IIENSTITU

Work-Life Balance

Legal Document
Up to Date
Official

IIENSTITU Work–Life Balance & Flexible Work Policy (WLBP)

1) Purpose

This policy sets out IIENSTITU’s commitment to an inclusive, flexible, and healthy work environment that protects employees’ work–life balance, wellbeing, and sustainable performance.

2) Scope

Applies to all full/part-time employees, contractors, and interns across on-site, hybrid, and remote arrangements. It defines rules, processes, and expectations for HR, managers, and employees.

3) Definitions

  • Flexible Work: Adjusting working hours and/or location according to role and business needs.

  • Remote/Hybrid Work: Fully remote or a mix of office and remote days.

  • Job Sharing: Two employees share the responsibilities of one position.

  • Compressed Workweek: Standard weekly hours distributed over fewer days.

  • Core Hours: A daily window for shared collaboration (e.g., several hours).

  • Right to Disconnect: No expectation of responsiveness outside working hours.

4) Principles & Values

  • Flexibility & Trust: Outcome-oriented work, autonomy, and adult-to-adult trust.

  • Wellbeing: Promote physical, mental, and social health.

  • Equity & Inclusion: Reasonable accommodations for caregivers, employees with disabilities, and diverse life situations.

  • Open Communication: Clear expectations, regular feedback, and respectful dialogue.

  • Security & Continuity: Maintain client/data security and business continuity while enabling flexibility.

A) Program Components

A.1 Flexible Work Arrangements

  • Flexible hours, job sharing, compressed weeks, and shift flexibility are offered where role-appropriate.

  • Requests and approvals follow a transparent process; decisions balance role requirements and team continuity.

A.2 Remote/Hybrid Work Principles

  • Teams define core hours; remaining time is managed flexibly, focused on outcomes.

  • Provide ergonomics/equipment support where feasible; information-security guidelines are mandatory.

  • Meetings are agenda-driven, time-boxed, and recorded/summarized; unnecessary meetings are minimized.

A.3 Leave & Rest

  • Use of annual, personal, and sick leave is actively encouraged; an annual minimum leave usage target may be set.

  • Employees are encouraged to be fully offline during leave; handovers are planned in advance.

A.4 Health & Wellbeing

  • Midday yoga/fitness, breathing sessions, and wellbeing workshops are offered.

  • The Wellbeing Program promotes physical and mental health; confidential counseling/EAP referrals available where applicable.

A.5 Connection & Team Culture

  • Inclusive annual company retreat, periodic team days, social events (with alcohol-free options), and off-site gatherings.

  • Participation is voluntary; no mandatory social attendance.

B) Roles & Responsibilities

  • Leadership: Sponsor the policy, allocate resources, model behaviors.

  • HR / People Ops: Design processes, deliver training, track metrics, report, and manage appeals/concerns.

  • Managers: Balance team coverage, set core hours, evaluate flexible-work requests fairly.

  • Employees: Plan work transparently, communicate proactively, follow leave and flexibility procedures.

  • InfoSec / IT: Enforce security and access requirements in remote/hybrid contexts.

C) Processes

C.1 Flexible Work Requests

  • Employees submit a written request (rationale, proposed pattern, duration).

  • Manager and HR respond within 10 business days; approvals/declines (with alternatives) are provided in writing.

  • No retaliation for making a good-faith request.

C.2 Leave Planning

  • Enter standard leave requests at least 2 weeks in advance where possible; ensure coverage plans.

  • Fast-track approvals for emergencies.

C.3 Meeting & Communication Norms

  • Meetings must have purpose, agenda, and outcomes; “meeting-free blocks” are encouraged.

  • For messages outside working hours, use status/auto-replies to clarify no response expectation (right to disconnect).

C.4 Workload & Prioritization

  • Reprioritize when overload signals appear; overtime is exceptional, recorded, and mitigated.

  • Project plans should reflect flexibility principles.

D) Equity, Accessibility & Protection

  • Provide reasonable accommodations (parenting, caregiving, disability, etc.).

  • Prohibit retaliation or adverse action tied to flexibility or leave use.

  • Protect personal and health data under confidentiality principles.

E) Measurement, Monitoring & Improvement

E.1 Key Indicators (KPIs)

  • Leave utilization, overtime hours, burnout risk signals, absenteeism/attrition, eNPS/engagement, and meeting load.

E.2 Monitoring & Reporting

  • HR reviews KPIs quarterly and reports to leadership; findings drive improvements.

  • Anonymous surveys and open-door channels remain available continuously.

F) Recognition & External Communications

  • Any external claims (awards/press) about the program must be verified and documented prior to publication.

  • Public communications must be accurate and supportable.

G) Effective Date, Review & Contact

  • Review Cycle: At least annual; interim updates for material changes.

  • Contact: HR / People Ops via official channels for requests, questions, or feedback.

Policy Summary

IIENSTITU sustains work–life balance through flexible arrangements, a pro-leave culture, wellbeing programs, open communication, and team connection practices. Our aim is a healthy, high-performance experience where employees succeed without sacrificing personal life. This policy strengthens morale and productivity and embeds a valued, inclusive culture across the organization.

Work-Life Balance Commitment | IIENSTITU