In 2014, employees were more likely than they were in 2011 to indicate that they have support for the use of flexible work arrangements but less likely to indicate that they have support at work to balance their work and personal life. Subject to operational requirements, my immediate supervisor supports the use of flexible work arrangements (e.g., flexible hours, compressed workweeks, telework). I can complete my assigned workload during my regular working hours. I feel I can claim overtime compensation (in money or leave) for the overtime hours that I work.
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I have support at work to balance my work and personal life.
![fedex work life balance fedex work life balance](https://i.dailymail.co.uk/i/pix/2018/01/26/20/489C687300000578-0-image-a-39_1517000160018.jpg)
N/a – Question not asked in the survey for this year, or question modified in the subsequent survey(s) Table 1: Results for questions relating to work-life balance and workload (2008, 20) Question Number Table 1 shows the results for all four questions. The 2014 PSES asked four questions See Footnote 1 relating to work-life balance and workload.
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The information provided in this report is intended help target efforts to improve people management practices in the public service. Focus on Work-Life Balance and Workload looks at results in the areas of work-life balance and workload and examines how they relate to results for other aspects of the workplace. The Focus series is a collection of reports that present the results of the 2014 Public Service Employee Survey (PSES), broken down by theme.