When a meeting is not required

If the Force approves the request for without any further discussion, you will not need a meeting. Officers will be advised of this decision by their line manager and confirmed in writing.

Any flexible working request should be considered reasonably and fairly, taking into consideration potential benefits and adverse impacts the proposed changes will have for the officer, colleagues, and the Force.

Flexible working requests should be assessed on its own merits, assessing the officer’s own circumstances and the circumstances of the team/department/Force.

If a similar request has already been agreed for an individual within the same team this will not set a precedent or create a right for anyone else.

Multiple flexible working requests from several individuals within the same team or department, will usually be considered in the order in which they are received.

Requests may be granted full, in part or refused. The Force may propose changes to the request, including consideration of alternative roles, teams or locations.

Applications may be agreed on a permanent or temporary basis. Officers may be asked to trial the flexible arrangements before they can confirm whether they can agree to the changes.

If they reject the application, or offer to accept it on a modified basis the Force may cite one of the following reasons:

• The burden of additional costs
  · An inability to reorganise work amongst colleagues or recruit additional resource
  · A detrimental impact on quality, performance or on our ability to meet our operational
  and/or customer demands
  · Insufficient work for the period you have proposed to work; or
  · Planned structural change or reorganisation within the Force.

These designated reasons (for the Right to Request Flexible Working Regulations) do not actually apply to police officers – who do not come under these Regulations. The Force, however, still uses them as a guide.

In all cases, officers should be informed of the decision verbally and a letter confirming the decision will be sent from Shared Services within 14 days of receiving the finalised documentation.

Any refusal will be confirmed in writing, explaining which of the business reasons is/are the grounds for refusal and will also provide sufficient explanation as to why those grounds apply.

Where they are unable to accommodate the request within  your current post, alternative postings will be discussed. Line managers may contact a HR advisor for support in relation to this.