{"id":2714,"date":"2015-08-15T16:47:00","date_gmt":"2015-08-15T16:47:00","guid":{"rendered":"http:\/\/www.certifikatdpp.si\/?page_id=2714"},"modified":"2025-12-11T10:15:26","modified_gmt":"2025-12-11T09:15:26","slug":"katalog-ukrepov","status":"publish","type":"page","link":"https:\/\/www.certifikatdpp.si\/en\/o-certifikatu\/katalog-ukrepov\/","title":{"rendered":"Catalogue of measures"},"content":{"rendered":"
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The catalogue of measures to facilitate the reconciliation of work and family life comprises 85 measures, divided into eight areas<\/strong> of action. Below are some examples of actions<\/strong> in each area.<\/p>\n\n\n\n
\"organizacija-dela\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

In the area of working hours, measures to make working hours more flexible, in particular arrival\/departure times<\/strong>, as well as additional days of leave<\/strong> or absence from work. There are also some measures in this area with reduced working hours<\/strong>, whether due to childcare or other family commitments. This includes measures to organise substitutes and on-call time<\/strong>, annual leave planning<\/strong> and flexible work breaks<\/strong>. The most popular measure in this area is the child time bonus<\/strong>, which provides extra time off or additional leave for parents on the first day of school or on information day or at the start of kindergarten.<\/p>\n\n\n\n
\"organizacija-dela\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Work organisation is about the organisational aspects of work processes, which are adapted to help employees balance work and private life. It is about setting the rules in the work process itself and in teamwork. Measures in this area are generally not financially demanding, but require a certain amount of organisational effort and strong internal communication. Companies often choose to set up a work-life balance team<\/strong>as part of this set of measures, whose primary task is to gather, discuss and implement new and better working methods aimed at reconciling work and family life. Substitution systems<\/strong>, business travel<\/strong> and the organisation of teamwork<\/strong> also fall under this category.<\/p>\n\n\n\n
\"delovno-mesto\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

This category is about the so-called spatial flexibility of the workplace, i.e. working remotely\/from home<\/strong>. These measures are specific and highly dependent on the work process. Some jobs do not care where the employee works, while others require a presence in the company or in the field. These measures also require a considerable degree of mutual trust. Complying with all the requirements of homeworking legislation makes it an organisationally demanding measure.<\/p>\n\n\n\n
\"informiranje\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The policy on information and communication is very important in the certification scheme, as demonstrated by the three mandatory measures that come under this area, namely Communication with employees<\/strong>, Communication with the public<\/strong> and Employee surveys on reconciling family and work<\/strong>. In addition to communication with employees, this area also includes measures for integrating long-term absentees<\/strong> v redno komunikacijo podjetja. Med najbolj priljubljenimi ukrepi je introduction of a special representative<\/strong> for work-family balance issues, acting as a contact point for all work-life balance issues and representing the interests of employees with family commitments vis-\u00e0-vis the company. Organisation of various events aimed at informal socialising among employees<\/strong>, is also an important and very popular part of this field.<\/p>\n\n\n\n
\"Vodstvo\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The area of leadership is one of the most important in the certification process, as it is important for the successful implementation of family-friendly policies that the management supports the measures and leads by example. There is also one mandatory measure in this area, namely Training for managers on reconciling work and family life<\/strong>. Other measures touch on the management's social skills<\/strong> and evaluation of managers<\/strong> in the context of work-life balance.<\/p>\n\n\n\n
\"razvoj-kadrov\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

While human resources development does not directly address work-life balance at first sight, it is an extremely important area that helps a company plan its HR strategy, plan the career development of key employees and ensure employee engagement. A popular measure in this area is reintegration after a long absence<\/strong>. Measures in this area are also aimed at promoting different social groups (women, youth, minorities, etc.), and include, among others, Individual career development plans<\/strong>the inclusion of work-life balance in annual interviews, and Corporate volunteering<\/strong>.<\/p>\n\n\n\n
\"struktura-placila\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

In the area of Pay Structure and Rewards for Achievements, a set of measures with financial implications, such as newborn baby gifts<\/strong>, offer for leisure activities<\/strong> (the company organises activities that both employees and their family members can participate in), Scholarships for employees' children<\/strong>... Another important and increasingly popular measure in this area is Psychological counselling and support,<\/strong> where the company offers anonymous psychological support to employees for a wide range of problems related to both work and private life.<\/p>\n\n\n\n
\"za-druzine\"<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Services for Families includes measures directly targeted at employees that have children, ranging from various forms of daycare<\/strong>, which may be organised by the company, organised holiday childcare<\/strong>, to the fact that employees can, for short periods in specific situations, bring their children to work<\/strong>.<\/p>\n

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The full official catalogue of measures is only available to companies\/organisations that apply for certification. This is because we want to ensure a professional and optimal selection of measures that are suitable for each company or organisation. This, in our view, is only possible through the consultancy process that takes place in the context of certification.<\/p>\n

Informacijo o vrsti ukrepov in njihovi implementaciji lahko vsi zainteresirani vedno dobijo pri izvajalcu certificiranja.<\/p>\n

Information on the actions taken so far by the Basic Certificate winners is available on their websites or will be available shortly in their presentations in the section List of Certificate Holders<\/a>.<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":0,"parent":1797,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-2714","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/pages\/2714","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/comments?post=2714"}],"version-history":[{"count":6,"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/pages\/2714\/revisions"}],"predecessor-version":[{"id":7608,"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/pages\/2714\/revisions\/7608"}],"up":[{"embeddable":true,"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/pages\/1797"}],"wp:attachment":[{"href":"https:\/\/www.certifikatdpp.si\/en\/wp-json\/wp\/v2\/media?parent=2714"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}