BACKGROUND

Bank of Ireland has had an Equal Opportunities Policy and Programme of Action since 1985. An integrated strategic approach was taken to the implementation of the Policy with a dual focus

Internal - in relation to its employees and External - in relation to the market.

The objective is to ensure that the differing skills, abilities and contributions of all employees are recognised, respected and maximised ensuring the highest quality of service to customers.

A range of practical initiatives are available to support employees at all levels in balancing their work and personal commitments.

Bank of Ireland's Policy in this area is

"In pursuing our business objectives we will have due regard to each individual's need to fulfil family/personal commitments. We will seek to support and assist employees in a willing and flexible manner when their personal circumstances require it."

FLEXIBLE WORKING OPTIONS

A range of Flexible Working Options were made available to employees, by application, following a series of roundtables in 1995/6 where representative groups of staff of all levels, were asked to identify a range of options which would facilitate greater balancing of their work and personal commitments. Line Management and Human Resources held separate roundtables to identify and solve practical implementation and administration issues.

Discussions were held with the Trades Unions who welcomed the range of Flexible Working Options available.

Flexible Working was launched by providing all employees with a booklet outlining the Options available and the Application process. The launch included the establishment of a Help Line from 8 a.m. - 8 p.m. for a number of weeks. A template was provided on request to enable individuals to calculate the approximate financial impact of a number of the options.

A brief summary of the range of Flexible Working Options, which can be applied for, are detailed below.

• Job Sharing
  Job Sharing is open to all permanent employees with more than one year service and these staff have the option to revert to full-time working (with 3 months notice) on existing rank anytime after 2 years Job Sharing. Pro-rata Terms, Conditions and Benefits apply.
  
• Part-time Work
  Part-time working is available to all employees with more than one year service. Again these staff may revert (following 3 months notice) to full-time work after 2 years. Pro-rata Terms, Conditions and Benefits apply.
  
• Career Breaks
  Employees with a minimum of 2 years service may avail of a Career Break for any reasonable purpose (other than working for a competitor) which may range in length from 6 months to 3 years. If an individual wishes to apply for Part-time working on return from Career Break, this will be facilitated if at all possible. 3 months notice of intention to return to work is required.
  
• Paternity Leave
  1 week paid Paternity Leave is available to all male employees with a minimum of 1 year completed service. This leave must be taken within 4 weeks of the birth/homecoming of his child.
  
• Enhanced Parental Leave
  Employees with a minimum of 1 year completed service may avail of a total of 12 months unpaid leave, inclusive of any statutory entitlement, for each child under 8 years of age.
  
• Carer Leave
  Carer Leave enables employees with 1 year completed service to avail of up to 3 months unpaid leave to care for a relative, e.g. a partner, parent or child. In exceptional cases, leave in excess of 3 months will be facilitated.
  
• Enhanced Maternity Leave
  A total of 4 months unpaid leave (including unpaid statutory entitlement) is available in addition to the existing paid Maternity Leave. The option to return to work on a more flexible working arrangement is available.
  
• Enhanced Adoption Leave
  All employees covered by the Adoptive Leave Act 1995 with 1 year completed service may avail of up to a total of 4 months unpaid leave (including statutory entitlement) in addition to the existing paid Adoption Leave. All other adopting employees may avail of 4 months unpaid leave. The option to return to work on a flexible work arrangement is available.
  
• Emergency Annual Leave
  Permanent employees with a minimum of 1 year completed service have the option to take, without notice, in an emergency up to 5 days per annum out of their normal leave entitlement. This is in addition to any Force Majeure entitlement under the Parental Leave Act.
  

Applications

Applications are submitted, in advance where appropriate, to both the Line Manager and Human Resources. Each application will be discussed with the individual in terms of their personal needs and the Bank's business needs. Every effort is made to facilitate the employee's request.

CRECHE

A creche was opened in 1991 close to the Bank's Head Office in Baggot Street. Applications for places in the Creche are considered on a first come basis and are available to children of all Bank of Ireland employees at a very competitive market rate. Prior to opening the creche, employees in the greater Dublin Area were surveyed to provide feedback on a range of issues including, location, hours of opening etc. The creche, First Steps Ltd., is highly child focussed and parent inclusive. It can accommodate a total of 50 children and has a combination of full-time and part-time users.

SUPPORTIVE HR POLICIES

A range of other supportive HR policies are available to employees including , amongst others

• Extensive paid sick leave arrangements
• Employee Assistance Programme which is available to employees, and their families where appropriate
• Education Support through study/exam leave and a refund of fees
• Leave arrangements other than those included under Flexible Working e.g. compassionate
• Involvement of Partner/Family in a number of Sports & Social events.