford, Labour)
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Flexible Working Arrangements are not being withdrawn under the Labour Relation Commission (LRC) proposals. Work-life balance arrangements in the public service will continue to be among the best available options provided by Irish employers, particularly when considered in tandem with annual leave and other provisions. These arrangements underpin important social policy goals, in particular supporting the ongoing participation of parents and carers in the workplace.

A range of flexible working arrangements will continue to be available across the public service where they currently exist, including, flexi-time, work-sharing arrangements, the shorter working year scheme, career breaks, as well as all of the statutory entitlements such as parental leave and carer’s leave. The LRC is proposing that two of these arrangements, namely flexi-time and work-sharing, be amended as sustainable reform measures that will underpin the delivery of a more integrated, efficient and effective public service.

Flexi-time

Public service organisations that currently have flexi-time in place will continue to have flexi-time. It will be available for existing staff and new entrants up to the grade of Higher Executive Officer and equivalent. Everyone on flexi-time will continue, within certain limits, to be able to vary their arrival times, departure times and lunch breaks. A change is proposed in the amount of flexi-leave that can be taken in a flexi period. (4 weeks) – this will now be one day. This still allows somebody on flexi-time to avail of an additional 13 days flexi-leave per year in addition to their annual leave entitlement and any other flexible working arrangements that they may have. Management grades at Assistant Principal and equivalent, who currently have access to flexi-time will continue to have access to these arrangements but will not have access to flexi-leave.

Work Sharing

It is important to clarify that a worksharer is an employee who was recruited to a full time position and has opted to reduce their hours to an agreed work sharing pattern. Work sharing will still be available within the public service. The proposals include a provision that will require everyone, with notable exceptions, to work a pattern of at least 50% of the full time hours. It is important to note that only in the region of 2% of those currently work sharing in the Civil Service have a pattern of less than 50%.

In recognition of the valuable contribution made by carers to society, those in receipt of Carer’s Allowance will not be required to increase their hours above the 15 hour a week limit for payment of their allowance. In support of our commitment to achieving the public service target of a 3% employment rate for people with disabilities, those with disabilities who have reached a reasonable accommodation with their employer to work less than 50% of full time hours will continue to be able to avail of these arrangements for as long as they are required.

It is necessary to revise flexi-time and work-sharing arrangements to better reflect the current needs of public service organisations, in the context of falling numbers and changing demands for public services. As you will appreciate, the operation of these arrangements must support the business of the organisation and the provision of services to the public. The proposed changes are an attempt to balance the requirements of the business while enabling staff to balance work and personal life requirements.

The Irish public service has a proud record of promoting these arrangements and the employee profile across the service reflects the strong efforts made over the last few decades to ensure that public servants’ employment terms allow them to balance their work and home commitments.

Mary Lou McDonald (Dublin Central, Sinn Fein)
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To ask the Minister for Public Expenditure and Reform further to Parliamentary Question No. 270 of 12 March 2013 the reason, if the redeployment arrangements as set out in Section 6.1.23 of the original Croke Park Agreement 6.1.23 Staff may be redeployed to a location within a 45 km radius of their current work location or of their home address, whichever is the shorter commute will continue; the reason his negotiator sought and secured an amendment to the current arrangements which states that staff may be redeployed 45km from the existing headquarters or staff home location, whichever is nearer to the new location. [14791/13]

Brendan Howlin (Wexford, Labour)
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The guideline distance for redeployment continues to be 45km. Redeployment options may of necessity be beyond this guideline distance and in such circumstances consultation will take place in relation to the assignment on offer. The text of the draft Public Service Agreement clarifies that 45km remains the guideline distance for redeployment.