Common use of Support Package Clause in Contracts

Support Package. The parties will support the implementation of the leave system through a leave management guide for RMOs and allocation of resource to assist RMO units and HR teams where necessary. Part of the package will include support for the drafting of a leave management strategy that should be adopted by DHBs and integrated into existing leave management structures to ensure that RMOs are given an adequate opportunity to take annual leave each year in compliance with the Holidays ▇▇▇ ▇▇▇▇. DHBs should be aware that the Act states that an employee must be given an opportunity to take at least 2 weeks of uninterrupted leave, should they apply for it. Good leave management will allow the DHB to ensure that its leave costs are minimised. Northland 2 hours for House Surgeons 4 hours for other RMOs Waitemata 2 hours for House Surgeons 4 hours for other RMOs Auckland 2 hours for House Surgeons 4 hours for other RMOs Counties Manukau 2 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇ ▇ hours for House Surgeons 4 hours for other RMOs BOP - Tauranga 4 hours BOP - ▇▇▇▇▇▇▇▇▇ ▇ hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇ ▇ hours Taranaki 3 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇ hours Hawkes Bay 3 hours for House Surgeons 4 hours for other RMOs MidCentral 3 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇ hours Hutt Valley 4 hours Capital and Coast 4 hours ▇▇▇▇▇▇ Marlborough 4 hours Canterbury 2 hours for House Surgeons 4 hours for other RMOs South Canterbury 2 hours for House Surgeons 4 hours for other RMOs West Coast 2 hours for House Surgeons 4 hours for other RMOs Southern 2 hours for House Surgeons 4 hours for other RMOs The parties shall, during the term of this agreement investigate the introduction of the following rostering protocols for ED’s and ICU’s in the urban DHB’s. a) On duty hours shall not exceed an average of 50 per week over a four week period and no more than 60 hours worked in any seven days. b) No more than 5 consecutive days shall be worked in a row, except that in the case of night shifts there shall be no more than 4 consecutive shifts in a row. c) Employees shall have 2 consecutive days off in every seven days. d) No employee shall be required to work for a continuous period exceeding 10 hours inclusive of meal breaks. e) Employees shall receive a minimum break of 11 hours between periods on duty (replacing clause 13.6.1). f) Employees shall, after working a period of consecutive night shifts, have a period free of duty comprising the balance of the calendar day upon which they ceased the last night duty plus a further 2 calendar days. g) Employees shall have an average of 50% of weekends off duty over any two month period provided that no more than 3 weekends may be rostered in a row (replacing Clause 13.4.1). h) These protocols may be amended by agreement between the RDA and the affected DHB. a) The average on duty hours shall not exceed an average of 50 per week over a four week period and no more than 60 hours worked in any seven days. b) No more than 5 consecutive days shall be worked in worked in a row, except that in the case of night shifts there shall be no more than 4 consecutive shifts in a row. c) 2 consecutive days off in every seven days. d) Employees shall receive a minimum break of 10 hours between periods on duty (replacing 13.6.1). e) Employees shall, after working a period of consecutive night shifts, have a period free of duty comprising the balance of the day upon which they ceased the last night duty plus a further 2 calendar days. f) Employees shall have an average of 50% of weekends off duty over any two month period provided that no more than 3 weekends may be rostered in a row (replacing Clause 13.4.1). g) These protocols may be amended by agreement between the RDA and the affected DHB. a) The escorting of patients is voluntary. b) Employees shall be rostered on-call for transport duty for no longer than 12 hours. There shall be a minimum break of ten hours between periods on-call and in the event a transport is in operation beyond the 12 hours on call, the 10 hour break shall commence at the conclusion of the call back. c) All RMOs undertaking patient transports shall have appropriate training, orientation and support both technically and with support staff. Implementation will occur on a DHB by DHB basis. Cost neutrality must be established and agreed before the rules are implemented in each DHB. In the absence of cost neutrality a DHB may still opt to introduce the protocols. It is accepted that current compliance costs in each DHB are to be offset against the cost of the new protocols in establishing cost neutrality. The cost of the increase to a minimum ‘C’ category salary shall not be included as this is considered part of the 2004 settlement and costed therein. Once cost neutrality has been established implementation is dependant upon the parties accepting the protocols are workable. For the purpose of this clause and from the DHB’s perspective, ‘workable’ means the absence of any ‘significant clinical impediment’ to their implementation. Where the RMO’s dispute a DHB’s decision that there is a ‘significant clinical impediment’ to implementing the protocols their objection shall be tested through a clinical group comprising equal RMO and SMO (one of whom will be external to the DHB) representation who will make a recommendation to the CEO. The CEO will make a final decision on the matter, but before doing so will consult with the RDA. i) DHB’s are to identify current compliance costs no later than 24 December 2004. ii) DHB’s are to identify the cost of introducing the new protocols no later than 28 February 2005. iii) The process is to be completed prior to 30 June 2005.

Support Package. The parties will support the implementation of the leave system through a leave management guide for RMOs and allocation of resource to assist RMO units and HR teams where necessary. Part of the package will include support for the drafting of a leave management strategy that should be adopted by DHBs and integrated into existing leave management structures to ensure that RMOs are given an adequate opportunity to take annual leave each year in compliance with the Holidays ▇▇▇ ▇▇▇▇Act 2003. DHBs should be aware that the Act states that an employee must be given an opportunity to take at least 2 weeks of uninterrupted leave, should they apply for it. Good leave management will allow the DHB to ensure that its leave costs are minimised. Schedule Three Protected Training Time‌ Northland 2 hours for House Surgeons 4 hours for other RMOs Waitemata 2 hours for House Surgeons 4 hours for other RMOs Auckland 2 hours for House Surgeons 4 hours for other RMOs Counties Manukau 2 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇ ▇ RMOs Waikato 3 hours for House Surgeons 4 hours for other RMOs BOP - Tauranga 4 hours BOP - ▇▇▇▇▇▇▇▇▇ ▇ Whakatane 2 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇ ▇ RMOs Lakes 4 hours Taranaki 3 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇ RMOs Whanganui 4 hours Hawkes Bay 3 hours for House Surgeons 4 hours for other RMOs MidCentral 3 hours for House Surgeons 4 hours for other ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇ RMOs Wairarapa 4 hours Hutt Valley 4 hours Capital and Coast 4 hours ▇▇▇▇▇▇ Marlborough 4 hours Canterbury 2 hours for House Surgeons 4 hours for other RMOs South Canterbury 2 hours for House Surgeons 4 hours for other RMOs West Coast 2 hours for House Surgeons 4 hours for other RMOs Southern 2 hours for House Surgeons 4 hours for other RMOs Schedule Four ED/Intensive Care Unit Protocols‌ The parties shall, during the term of this agreement may investigate the introduction of the following rostering protocols for ED’s and ICU’s ’s. Where the parties elect to adopt the protocols below, or any other changes, these provisions shall take precedence over the provisions in clause 13.2 and Schedule One, in the urban DHB’sevent of any inconsistency. a) On duty hours shall not exceed an average of 50 per week over a four week period and no more than 60 hours worked in any seven days. b) No more than 5 consecutive days shall be worked in a row, except that in the case of night shifts there shall be no more than 4 consecutive shifts in a row. c) Employees shall have 2 consecutive days off in every seven days. d) No employee shall be required to work for a continuous period exceeding 10 hours inclusive of meal breaks. e) Employees shall receive a minimum break of 11 hours between periods on duty (replacing clause 13.6.1). f) Employees shall, after working a period of consecutive night shifts, have a period free of duty comprising the balance of the calendar day upon which they ceased the last night duty plus a further 2 calendar days. g) Employees shall have an average of 50% of weekends off duty over any two month period provided that no more than 3 weekends may be rostered in a row (replacing Clause 13.4.1). h) These protocols may be amended by agreement between the RDA and the affected DHB. a) The average on duty hours shall not exceed an average of 50 per week over a four week period and no more than 60 hours worked in any seven days. b) No more than 5 consecutive days shall be worked in worked in a row, except that in the case of night shifts there shall be no more than 4 consecutive shifts in a row. c) 2 consecutive days off in every seven days. d) Employees shall receive a minimum break of 10 hours between periods on duty (replacing 13.6.1). e) Employees shall, after working a period of consecutive night shifts, have a period free of duty comprising the balance of the day upon which they ceased the last night duty plus a further 2 calendar days. f) Employees shall have an average of 50% of weekends off duty over any two month period provided that no more than 3 weekends may be rostered in a row (replacing Clause 13.4.1). g) These protocols may be amended by agreement between the RDA and the affected DHB. a) The escorting of patients is voluntary. b) Employees shall be rostered on-call for transport duty for no longer than 12 hours. There shall be a minimum break of ten hours between periods on-call and in the event a transport is in operation beyond the 12 hours on call, the 10 hour break shall commence at the conclusion of the call back. c) All RMOs undertaking patient transports shall have appropriate training, orientation and support both technically and with support staff. . a) Implementation will occur on a DHB by DHB basis. . b) Cost neutrality must be established and agreed before the rules are implemented in each DHB. In the absence of cost neutrality a DHB may still opt to introduce the protocols. . c) It is accepted that current compliance costs in each DHB are to be offset against the cost of the new protocols in establishing cost neutrality. The cost of the increase to a minimum ‘C’ category salary shall not be included as this is considered part of the 2004 settlement and costed therein. . d) Once cost neutrality has been established implementation is dependant upon the parties accepting the protocols are workable. For the purpose of this clause and from the DHB’s perspective, ‘workable’ means the absence of any ‘significant clinical impediment’ to their implementation. . e) Where the RMO’s dispute a DHB’s decision that there is a ‘significant clinical impediment’ to implementing the protocols their objection shall be tested through a clinical group comprising equal RMO and SMO (one of whom will be external to the DHB) representation who will make a recommendation to the CEO. The CEO will make a final decision on the matter, but before doing so will consult with the RDA. f) i) DHB’s are to identify current compliance costs no later than 24 December 2004. ii) DHB’s are to identify the cost of introducing the new protocols no later than 28 February 2005. iii) The process is to be completed prior to 30 June 2005.