Rostering Principles Sample Clauses
Rostering Principles. (a) The Employer shall make every endeavour in respect to the roster formats of full-time Employees to:
(i) provide every second weekend off duty over the relevant roster cycle;
(ii) avoid split weekends, other than where "2 on 2 off” formats are worked;
(iii) attach rostered days off to weekends off or two consecutive weekdays off; and
(b) The Employer shall make every endeavor in respect to the roster formats of full-time and part-time Employees to:
(i) avoid more than 5 consecutive duty shifts;
(ii) post rosters within a minimum of 2 weeks' notice;
(iii) avoid split shifts;
(iv) ensure as far as practicable that rosters take into account Employees’ family responsibilities and provide an appropriate balance between all Employees’ work and family responsibilities.
(c) The Employee shall have in place a formalised means by which, within established parameters, full and part-time Employees may have a greater input into roster design to meet their preferred roster format at the workplace level.
(d) Where an Employee(s) requests the avoidance of single days/nights rostered off the Employer will make every endeavour to meet such a request.
(e) The Employer shall also take into consideration the following matters:
(i) client needs;
(ii) operational requirements.
(f) For the purpose of these principles, any shift that finishes the day after it commences, including a sleepover shift, shall be deemed to be the one shift.
(g) Nothing within this clause shall displace clause 28 of this Agreement and the roster change process should seek to avoid a diminution of Employees overall remuneration or work/life balance arrangements.
Rostering Principles. Summary and who they apply to Rostering Provision Full-Time Team Members Part-Time Team Members Casual Team Members
Rostering Principles. Casual team members
a. Casual team member hours of work must meet the following principles: Minimum number of hours per day 3 hours Maximum number of hours per day 9 hours (with up to 11 hours on one day each week) Maximum number of engagements per day 1 Minimum break between shifts 12 hours (or 10 hours by written agreement – see clause 7.3) Maximum number of hours each week 38 hours Maximum number of days each week Up to 5 days (or 6 days in one week by mutual agreement, provided that a casual team member will not work more than 20 starts in one 4 week cycle) Maximum number of consecutive days worked 6 days
b. Where practical, ▇▇▇▇▇▇▇▇▇▇ will notify casual team members of their anticipated days and hours of work for the following week at least 5 days before the start of the week.
c. If a casual team member’s roster is not made available in accordance with clause 8.6.b, ▇▇▇▇▇▇▇▇▇▇ will tell the team member about their roster as soon as possible – including notifying the team member in person, by phone, voicemail, text message, email or via an application, or any other method of communication the team member prefers.
d. Shift start times may only be changed if ▇▇▇▇▇▇▇▇▇▇ contacts the team member before they have arrived for the start of the shift.
e. Once a roster has been communicated to a casual team member, where that roster changes and the change affects a casual team member, then ▇▇▇▇▇▇▇▇▇▇ must let the team member know about the change as efficiently as practicable which may be in person, by phone, voicemail, text message, email or via an application or any other method of communication that the team member prefers.
f. If a casual team member needs to temporarily change their availability to not be rostered to attend to studies or exams they may notify ▇▇▇▇▇▇▇▇▇▇ and be given appropriate consideration for roster changes without prejudice to being rostered to work again in the future.
Rostering Principles. Full-time team members
a. A full-time team member will be rostered for an average of 38 hours per week, worked in any of the following forms (or over a longer averaging period by agreement between Woolworths and the team member): i. 38 hours in 1 week;
Rostering Principles. The arrangements for the trial will be determined through consultation between Target and the Union but may be conducted at one or more stores as agreed between Target and the Union.
Rostering Principles. 11.1.1. Rostering will be based on fatigue management principles which:
(a) address the opportunity for quantity and quality of sleep, particularly the 'time of day' effect;
(b) ensure the number of consecutive shifts (in particular night shifts), shift lengths and roster periods between shifts are considered in the compilation of the rosters; and
(c) understands that Employees have a need to balance their competing requirements of their job with social, community and/or home life obligations.
11.1.2. The parties acknowledge the variations in business requirements for rostered work across the Company's business. These variations need to be addressed through consultation with the affected Employee(s) which address business requirements while taking into consideration the rostering principles contained in this Agreement.
11.1.3. Where practicable the Company shall give several days’ notice of the upcoming shifts made available to an employee, particularly whilst living away from home.
Rostering Principles. Part-time team members
a. A standard roster for a part-time team member must meet the following principles: Minimum number of hours per day 3 hours Maximum number of hours per day 9 hours (with up to 11 hours on 1 day each week) Maximum number of engagements per day 1 Minimum break between shifts 12 hours (or 10 hours by written agreement – see clause 7.3) Maximum number of hours each week 38 hours Maximum number of days each week Up to 5 days (or 6 days in 1 week, if no more than 4 days the next week) Maximum number of consecutive days worked 6 days Consecutive days off 2 consecutive days off per week or 3 consecutive days off in a fortnight (or alternative arrangements by written agreement). At least once each fortnight: 2 consecutive days off which are either Fri/Sat, Sat/Sun or Sun/Mon (or alternative arrangements by written agreement). A team member who regularly works Sundays: 3 consecutive days off (including a Saturday and Sunday) once each 4 weeks (unless the team member requests alternative arrangements in writing). Maximum number of hours in a 4-week roster cycle 144 hours Maximum days in a 4- week roster cycle 20 days b. A part-time team member’s contract hours will be an agreed number of hours, between 40 and 144 hours per 4-week cycle.
Rostering Principles. 6.2.1 A team member may be rostered to work up to a maximum of 9 hours on any day provided that:
(a) A team member may be rostered up to a maximum of 10.5 hours on a maximum of 2 days in a week, and
(b) in any 2 week period a team member shall not work more than 3 shifts of up to of 10.5 hours per day.
(c) the above daily maximums shall be exclusive of meal breaks.
6.2.2 A minimum break of 10 hours shall apply between a team member’s finishing time on one shift (including overtime) and commencing time on the next shift.
6.2.3 Full-time team members shall not be rostered to work more than 19 days in any 28 day roster cycle, except in stores trading as Baby Target where full-time team members shall not be rostered to work more than 20 days in any 28 day roster cycle
6.2.4 Part-time team members shall not be rostered to work more than 20 days in any 28 day cycle.
6.2.5 Subject to sub-clause 6.2.7, a team member shall be given 2 consecutive days off per week or 3 consecutive days off per fortnight.
6.2.6 Subject to sub-clause 6.2.7, a team member may be rostered to work a maximum of 3 Sundays in any 4 week cycle unless otherwise agreed, and if rostered in this way shall be entitled to a minimum break of 3 consecutive days within the cycle, which shall include a Saturday and a Sunday.
6.2.7 Provided that sub-clause 6.2.5, and 6.
Rostering Principles. 19.1. In arranging rosters the employer will, wherever possible, balance the needs of the business and employees. The general principles that will be followed by in establishing rosters are as follows:
19.2. ▇▇▇▇▇▇▇ will detail working arrangements over a week.
19.3. The employer undertakes to ensure 2 days notice of the roster.
19.4. If any changes are required to rostered hours for any period within the fortnight covered by the roster the employer will initially seek to address the changes by agreement.
19.5. The employer may, however, implement any change by giving employees at least six (6) hours notice of the change in rostered hours, except in cases of urgent operational necessity where such notice is reasonably unable to be given.
19.6. The employer recognises the importance of ensuring that rosters are effectively communicated to employees.
Rostering Principles. 11.1 The underpinning principles are:
(a) application of a duty of care by both the employer and employees,
(b) the need to minimise the amount of time individual employees are required to be rostered for Fire Availability, and
(c) to ensure appropriate fatigue management arrangements are applied.
(a) Fire Availability rosters (including Duty Officer and weekend office employees) will be prepared as soon as possible prior to each fire season, with an objective of 30 September below latitude 22° south and as determined above latitude 22° south.
(b) Specialist rosters (which depend on volunteers - and in some cases include non-Parks and Wildlife personnel) will be prepared as soon as practicable thereafter.
(c) Specialist volunteer rosters (which often include non-Parks and Wildlife personnel) will continue to operate separately, but being mindful of normal work centre Fire Availability rosters.
11.3 Rosters are prepared for “Fire Availability”, not any subsequent requirement for emergency fire suppression.
11.4 Fire Availability and Duty Officer rosters will be prepared on a minimum of one weekend off each four weeks with an objective of one weekend in three off during the fire season where this can be accommodated. Establishment of Rostered Weekends Off (RWO) should be the first step in preparation of rosters, and where appropriate, will be prepared in conjunction with Accrued Days Off.
11.5 Employees on approved leave will have the weekend following each week of leave treated as a RWO for the purposes of minimum RWO entitlements.
(a) Those designated as RWO can only be called for Fire Availability as a last resort (including after accessing available Parks and Wildlife employees who volunteer) and on instruction from the state Duty Officer in very high/extreme fire danger situations.
(b) Affected employees are then to be the first priority for replacement time off ie. subsequent suppression requirements will not change Fire Availability rosters but replacement time off will be provided as a priority for those who request it - to be facilitated at local level.
11.7 Regions will investigate ways to “globally” roster those who live away from their work centre. This may involve employees being allocated to a Fire Availability roster separate from their normal work location.
11.8 To facilitate employee intentions, indicative lists of priority for call in addition to minimum requirements will continue to be provided on rosters. Apart from unforeseen situations ...