Common use of High Frequency of Disruption Clause in Contracts

High Frequency of Disruption. For periods where a 1:2 roster (high frequency of disruption) is required the allowance shall be 17%. This frequency of roster must only be temporary and the employer will take urgent measures to address this. Employees whose duties are exceptionally onerous and who do not qualify for the allowance under sub-Clause (iii) above may receive a special allowance of up to 5% of their gross taxable salary. On considering applications for this allowance the employer will take into account the advice of the Senior Medical Staff. Applications will not be unreasonably declined. (a) The allowance must be fair to all SMOs and be seen to be fair. (d) The allowance must take into account frequency of call, immediacy of response, immediacy of attendance at work, availability/ level of competence of duty doctors and provision of electronic aids. Greatest weight should be given to frequency of call. (e) When the circumstances set out above change (for example roster frequency changes through an increase in roster participants) the allowance should change in line with the agreed formula and in a transparent way. (f) Call of 1:1 is not normally acceptable for extended periods and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (g) Call of 1:2 is undesirable and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (h) The availability allowance should not be adjusted or used for recognition of any other aspects of an SMO’s job. (i) No SMO should be disadvantaged as a direct result of implementing the formula below. This means that where an availability allowance reduces (as a direct result of implementing the formula below) from the payment presently made as an availability allowance, the difference will be grand-parented as a personal allowance as a percentage of salary for those affected. (Should for any reason the availability allowance increase in the future the personal allowance will be abated in accordance with the formula). (j) The roster frequencies used for the purpose of introducing this formula are based on frequencies as at the date of ratification. Should the frequency of a roster reduce at later date then the agreed formula will apply and grand-parenting will not apply. The agreed formula will be applied to all services across the Xxxxxx Marlborough District Health Board. 1:1......................................................... 14% (1:1 exceptional circumstances, remuneration by individual agreement, staff safety is paramount) 1:2......................................................... 10% (1:2 to be avoided if at all possible) 1:3........................................................... 6% 1:3 week days /1:4 weekends 5.5% 1:4........................................................... 5% 1:5........................................................... 4% 1:6........................................................... 3% 1:7........................................................... 2% 1:8 or less 1%

High Frequency of Disruption. For periods where a 1:2 roster (high frequency of disruption) is required the allowance shall be 17%. This frequency of roster must only be temporary and the employer will take urgent measures to address this. Employees whose duties are exceptionally onerous and who do not qualify for the allowance under sub-Clause (iii) above may receive a special allowance of up to 5% of their gross taxable salary. On considering applications for this allowance the employer will take into account the advice of the Senior Medical Staff. Applications will not be unreasonably declined. (a) The allowance must be fair to all SMOs and be seen to be fair. (d) The allowance must take into account frequency of call, immediacy of response, immediacy of attendance at work, availability/ level of competence of duty doctors and provision of electronic aids. Greatest weight should be given to frequency of call. (e) When the circumstances set out above change (for example roster frequency changes through an increase in roster participants) the allowance should change in line with the agreed formula and in a transparent way. (f) Call of 1:1 is not normally acceptable for extended periods and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (g) Call of 1:2 is undesirable and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (h) The availability allowance should not be adjusted or used for recognition of any other aspects of an SMO’s job. (i) No SMO should be disadvantaged as a direct result of implementing the formula below. This means that where an availability allowance reduces (as a direct result of implementing the formula below) from the payment presently made as an availability allowance, the difference will be grand-parented as a personal allowance as a percentage of salary for those affected. (Should for any reason the availability allowance increase in the future the personal allowance will be abated in accordance with the formula). (j) The roster frequencies used for the purpose of introducing this formula are based on frequencies as at the date of ratification. Should the frequency of a roster reduce at later date then the agreed formula will apply and grand-parenting will not apply. The agreed formula will be applied to all services across the Xxxxxx Marlborough District Health Board. 1:1......................................................... 14% (1:1 exceptional circumstances, remuneration by individual agreement, staff safety is paramount) 1:2......................................................... 10% (1:2 to be avoided if at all possible) 1:3........................................................... 6% 1:3 week days /1:4 weekends 5.5% 1:4........................................................... 5% 1:5........................................................... 4% 1:6........................................................... 3% 1:7........................................................... 2% 1:8 or less 1%% ASMS Te Whatu Ora SECA, 2023-2024 | Page 57

High Frequency of Disruption. For periods where a 1:2 roster (high frequency of disruption) is required the allowance shall be 17%. This frequency of roster must only be temporary and the employer will take urgent measures to address this. Employees whose duties are exceptionally onerous and who do not qualify for the allowance under sub-Clause sub‐Clause (iii) above may receive a special allowance of up to 5% of their gross taxable salary. On considering applications for this allowance the employer will take into account the advice of the Senior Medical Staff. Applications will not be unreasonably declined. (a) The allowance must be fair to all SMOs and be seen to be fair. (db) The allowance must take into account frequency of call, immediacy of response, immediacy of attendance at work, availability/ level of competence of duty doctors and provision of electronic aids. Greatest weight should be given to frequency of call. (ec) When the circumstances set out above change (for example roster frequency changes through an increase in roster participants) the allowance should change in line with the agreed formula and in a transparent way. (fd) Call of 1:1 is not normally acceptable for extended periods and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (ge) Call of 1:2 is undesirable and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster. (hf) The availability allowance should not be adjusted or used for recognition of any other aspects of an SMO’s job. (ig) No SMO should be disadvantaged as a direct result of implementing the formula below. This means that where an availability allowance reduces (as a direct result of implementing the formula below) from the payment presently made as an availability allowance, the difference will be grand-grand‐ parented as a personal allowance as a percentage of salary for those affected. (Should for any reason the availability allowance increase in the future the personal allowance will be abated in accordance with the formula). (jh) The roster frequencies used for the purpose of introducing this formula are based on frequencies as at the date of ratification. Should the frequency of a roster reduce at later date then the agreed formula will apply and grand-parenting grand‐parenting will not apply. The agreed formula will be applied to all services across the Xxxxxx Marlborough District Health Board. 1:1......................................................... 1:1 ........................................................ 14% (1:1 exceptional circumstances, remuneration by individual agreement, staff safety is paramount) 1:2......................................................... 1:2 ........................................................ 10% (1:2 to be avoided if at all possible) 1:3........................................................... 1:3 .......................................................... 6% 1:3 week days /1:4 weekends 5.5% 1:4........................................................... 1:4 .......................................................... 5% 1:5........................................................... 1:5 .......................................................... 4% 1:6........................................................... 1; 6.......................................................... 3% 1:7........................................................... 1:7 .......................................................... 2% 1:8 or less 1%