With The Hybrid Working Policy implementation set for September, colleagues may have some reservations about what implementation means for them.

That ‘3 day’ Rule

UCU was disappointed that a proposal to include an appeal mechanism was not included as we believe that there is potential for the policy to be weaponized by line managers with personally held views that do not wholly accord with the spirit of the policy, namely that individual and group circumstances should play into decisions on how and where people are expected to carry out their duties.

Less enlightened managers may well quote ‘business need’ as justification when in fact the real reason is their own obsession with presenteeism as a proxy for effective line management.

Reasonable Adjustment Plans

UCU was pleased that there was a commitment in the HWP to respect RAP’s when considering the needs of individuals when looking at the application of HWP in practice.

Nevertheless, we are already hearing stories of line managers seeking to challenge RAP’s and referring holders back to occupational health for assessment EVEN IF there has been no improvement in their condition.

Again, this suggests that there are rogue line managers who fail to see the need to adhere to the spirit and intent of HWP, when in fact it is their duty to manage the team, giving due respect to the OH needs of members of that team, and facilitating necessary adjustments.

Making an Appeal

Whilst it is disappointing that no appeal process was accommodated in the policy, employees can utilise existing grievance procedures to challenge line managers.

UCU members have the advantage of assistance when preparing to lodge a grievance, and representation in meetings throughout the process.

Where there is evidence of wider abuse, UCU can organise to challenge that abuse through collective grievance and bargaining.

Even if you do not think it now, you or your colleagues may be glad of that support, so join UCU now rather than waiting to see what happens.