Affirmative Actions taken by Government Organizations to make Work Life Balance : A Comparison of Nepal Government and World Trends.

1. Affirmative actions
taken by government
organizations to make
work life balance
Prepared by:
Lalita Shrestha
Human Resource Management (HRM)

2. -Gender (distinct perception of role identity)
-Time spent at work (inflexibility shifting in work
requirements, overtime or evening work duties)
-Family characteristics (single employer, married employees,
parent employers and dual–earning parents)
-Stress
-The balance that an individual needs between time allocated for and
other aspects of life.
-The work life balance is recent in origin, as it was first used in UK and
US in the late 1970’s and 1980’s respectively.
-Stress
-The balance that an individual needs between time allocated for and
other aspects of life.
-The work life balance is recent in origin, as it was first used in UK and
US in the late 1970’s and 1980’s respectively.
-Stress
-The balance that an individual needs between time allocated for work
and other aspects of life.
-The work life balance is recent in origin, as it was first used in UK and
US in the late 1970’s and 1980’s respectively.
-Stress
Work life
balance
Causes
Consequence
s
Work life
balance
Causes
Consequence
s
Work life
balance
Causes
Consequence
s

3. Types of
measur
es
Establishing
workable routine
Coping with
major family
events
Coping with
emergencies
Leave
Policies
 Annual leave
 Sick leave that can be used
for family emergencies
 Emergency/ compassionate
leave
 Parental leave days
 Leave for health risks
during pregnancy or
breastfeeding
 Maternity, paternity and
parental leave
 Extra leave for multiple
births, complications or
maternal death
 Adoption leave
 Long care leave
 At least three working week’s
annual leave as per the ILO
Holidays with Pay
(Revised),1970 (No.132)
 AbilityConvention to choose
when to take leave.
Social
security
benefits
 Maternity, paternity,
parental, child or other
benefits
 Parental, childbirth and
postnatal health care
 Tax breaks
 Infant health care
 Benefits during short-term
leave
Measures that facilitate reconciliation of work–family responsibilities

4.  Flexi time andor
teleworking
 Ability to reduce hours
temporarily
 Time off for pre-and
postnatal care
 Paid breast feeding breaks
 Assess to affordable,
appropriate care service for
dependents
 Home help and home care
services
 Before/after- school programs
Types of
measur
es
Establishing
workable routine
Coping with
major family
events
Coping with
emergencies
Working
time and
organizatio
n
 Flexi time or time banking
scheme (workers have
some control over hours)
 Occasional teleworking
 Reduction in working hours and
overtime
 Work schedule and
predictability (e.g. overtime,
shift work)
 Part-time with pro-rata
entitlements as per the ILO
Part-TimeWork Convention,
1994 (No. 175)
 Flexi time
Care
services
 Breastfeeding facilities at
workplace
 Emergency care access
 Ability to bring child to
work in an emergency
 Ability to use workplace
phone

5. GON has framed the labour rules 2075 (2018) (“Labour rules”) by exercising the power
conferred to it under Section 184 of the labour Act, 2074 (2017)
Work hours
Flexibility to fix work
hours-provides flexibility to employer to
determine the work hours .
-the employer can determine the work
hours on the basis of the nature of the
work of the entity
Special provisions relating to the
employees performing intellectual
work-employers should arrange suitable environment in
workplace
(to prevent fatigue or tiredness of the employees
continuously working on computers for along time or
employees engaged in mental or intellectual work )
Payments and salary
deduction-the labour rules specifically require the
Employer to pay the salary to the
employee for weekly off
Contd
Benefits payable to the employees in
the case of transfer
-transportation fare
-amount equivalent to one month’s remuneration for
accommodation
-daily and travel allowance to the employees &
his/her dependents as provided in the service rules
-outstation allowance

6. Other health and safety
measures
Arrangements Details Remarks
Child care centers Triggers where 50 or female
employees are engaged at
work
Can be arranged by individual employer or in the
association with other employees
Public holiday and weekly off of
domestic workers
-domestic workers are entitled to 12 day paid
public holiday and 1 day paid weekly off every
week
-replacing holiday within 21 days or overtime
payment for such work
Contd
…
Additional rest period for certain
employees-the employer should provide half an hour
additional time for employees who has below 3
years for breast feeding and who is pregnant

7. The Nepalese government has increased paid
maternity leave from 45 days to 60 days for
government jobs. Mothers can also extend
maternity leave up to 90 days.
Actions
undertaken
by
Governmen
t
0
1
0
2
Since 2007, fathers also receive 15 days of
paternity leave, and the government allots 5,000
rupees ($56) per family for postpartum care.

8. Actions
undertaken
by
Governmen
t
03
0
4
The Ministry of Education has implemented
school-based and community-based Early
childhood Education and Development Program,
where mostly children above three years are
enrolled.
The Kathmandu Post,
1-1-2016
.
The government established a child care center
in 2001 inside Singa Durbar with financial
support from the Ministry ofWomen, Children
and SocialWelfare, the center was started by
the initiative of the Civil ServantsWives
Association, a group of wives of government
officials.From Usha KC’s article on blog of GPJ Accurate,
September 10,2012.