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The Singapore Law Gazette talks to a Law Society member, Mdm Ellen Lee, who has been a Family Life Ambassador ('FLA') for several years. Ellen shares how she has worked family wellness into her law practice, how she has nurtured the well-being of her employees and how these efforts have paid off for her firm as well as for her staff.
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What prompted you to sign up to be a Family Life Ambassador?
I was appointed a member of the Ministry of Community Development and Sports
('MCDS') Committee of the Family from 1999 to 2001. The FLA Programme was one of
the proposals to enhance family life at the workplace. The Committee felt that
employers must be encouraged to be pro-family, given the long hours that
employees and employers spend at work. So, I put my heart where my mouth was (or
is it the other way round?) and was amongst the first to sign up to be a FLA.
What sort of programmes/activities do you organise for your staff?
Even before the Programme was launched, staff welfare was already a priority
in my business. When I set up my own firm in October 1984, I started off with a
five-day week so that my secretary and I could spend Saturdays with our
families. I also implemented a compulsory annual vacation stretching from
Christmas Eve till 2 January for staff to take a holiday with their families.
This is over and above their annual leave entitlement. Effectively, they work
shorter hours each week and I do not encourage overtime unless necessary and,
fortunately, the occasions when staff have to stay back to work on my account
are extremely few and far between. We celebrate each other's birthdays,
secretaries' week and have a company lunch once every few months. We know each
other's family members intimately and share the joy and occasional sadness that
occur in one another's lives. When my secretary, Sharon, has child care
problems, she brings her daughter to work. I also have flexible working hours
for staff with urgent family commitments, such as coming in to work later if
they have to bring a family member to the doctor and making up for it by working
an hour more. Staff are encouraged to upgrade their skills through courses
sponsored by the firm. Through this, they take pride in their work and feel more
knowledgeable than their peers even though they are working in a small,
sole-proprietor firm.
How effective have these programmes/activities been?
My staff have been with me for a long time and low staff turnover is
something that I am proud of. Perhaps it's not so much a question of whether the
programmes are effective as compared to them knowing that their welfare is
something I care for and take very seriously.
Does it take a lot of time and effort to make the programmes work?
No, because the structures and programmes have already been in place for the
past 18 years and have become my office culture, so to speak. The FLA Programme
only highlights the existence of these welfare programmes.
What is required of an employer to institute such programmes?
Patience, understanding, compassion, sincerity and love. Constant review of
the packages already in place and a determination not to sacrifice staff welfare
for pecuniary rewards.
What advice would you give to other law firms that are interested in
becoming a FLA?
Have a welfare programme that suits your firm's culture and needs. Find out
what your staff's needs are because no two firms are alike. It's also a matter
of chemistry with staff and your sincerity will shine through if you're really
concerned and caring. Joining the FLA Programme is an outward manifestation of
the firm's commitment to enhancing the quality of staff and the firm's services.
A firm that keeps changing indicates that the work culture needs serious
scrutiny. Our practice is very busy and any disruption to staff performance is
detrimental to our reputation and quality of service.
What benefits or satisfaction do you, as an employer, gain from being an
ambassador?
The admiration of employees from other organisations, the knowledge that my
staff are happy working for me means that they will take pride in what they do
to reciprocate my kindness and knowing too, that they enjoy their work. The
praises from clients are also an indication of the high level of service my
staff are capable of giving.
The Singapore Law Gazette also spoke to several of Ellen's staff who gave glowing testimonies of the firm's welfare programme and how it has helped them and their family life.
Said Molly, who's been with the firm for 18 years, 'I enjoy the flexibility the most. For example, I have three children and when they were younger, I used to bring them to the office with me whenever there was no one to look after them and my boss never minded. In this way, I was able to do my work, and keep an eye on them and that gave me peace of mind'.
Linda, who's been working there for nine years says she enjoys the five-day week best and the fact that staff are allowed to come in to work later if they have errands to run. 'Our boss also trusts us to carry out our work and does not interfere unnecessarily. This helps us to build our independence and confidence in our work.'
So there you have it. Happy employees. A satisfied boss. A win-win situation. All it takes is a heartfelt commitment to care for the welfare of your employees, first by acknowledging the importance of a happy and balanced family life that will be translated into a productive work life. If you are keen to be a Family Life Ambassador, or would like to know more about the Programme, send an e-mail to KOH_Woon_Siok@MCDS.gov.sg or log on to their website at: www.aboutfamilylife.org.sg.
