Common use of Planned Leave Clause in Contracts

Planned Leave. Planned leave relief includes night relief, annual, medical education, days in lieu, parental, jury, EREL, planned special leave and long term and elective sick leave. Long term planned leave relief may also be covered by employment of staff on fixed term agreements. Relievers must not be used to supplement staffing levels required to meet service demand. 1. A planned leave reliever covers the roster of an absent RMO. A minimum of 14 days notice of the RMO’s roster must be given except that where a planned leave reliever is not allocated to cover planned leave they can be allocated to cover an unexpected absence of an RMO during the ordinary hours. Clause 4 and 5 of the short notice leave relievers provision below shall apply in these circumstances. 2. Generally one leave reliever will be required for each 7 HOs/SHOs employed. Generally one leave reliever will be required for each 5.5 Registrars employed. In addition where an RMO is on a night shift, a reliever must be provided to cover that RMO’s rostered day duties and any additional relievers for RDOs due to the implementation of schedule 10: safer rosters. 3. Priority must be given to keeping planned leave relievers on consistent specialties, wards and teams as much as possible. For example keeping a medical RMO on medical cover, or where a period of night cover is followed by annual leave cover keeping the same RMO on the same team or ▇▇▇▇. (a) Discipline preference: Where possible house surgeons and SHOs preference for surgical or medical specialty will be respected. Where an RMO specifies a preference, e.g. Medical or surgical cover, that they should have priority to cover in these areas. (b) Team continuity: An individual reliever should remain with the one team or ▇▇▇▇ as much as possible. (c) RMOs can only be allocated to cover runs that are within their scope of practice. 4. Limits on hours apply to relievers. 5. Relievers must have the skills to provide cover for the RMOs they are relieving. A SHO reliever may have the skills to cover both House Surgeon and SHO duties and may also act up as a Registrar. Registrar relief must be provided by those with the skills and experience in the specific discipline. 6. Availability for adult cover must be separated from that for paediatric or O&G cover unless agreed by the RMO concerned. 7. Where RMOs employed as relievers are pooled (as per clause 8.1.3), they shall be paid an ‘A’ category, or 2 categories above (whichever is greater).

Planned Leave. Planned leave relief includes night relief, annual, medical education, days in lieu, parental, jury, EREL, planned special leave and long term and elective sick leave. Long term planned leave relief may also be covered by employment of staff on fixed term agreements. Relievers must not be used to supplement staffing levels required to meet service demanddemand except as provided for within this appendix and clause 16.1. 1. A planned leave reliever covers the roster of an absent RMO. A minimum of 14 days days’ notice of the RMO’s roster must be given except that in circumstances that: (a) where a planned leave reliever is not allocated to cover planned leave leave, they can be allocated to cover an unexpected absence of an RMO during the ordinary hours. Clause 4 and 5 of the short notice leave relievers provision below shall apply in these circumstances. (b) where a planned leave reliever is not allocated to cover planned leave, they can be allocated to report for duty relief. Clause 4 of the report for duty relievers provision below shall apply in these circumstances. 2. Generally Generally, one leave reliever will be required for each 7 HOs/SHOs employed. Generally Generally, one leave reliever will be required for each 5.5 Registrars employed. In addition addition, where an RMO is on a night shift, a reliever must may need to be provided to cover that RMO’s rostered day duties and any additional relievers for RDOs due to where night shifts are not covered internally as a regular predictable part of the implementation of schedule 10: safer rostersrostering pattern. 3. Priority must be given to keeping planned leave relievers on consistent specialties, wards and teams as much as possible. For example example, keeping a medical RMO on medical cover, or where a period of night cover is followed by annual leave cover keeping the same RMO on the same team or ▇▇▇▇. (a) Discipline preference: Where possible house surgeons officers and SHOs preference for surgical or medical specialty will be respected. Where an RMO specifies a preference, e.g. Medical e.g., medical or surgical cover, cover that they should have priority to cover in these areas. (b) Team continuity: An individual reliever should remain with the one team or ▇▇▇▇ as much as possible. (c) RMOs can only be allocated to cover runs that are within their scope of practice. 4. Limits on hours apply to relievers. 5. Relievers must have the skills to provide cover for the RMOs they are relieving. A SHO reliever may have the skills to cover both House Surgeon house officers and SHO duties and may also act up as a Registrar. Registrar relief must be provided by those with the skills and experience in the specific discipline. 6. Availability for adult cover must be separated from that for paediatric or O&G cover unless agreed by the RMO concerned. 7. Where RMOs employed as relievers are pooled (as per clause 8.1.3)pooled, they shall be paid an ‘A’ category, or 2 categories above (whichever is greaterin accordance with clause 12.1.3 & 12.1.4.).