• Workforce needs for specific flexible work options and the range of options that can be negotiated based on the caregiving responsibilities of workers.
• Current flexible work options offered by employer and potential to build on existing benefits. For e.g. does the employer offer flexible work arrangements to management level employees that could be extended to members of the bargaining unit?
• Is flexibility negotiated for the entire bargaining unit, for specific work divisions or for individual workers?
• Is flexibility a guaranteed worker right or is it discretionary? If discretionary, is the decision made by the employer alone or jointly by the worker and the employer?
• Eligibility criteria for flexible or alternative schedules.
• Limits and greater worker control for making flexible work arrangements. For e.g. restrictions on the frequency of shift rotations or the number of weekends a worker may be required to work in a month or limits on overtime.
• Impact of flexible work arrangements on workers’ compensation, benefits and seniority. For e.g. do workers get premium pay for working nights, weekends or holidays? Do part-time workers get full benefits or pro-rated benefits?
• For low-income workers, are there a guaranteed minimum number of work hours per week? 
• Do workers get advance notice of any changes in their schedule or work hours?
• Are allowances made for hardship situations and emergencies? For e.g. inability to secure child care on short notice or during certain work hours.

Download the complete list of General Considerations on Bargaining for Work Family Benefits .