Common use of Rostering Principles Clause in Contracts

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 that arise after this, any additional rostered weekend Fire Availability requirements will be notified prior to the conclusion of normal working hours on the last ordinary working day of the week, and for public holidays prior to the conclusion of normal working hours on the day prior to the public holiday. 11.9 Parks and Wildlife will continue to identify and train additional support employees for non-combat roles, thereby freeing up experienced and fire trained conservation employees from support roles. 11.10 Employees are able to mutually swap Fire Availability duty, subject to prior and adequate advice to Department and appropriate recording. 11.11 Employees are not precluded from volunteering their services in any way – work centres may choose to provide lists for those prepared to nominate/volunteer on any particular weekend/after hours. Notwithstanding this, local management will monitor employees who volunteer for additional work consistent with fatigue management guidelines. 11.12 The Department will make shift changeover transport arrangements a priority.