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FLEXIBLE WORK ARRANGEMENTS POLICY

For salaried positions paid on the bi-weekly basis



Table of Contents
1.0 Policy Statement
2.0 Purpose
3.0 Scope
4.0 Types of Flexible Work Arrangements
4.1 Flextime
4.2 Flexplace
4.3 Other
5.0 Roles & Responsibilities
5.1 Manager
5.2 Employee
5.3 Human Resources
6.0 Rules
7.0 Other References
8.0 Appendix 1 FWA Forms
Flexible Work Arrangement Agreement FLEX TIME
Flexible Work Arrangement Agreement FLEX PLACE
Flexible Work Arrangement Agreement OTHER ARRANGEMENTS
Manager Instructions and Discussion Guide
9.0 Appendix 2 FWA Managers and Employee Assessment Tools
FWA Assessment Survey
FWA Discussion Worksheet

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FLEXIBLE WORK ARRANGEMENTS POLICY
For salaried positions paid on the bi-weekly basis


1.0 Policy Statement
PepsiCo Canada promises to foster a workplace culture which recognizes the value of work and
personal goals. This is accomplished by acknowledging individuals needs and supporting
personal objective setting, encouraging individual ownership of work and life goals and making
tools and processes readily available to enable employee flexibility both professionally and
personally.
It is PepsiCo Canadas desire to meet its employees needs and desires in this area. This is
balanced with PepsiCo Canadas primary business needs, objectives, and efficiencies of
operation that must take precedence if necessary.
All flexible work arrangements must be approved by the department manager, function head
and Human Resources.

2.0 Purpose
Flexible Work Arrangements (FWA) give employees the opportunity to work with their
supervisor in developing a regular standard work schedule that best fits both the employees
and the Company needs. Employees should be aware that FWA are not an entitlement and
some arrangements may not be appropriate for certain positions. This means that there may
sometimes be a business reason for not granting an employee request for a FWA. Function
and department management will provide the maximum levels of flexibility possible within their
work groups without sacrificing the attainment of their goals and objectives, including the
servicing of internal and external customers.
Employees and supervisors should be aware that certain arrangements may affect benefits as
well as compensation. When determining whether a FWA is feasible both the employee and the
supervisor must review how benefits and compensation will be affected.

3.0 Scope:
FWA can be considered for all permanent/active exempt and non-exempt salaried
employees, on pay for performance and paid on a bi-weekly basis. The FWA does not apply to
permanent inactive employees, for this group of employees please refer to the applicable leave
of absence.
FWA are not suitable for all positions, as the particular business requirements of the
position must be taken into consideration. For example: shift work positions and front line
resources may be excluded from participating in FWA.
This policy pertains to permanent FWA (greater than 30 days). Temporary FWA (less than 30
days) can be handled via discussion between the employee and manager, but should be
documented (i.e.: e-mail, memo) once an agreement has been reached.





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FLEXIBLE WORK ARRANGEMENTS POLICY
For salaried positions paid on the bi-weekly basis


4.0 Types of Flexible Work Arrangements
There are two (2) basic options for FWA which are available to employees.

4.1 Flextime
Flextime allows employees to work a standard hour work week, with assigned core hours and
flexible start and finish times, within limits established by management.
Guidelines
All employees will be required to be present during the Core Hours of:
9:30 a.m. to 3:00 p.m. from Monday to Thursday
9:30 a.m to 12:00 p.m. Fridays
Field Sites (i.e. Manufacturing Plants, Distribution Centres, Area Offices) may set different core
hours as per business needs.
Alternative schedules can be agreed to at the managers discretion. Most flex arrangements
should be a set regular schedule. Should an employee need to make adjustments temporarily
i.e. 30 days or less- a request may be made and will be considered (e.i.: an employee with a
current schedule of 8:30 a.m. to 5:00 p.m. can flex their start time to 7:00 a.m. and finish time to
3:30 p.m. for a week to accommodate a temporary childcare issue).
From time to time employees in flextime arrangements may be required to adjust their schedule
to accommodate the needs of the business. The Company reserves the right to require a return
to traditional work hours. Flextime arrangements do not impact the total number of hours
worked by an employee, and should have no impact on compensation or benefits eligibility.

4.2 Flexplace
Flexplace occurs when an employee works off-site, either at home or in satellite offices, for part
of the week. Flexplace is particularly useful when the nature of the work requires the
employees presence at the office for only brief periods, when the employee regularly commutes
between two or more work areas, or in situations involving special customer contact
requirements.
Guidelines
This may include one or two days off-site.

4.3 Other
Other FWA outside of these categories should be handled as an exception through HR and may
require approval from function head and VP HR.




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FLEXIBLE WORK ARRANGEMENTS POLICY
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5.0 Roles and Responsibilities
Both managers and employees have important roles to play in the establishment of a FWA.

5.1 Role of Manager
When evaluating the request for FWA, managers should take into account the needs of the
team, the type of work being performed, individual performance and the needs of internal and
external customers. Managers are responsible for confirming the arrangement in writing to the
employee (via copy of work arrangement agreement).
Manager responsibilities include:
Provide support and guidance to employees who wish to propose a FWA;
Help employees decide what kind of FWA would best suit their needs, and those of their
customers or client groups;
Discuss with the employee any way in which the position will change, (managers
expectations, the new work schedule, implication for co-workers and customers, and the
need for flexibility);
Discuss the impact on benefits and compensation (if applicable)
Decide if a trial period is necessary;
Partner with Human Resources and Function Head to evaluate and approve or decline FWA
proposals;
In determining whether or not to approve, manager should consider:
a. Their departments work requirements
b. Fully consider each criteria outlined on the FWA discussion work sheet
Administer FWA(s) within their work groups;
Monitor, assess and support the arrangements to ensure they continue to meet the needs of
customers, employees and PepsiCo Canada.
Where possible, most meetings should be scheduled during Core Hours. When this is not
possible and meetings either begin or are expected to extend beyond Core Hours, meeting
participants will be expected to adjust their personal schedules accordingly in order to attend
the meeting. In these cases, meeting participants should receive as much advance notice
as possible; and
Ensure the Employment Standard Act or code requirements relating are adhered to.

5.2 Role of Employee
Employees interested in a long-term (greater than 30 days) adjustment to their work schedule
should discuss with their manager. The FWA Assessment Worksheet attached to this policy
may be used to guide this discussion


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FLEXIBLE WORK ARRANGEMENTS POLICY
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Employees responsibilities include:
Develop their business case for the arrangement (i.e.: FWA Discussion Worksheet);
Present a proposal to their manager (i.e.: Discussion Worksheet and drafted FWA
Agreement);
Work closely with their manager and colleagues to ensure the duties under the revised
schedules are fulfilled;
Upon approval, work with supervisor to ensure scheduling is implemented in a mutually
satisfying manner;
Keep supervisor informed of all schedule changes;
Discuss the change with clients along with any changes in procedures to ensure continued
good service.

5.3 Role of Human Resources (HR)
HR will partner with manager to review and approve or decline all FWA requests. HR will also
collect all approved and declined FWA Agreement forms for employee file.
Human Resources responsibilities include:
Consult with employee and/or manager on FWA options;
Provide information on existing arrangements that could be used to help design a FWA;
Review and approve FWA;
Process necessary payroll paperwork reflecting the change (if applicable).

6.0 Rules
Available for permanent active salaried employees paid on a bi-weekly basis;
All FWA will be assessed on a case-by-case basis;
All requests need to be proposed through a FWA Discussion Worksheet and drafted
Agreement form to the manager and human resources;
All requests will be assessed and taking into consideration the business, function and
individual needs;
All work schedules must be aligned with business partners and internal customers;
Employees on a FWA must demonstrate flexibility for business priorities (i.e.: if an employee
works a FWA and is off on Wednesday, but there is a critical meeting they need to attend on
a specific Wednesday, the employee will be ask to flex their days that week);
PepsiCo Canada has the right to modify or terminate the FWA at any time, allowing for
appropriate transition time;
FWA should be reviewed by the manager at least bi-annually (generally to coincide with
employee mid year and annual performance review);

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FLEXIBLE WORK ARRANGEMENTS POLICY
For salaried positions paid on the bi-weekly basis

FWA must be changed if business conditions are such that change is warranted;
FWA must be reviewed and reassessed coincident with a job movement;
FWA must be reviewed and reassessed if alternate PepsiCo Canada flexplace
circumstances change (i.e. available office is required by the accommodating location).
FWA is not considered an employment contract;
All requests will be put through the same assessment process;
A 90 day trial period will apply for all FWA;
It should be understood that this Policy relates only to current employees and should not
affect hiring practices.

7.0 Other References
Other related references:
Employment Category Chart
Flex Highlights Guide
Paid Holidays Policy
Vacation Policy
Hour of Work Policy

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FLEXIBLE WORK ARRANGEMENTS POLICY
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8.0 Appendix 1 FWA Forms
Flexible Work Arrangement Agreement FLEX TIME
Flexible Work Arrangement Agreement FLEX PLACE
Flexible Work Arrangement Agreement OTHER ARRANGEMENTS
Manager Instructions and Discussion Guide

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Flexible Work Arrangement Agreement FLEX TIME

Flextime allows employees to work a standard hour work week, with assigned core hours and flexible start and finish times.
Employees are required to be present in the business during Core Hours.
Core Hours HQ*:
Monday to Thursday 9:30am 3:00pm
Friday 9:30am 12:00pm
No meetings scheduled Friday afternoons

*Field Sites (i.e. Manufacturing Plants, Distribution Centres, Area Offices) may set different core hours as per business needs.
SECTION 1: Employee Information
Employee Name: Manager Name:
Position Level & Title: Exempt Non-Exempt
Function: Hire Date:
Request Date: Effective Date:
SECTION 2: Flex Work Arrangement
Current Position Description: Specify current position requirements flexibilities and/ or constraints.
On-Call Requirements (Yes/No/Occasional):
Travel Requirements (approx %):
Customer interaction:
Internal
External
Number of direct reports:
Other Observations:

Flex Time Description: Summarize the Flex Work Agreement
Modified Work Schedule


I, (insert employee name), have read the PepsiCo Canada Flexible Work Arrangements Policy dated J anuary 1, 2009 in detail.
My signature below indicates that I understand and agree to the conditions, obligations, and responsibilities expressed in that
document.

This agreement does not create a contract of employment and can be terminated at any time by the Company.

I understand that my roles performance expectations remain unchanged, and business priorities will take precedent through
any application of this policy.

SECTION 3: Approval Signatures
Employee Name: Please Print Employee Signature: Date:
Manager Name: Please Print Manager Signature: Date:
HRM/D Name: Please Print HR Signature: Date:
Distribution: Employee, Manager, Local/Area HR, Division HR.

FLEXIBLE WORK ARRANGEMENTS POLICY
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Flexible Work Arrangement Agreement FLEX PLACE

Flex place occurs when an employee works off-site, either at home or in satellite offices, for part of the week
Guidelines: One or two days offsite
SECTION 1: Employee Information
Employee Name: Manager Name:
Position Level & Title: Exempt Non-Exempt
Function: Hire Date:
Request Date: Effective Date:
SECTION 2: Flex Work Arrangement
Current Position Description: Specify current position requirements flexibilities and/ or constraints.
On-Call Requirements (Yes/No/Occasional):
Travel Requirements (approx %):
Customer interaction:
Internal
External
Number of direct reports:
Other Observations:


Flex Place Description: Summarize the Flex Work Agreement
Modified Work Schedule


I, (insert employee name), have read the PepsiCo Canada Flexible Work Arrangements Policy dated J anuary 1, 2009 in detail.
My signature below indicates that I understand and agree to the conditions, obligations, and responsibilities expressed in that
document.

This agreement does not create a contract of employment and can be terminated at any time by the Company.

I understand that my roles performance expectations remain unchanged, and business priorities will take precedent through
any application of this policy.

SECTION 3: Approval Signatures
Employee Name: Please Print Employee Signature: Date:
Manager Name: Please Print Manager Signature: Date:
HRM/D Name: Please Print HR Signature: Date:

Distribution: Employee, Manager, Local/Area HR, Division HR.


FLEXIBLE WORK ARRANGEMENTS POLICY
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Flexible Work Arrangement Agreement OTHER ARRANGEMENTS

Other flexible work arrangements outside of these categories should be handled as an exception.
Examples of other work arrangements include part time, telecommuting, job share, etc.
SECTION 1: Employee Information
Employee Name: Manager Name:
Position Level & Title: Exempt Non-Exempt
Function: Hire Date:
Request Date: Effective Date:
SECTION 2: Flex Work Arrangement
Current Position Description: Specify current position requirements flexibilities and/ or constraints.
On-Call Requirements (Yes/No/Occasional):
Travel Requirements (approx %):
Customer interaction:
Internal
External
Number of direct reports:
Other Observations:


Flex Work Arrangement Description: Summarize the Flex Work Agreement
Modified Work Schedule

Compensation and Benefit Impact (HR Only if required)
Pay pro-ration (hrs/week)
Benefits changes
Other observations:


I, (insert employee name), have read the PepsiCo Canada Flexible Work Arrangements Policy dated J anuary 1, 2009 in detail.
My signature below indicates that I understand and agree to the conditions, obligations, and responsibilities expressed in that
document.

This agreement does not create a contract of employment and can be terminated at any time by the Company.

I understand that my roles performance expectations remain unchanged, and business priorities will take precedent through
any application of this policy.

SECTION 3: Approval Signatures
Employee Name: Please Print Employee Signature: Date:
Manager Name: Please Print Manager Signature: Date:
HRM/D Name: Please Print HR Signature: Date:
Distribution: Employee, Manager, Local/Area HR, Division HR

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MANAGER INSTRUCTIONS AND DISCUSSION GUIDE
The purpose of the Flex Work Arrangement Forms is to document an agreement to a permanent
(>30 day) change in an employees schedule or work arrangement. Where a permanent change is
not being made, a discussion should still take place between the Employee and Manager, but no
form is required.
SECTION 1: Employee Information
Complete Employee Data including Name, Position, level, Hire Date, Function and dates
SECTION 2: Flex work Arrangement
Discuss and complete current position requirements. Use the following questions to guide the discussion:

Current Position Description:
On Call Requirements:
What are the on-call requirements of the role (always, never, occasional)?
Will the employee be required to be on-call while away from the office?

Travel Requirements:
What are the current travel requirements of the role?
How will these travel requirements be impacted by the Flex Arrangement, and how will you work
around it?

Internal and External Customer Interaction:
What is the level of interface with Internal and External Customers?
What specific support and response requirements exist with Internal and External Customers?
How will these requirements be impacted by the Flex Arrangement, and how will you work around it?
What specific opportunities do Internal and External Customers expect if the Flex Arrangement is
introduced?

Direct Reports:
How many direct reports does the role have today?
What will be the impact of the Flex Arrangements on direct reports and how will you work around it?

Other Observations:
What are the current technical infrastructure requirements to complete the work?
How will the work get done if flexibility is introduced?
What specific barriers to flexibility exist?
What specific opportunities to enhance performance exist by introducing flexibility?

Flex Arrangement Description:
Summarize the Flex Arrangement considering the discussion points outlined in this form.

SECTION 3: Approval Signatures
Complete name and signatures of Employee, Manager and HR Director/Manager
Distribute copies of the agreement to: Employee File, Employee Manager, HR Director/Manager and
Division HR
Inform Functional Leader

FLEXIBLE WORK ARRANGEMENTS POLICY
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9.0 Appendix 2 FWA Manager and Employee Assesment Tools
Flexible Work Arrangement Assesment Survey
Flexible Work Arrangement Assessment: Discussion Worksheet

FLEXIBLE WORK ARRANGEMENTS POLICY
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Flexible Work Arrangement: Assessment Survey
Employee Name: Manager Name:
Position Level & Title: Function:
Last Assessment Date Team
Assessment Date: Cost Centre:
Flexible Employment Participation:
Flextime Flexplace Other: ________________________________
Purpose: To obtain specific performance feedback regarding Flexible Work Arrangement participation.
Instructions: Please complete this assessment for (insert employee name) and send back to (insert manager name by (insert
date). Thank you in advance for your time and consideration.
Respondent Type: Business Partner___ Internal PepsiCo Canada Partner ___ Manager ___ Peer ___

Questions
Strongl y
Agree
Agree Neutral Disagree Strongl y
Disagree
N/A
I find that this employees participation in flexible employment
arrangement(s) has not been a deterrent to meeting and/ or exceeding
project deliverable and timeline.

I find that this employee consistently meets and/ or exceeds position
objectives and expectations within the current schedule maintained by the
flexible employment arrangement.

It is understood when the flexible employment participant is available on-site.
I find that current on-site availability of flexible employment participant is
acceptable and meets and/ or exceeds expectations.

I find that flexible employment participation has been a deterrent to
contacting the employee when required.

This employees participation in flexible employment arrangements has had a
negative impact on me.

I find that I have assumed additional work responsibilities due to this
employees flexible employment participation.

I notice that other member of the workgroup have assumed additional work
due to this employees flexible employment participation.

I support continued flexible employment participation for this individual.

Please describe two things this participant does that you would like to see continued:
Please describe two things this participant does that you would like to see discontinued:

Please describe two things you would like to see this participant start doing:

Other comments:

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Flexible Work Arrangement Assessment: Discussion Worksheet
Employe Manager e Name: Name:
Flextime Flexplace
Function
Other:
:

Assessment Questions: Specify specific requirements, flexibilities and/or constraints
Manager Feedback Employee Feedback
Work Assessment:
What is the work function of the team/ position?
What is the current status of key project deliverables and timelines? Are those objectives being met?
What support or travel requirements exist?
What are the current technical infrastructure requirements to complete the work?
How will the work get done if flexibility is introduced?
With respect to flexplace, how will distractions be minimized to maintain personal productivity?
What specific barriers to flexibility exist?
What specific opportunities to enhance performance exist by introducing flexibility?
What specific cost constraints, if any, exist?












Business & Internal PEPSICO CANADA Partner Assessment:
What is the level of interface with key business partners and/ or internal PEPSICO CANADA partners?
What is the current state of the relationship with key business partners and/or internal partners?
Do specific support and response obligations exist with key business partners and/or internal PEPSICO
CANADA partners? How comfortable is the business partner/ internal customer that they are being met?
What specific concerns to flexibility do key business partners and / or internal PEPSICO CANADA partners
have?
What specific opportunities do key business partners/ internal PEPSICO CANADA partners expect if flexibility
is introduced?


Indi vidual/ Team Assessment:
To what extent are individual / team members cross trained to support a flexible work environment?
What is the current level of individual / team performance?
How successful is the individual / team in meeting current weekly workload requirements?
How well does the individual / team work together to meet team and individual objectives?
What is the attendance history of the individual/ team?


Flexibility Recommendation:
What specific flexibility limitations exist?
What is the level of Flexible Workplace Practice participation for the team, individual?


Note: This document is a tool designed to help facilitate the dialogue between manager and employee to determine the feasibility of a flexible work arrangement and not
intended for documentation purposes. Nothing in this document should be construed as a promise the arrangement will be approved or continued for any certain period.