Hi, we're back with our Ask Me Anything segment where we take a work-related question that you've sent. So let's start. Today's question was sent in by Sandra. Sandra requested and submitted an application to work from home for 2.5 days under the new flexible working arrangement guidelines. Just to recap, this new policy kicked in last December and employees may submit a request.

Hi, we're back with our Ask Me Anything segment where we take a work-related question that you've sent. So let's start. Today's question was sent in by Sandra. Sandra requested and submitted an application to work from home for 2.5 days under the new flexible working arrangement guidelines. Just to recap, this new policy kicked in last December and employees may submit a request.

For flexible working arrangements, but this is still subjected to the employer's approval. Now, Sandra is asking for this because she says her husband will undergo cataract surgery soon and she needs to be home during the day to care for him while fulfilling her work duties.

For flexible working arrangements, but this is still subjected to the employer's approval. Now, Sandra is asking for this because she says her husband will undergo cataract surgery soon and she needs to be home during the day to care for him while fulfilling her work duties.

Sandra says that her request was rejected and her boss told her to apply for the 2.5 days, but this time of annual leave instead. The reason given, encourage employee to clear annual leave.

Sandra says that her request was rejected and her boss told her to apply for the 2.5 days, but this time of annual leave instead. The reason given, encourage employee to clear annual leave.

Yeah,

Yeah,

I think the challenge here that Sandra faces is really what qualifies as leave and what qualifies as flexi work. With the new FWA kicking in, I'm sure we will have a lot more of these sorts of requests because it's becoming unclear to people when should we be asking for flexible work and when should we be taking leave. So I think for me, the difference here is really from an employee perspective, the difference.

I think the challenge here that Sandra faces is really what qualifies as leave and what qualifies as flexi work. With the new FWA kicking in, I'm sure we will have a lot more of these sorts of requests because it's becoming unclear to people when should we be asking for flexible work and when should we be taking leave. So I think for me, the difference here is really from an employee perspective, the difference.

Here are 3 things. One is our attention to our work. Are we able to dedicate and devote our attention fully to our work. And also, the second thing is our availability to respond to contingencies to request on the job. And the third thing, of course, is the capacity to complete the work that we said we would do. So I think when we think about flexible work arrangements, we have to take these 3 things in mind.

Here are 3 things. One is our attention to our work. Are we able to dedicate and devote our attention fully to our work. And also, the second thing is our availability to respond to contingencies to request on the job. And the third thing, of course, is the capacity to complete the work that we said we would do. So I think when we think about flexible work arrangements, we have to take these 3 things in mind.

So that we know whether it's, are we still able to perform, to cope, to pay attention to our work while we are away, let's say in Sandra's case, away from the workplace.

So that we know whether it's, are we still able to perform, to cope, to pay attention to our work while we are away, let's say in Sandra's case, away from the workplace.

Yeah, so the three factors again just to recap, attention to work, availability to respond and capacity to complete. So these three factors need to be taken into account. Yes,

Yeah, so the three factors again just to recap, attention to work, availability to respond and capacity to complete. So these three factors need to be taken into account. Yes,

because when you are working from home

because when you are working from home

Still at work, right? So you'll definitely need to be within reach from your team, from your bosses. You need to be able to pay attention to your work and you need to generate output, right? So in her case, I'm just wondering like why the company would recommend for her to take annual leave. It could be because they might find that they are not sure whether she needs to devote more of her time and attention to caregiving,

Still at work, right? So you'll definitely need to be within reach from your team, from your bosses. You need to be able to pay attention to your work and you need to generate output, right? So in her case, I'm just wondering like why the company would recommend for her to take annual leave. It could be because they might find that they are not sure whether she needs to devote more of her time and attention to caregiving,

whether she's available to respond when they need her to.

whether she's available to respond when they need her to.

Correct. So on one hand, we can see as like they are rejecting her flexible work arrangement request, but on the other hand, they could really be just helping her to prioritize what's really important. Like if care for your husband is really important and you have to be there, then maybe it's better to devote yourself to the care, rather than try to split yourself both ways, right? But of course, for a lot of us, we feel like we can manage everything and that's why we want to do the flexible work arrangement. So if that's the case, then maybe Sandra really ought to just have a discussion with the HR to explain why.

Correct. So on one hand, we can see as like they are rejecting her flexible work arrangement request, but on the other hand, they could really be just helping her to prioritize what's really important. Like if care for your husband is really important and you have to be there, then maybe it's better to devote yourself to the care, rather than try to split yourself both ways, right? But of course, for a lot of us, we feel like we can manage everything and that's why we want to do the flexible work arrangement. So if that's the case, then maybe Sandra really ought to just have a discussion with the HR to explain why.

Like why taking leave would be overkill, or be too much for her situation and how she's still able to cope with her work capacity, to respond on time, and that her attention would not be diluted too much if she's providing care for her husband. Flexible work arrangements should not be a decision, like a judgment, right, like or it's stamped already. I think it should be more of a discussion. Both sides need to engage in conversation to explain why certain things are

Like why taking leave would be overkill, or be too much for her situation and how she's still able to cope with her work capacity, to respond on time, and that her attention would not be diluted too much if she's providing care for her husband. Flexible work arrangements should not be a decision, like a judgment, right, like or it's stamped already. I think it should be more of a discussion. Both sides need to engage in conversation to explain why certain things are

done.

done.

Yeah. So on that point, if the flexible working arrangement is rejected.

Yeah. So on that point, if the flexible working arrangement is rejected.

Sandra could perhaps also still have a conversation with her superior and to say, you know what, could I maybe take some time off? Let's say my husband has to go for a follow-up checkup, can I take some time off on this day, and then I'll come back and work another 2 hours or 3 hours. I think like you say, it's always a discussion. They might actually be open to letting you be away from the keyboard for 2 or 3 hours and then come back and pick up the

Sandra could perhaps also still have a conversation with her superior and to say, you know what, could I maybe take some time off? Let's say my husband has to go for a follow-up checkup, can I take some time off on this day, and then I'll come back and work another 2 hours or 3 hours. I think like you say, it's always a discussion. They might actually be open to letting you be away from the keyboard for 2 or 3 hours and then come back and pick up the

work.

work.

So the guideline is there, but we need to learn how to communicate and converse properly. Employees really need to know.

So the guideline is there, but we need to learn how to communicate and converse properly. Employees really need to know.

How to put up a case and to explain how they can still be productive. At the same time, employers also need to start to realize that, hey, I'm not able to get 100% of an employee, right? Even if today someone goes to work sitting in front of the computer at the workplace, you may not be getting 100% attention from that person, right? So the employees also on the other hand, need to know that, OK, what's the bare minimum that I'm willing to accept, to say that if today you're out of sight, I still know that you're performing even though your attention might be divided. Yeah. So this is something that I think we will need to.

How to put up a case and to explain how they can still be productive. At the same time, employers also need to start to realize that, hey, I'm not able to get 100% of an employee, right? Even if today someone goes to work sitting in front of the computer at the workplace, you may not be getting 100% attention from that person, right? So the employees also on the other hand, need to know that, OK, what's the bare minimum that I'm willing to accept, to say that if today you're out of sight, I still know that you're performing even though your attention might be divided. Yeah. So this is something that I think we will need to.

Figure it out along the way,

Figure it out along the way,

right? There's going to be a lot of teething issues, I think surrounding the new flexible working arrangement guidelines and we're working on a longer podcast so that we can discuss this in greater detail. But Sandra, thank you for your question and we really hope that your husband will recover very, very soon. If like Sandra, you have a work-related question, do write to us. We are at CNA podcasts at Mediacorp.com.sg. You can also find us on Spotify, Apple Podcasts and YouTube.

right? There's going to be a lot of teething issues, I think surrounding the new flexible working arrangement guidelines and we're working on a longer podcast so that we can discuss this in greater detail. But Sandra, thank you for your question and we really hope that your husband will recover very, very soon. If like Sandra, you have a work-related question, do write to us. We are at CNA podcasts at Mediacorp.com.sg. You can also find us on Spotify, Apple Podcasts and YouTube.

The team behind the Work It podcast is Christina Robert, Joann Chan, Juani Johari and Saye Win. Sound mixing is by Carrie Lim, video by Reza Rahman and Hanida Amin. I'm Gerald and I'm Tiffany. Here's wishing you a good work week ahead.

The team behind the Work It podcast is Christina Robert, Joann Chan, Juani Johari and Saye Win. Sound mixing is by Carrie Lim, video by Reza Rahman and Hanida Amin. I'm Gerald and I'm Tiffany. Here's wishing you a good work week ahead.