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Limits on hours Sample Clauses

Limits on hours. Preamble: The parties acknowledge that how work is organised within the service is important to (a) Ensuring that RMOs can safely deliver high quality health care to patients and communities as part of a medical and broader clinical team; (b) Managing the personal and professional risks to the RMO from fatigue, and maintaining the RMO’s well-being; (c) Ensuring necessary training opportunities to facilitate the RMO to progress into or through their vocational training within the generally accepted timeframes. Services should be organised to ensure the most appropriate balance of these drivers. Services and RMOs are to demonstrate a clear and obvious commitment to well-being interventions reflective of service and training needs. The parties acknowledge that the various vocational colleges or regulatory bodies (such as the Medical Council of New Zealand) may from time-to-time issue advice or guidelines on the expectation of working hours of trainees to ensure the safe and effective training of RMOs and may make specific or general recommendations as part of their accreditation processes of individual DHB training programmes. Further, the parties acknowledge the role of the Colleges as the appropriate professional authority on the issues of safe and effective medical training and care and commit to working towards meeting such advice, guidelines or recommendations as a matter of priority. 17.1 Weekly on duty hours limits (services other than EDs and ICUs) 17.1.1 The parties will work collaboratively to create rosters with a maximum average of 60 rostered hours per week averaged over a 4-week period. 17.1.2 Individual RMOs should not be rostered to work more than 72 hours in any consecutive seven days. 17.1.3 Where the requirement of 17.1.2 is not met, and the RMO is rostered on duty in excess of 72 hours in any seven-day period, then they shall receive a payment of $550 for that period. 17.1.4 Where the RMO is required to work in excess of 140 hours in a period of 14 consecutive days, then they shall receive a payment of $1,000. For the purpose of this clause “required” means required by the demands of the service and, for clarity, includes unrostered time on duty. 17.1.5 To be eligible for the payments under 17.1.3 or 17. 1.4 the RMO shall notify the appropriate manager to allow alternative arrangements to be made, when it comes to the RMO’s attention that they may break this limit. The payment of the penalty under
Limits on hours. 13.1 The parties have a commitment to work back to a maximum of 60 hours per week. RMOs shall not be required to work more than 72 hours in any consecutive seven days nor more than 16 hours in any day. 13.2 The following rostering requirements shall apply for all Emergency Departments (EDs) and Intensive Care Units (ICUs).
Limits on hours. Preamble: The parties acknowledge that how work is organised within the service is important to (a) Ensuring that RMOs can safely deliver high quality health care to patients and communities as part of a medical and broader clinical team; (b) Managing the personal and professional risks to the RMO from fatigue, and maintaining the RMO’s work-life balance; (c) Ensuring necessary training opportunities to facilitate the RMO to progress into or through their vocational training within the generally accepted timeframes. Services should be organised to ensure the most appropriate balance of these drivers. The parties acknowledge that the various vocational colleges or regulatory bodies (such as the Medical Council of New Zealand) may from time to time issue advice or guidelines on the expectation of working hours of trainees to ensure the safe and effective training of RMOs and may make specific or general recommendations as part of their accreditation processes of individual DHB training programmes. Further, the parties acknowledge the role of the Colleges as the appropriate professional authority on the issues of safe and effective medical training and care and commit to working towards meeting such advice, guidelines or recommendations as a matter of priority. 17.1 Weekly on duty hours limits (services other than EDs and ICUs) 17.1.1 The parties will work collaboratively to create rosters with a maximum average of 60 rostered hours per week averaged over a 4 week period. 17.1.2 Individual RMOs should not be rostered to work more than 72 hours in any consecutive seven days. 17.1.3 Where the requirement of 17.1.2 is not met, and the RMO is rostered on duty in excess of 72 hours in any seven day period, then they shall receive a payment of $550 for that period providing that. 17.1.4 Where the RMO is required to work in excess of 144 hours in a period of 14 consecutive days, then they shall receive a payment of $1,000. For the purpose of this clause “required” means required by the demands of the service and, for clarity, includes unrostered time on duty. Again, to be eligible for this payment they shall notify the appropriate manager to allow alternative arrangements to be made, when it comes to the RMOs’ attention that s/he may break this limit. 17.2 Daily On-Duty Hours Limits (Services other than EDs and ICUs)
Limits on hours. 13.1 The parties have a commitment to work back to a maximum of 60 hours per week. RMOs shall not be required to work more than 72 hours in any consecutive seven days nor more than 16 hours in any day. 13.2 RMOs employed whole-time in accident and emergency departments - 13.2.1 The average on duty hours for an RMO so employed shall not exceed 50 per week over a four week period and in any one week the on-duty hours shall not exceed 60. 13.2.2 No RMO so employed shall be rostered for a continuous period exceeding 10 hours inclusive of meal breaks. 13.2.3 An RMO so employed shall receive a minimum break of nine consecutive hours between periods on duty. 13.3 Unless agreed to the contrary, employees working in ED or ICU shall not have more than 30% of their duties allocated as night shifts. 13.4 Employees in other services 13.4.1 Where an employee is rostered on duty in excess of 72 hours in any seven day period then a penalty payment of $550 shall apply for that period. Where an employee is required to work in excess of 144 hours in a period of 14 consecutive days the employer shall pay a penalty of $1,000.00 to the employee. Any penalty shall apply only once in respect of any particular 7 day period. To be eligible for this penalty where it comes to the attention of the RMO concerned that they may break this limit they shall notify the appropriate manager to allow alternative arrangements to be made. For the purpose of this clause, “required” means required by the demands of the service. 13.4.2 A period on duty shall not exceed 16 consecutive hours. 13.4.3 If requested by the employing District Health Board, a combined period of “on call” and “on duty” may exceed 16 consecutive hours by agreement between the employing District Health Board and the affected RMOs through the change management process at Part B of Schedule Nine Agreement to such extensions shall not be unreasonably withheld. 13.4.4 Periods of normal rostered work shall be continuous and shall not be less than eight hours unless agreed with affected RMOs through the change management process at Part B of Schedule Nine. 13.4.5 Except to meet changes in roster cycles or with the prior agreement of the employing District Health Board and NZRDA only one period of normal rostered duty shall be worked in any one day. 13.4.6 A minimum break of eight consecutive hours off duty shall be provided between any two periods of normal rostered duty. 13.4.7 As a minimum provision, a minimum break comprising th...
Limits on hours. Promoting better Rosters. This paragraph in the SECA outlines that the clauses in our collective should be used to develop rosters that are best-fit for RMOs and services – rather than rostering to the maximum allowed under the collective as a default. Do not have this specific wording. Many of the clauses under the limits on hours section are similar for both unions (10/4 Rosters withstanding). Xxxxxx XXXXX NZRDA Often Districts state the STONZ members must work to the maximum in the collective – this paragraph clarifies our position. Bullying G Harassment Clarifying Te Whatu Ora’s statutory requirements and responsibilities under law. Also clarifies expectations around the principles that bullying, and harassment is not condoned by anyone. Clause 39.0 of NZRDA SECA HO $60 $90 SHO $75 $115 Registrar $85 $130 Senior Registrar $120 $180 The following clauses are now the same as the STONZ SECA. Parental Leave STONZ Clause 28.0 NZRDA Clause 23.0 Total of 26 weeks parental leave (6 months service) or 52 weeks (12 months service). Extended unpaid leave can be shared between primary and non-primary caregivers. Paid parental leave representing full salary top-up for primary caregiver for 14 weeks. Paid partners leave for 2 weeks for non-primary caregiver and 2 weeks unpaid.
Limits on hours. (a) As acknowledgement of known fatigue considerations and to ensure minimum fatigue requirements, there shall be identified shift limits and intervals between shifts in accordance with the relevant state appendices to this Agreement. (b) Train Crew configuration rostered shift lengths will be as follows; 1 x Xxxxx 0 or above Employee with Route Competency and, 1 x Xxxxx 0 or above Employee undergoing Route Tuition 12 hours 1 x Xxxxx 0 or above Employee with Route Competency and, 1 x Level 2 Employee undergoing tuition/ or mentoring 9 hours

Related to Limits on hours

  • Minimum Hours All employees shall be paid their regular hourly rate for each hour worked except where employed for less than four (4) consecutive hours per day, in which event they shall receive a minimum of four (4) hours pay. An employee who is called for work and upon reporting finds that his or her services are not required shall receive two (2) hours pay.

  • Shift Hours All shifts assigned by the Employer must conform with the following guidelines: (a) Four (4) hour shifts will be the minimum shift permitted in any one (1) day. (b) Shifts of 4, 6 or 8 hours may be assigned, subject to the provisions of Article 9.05.

  • Overtime Hours Except as otherwise provided in this section, all hours worked in excess of the established work day, before or after an employee's regular scheduled shift, or on any regularly scheduled day off, shall be considered overtime. All paid vacation time, paid holidays, paid sick leave, compensatory time off, and paid leaves of absence shall be considered as "time worked" for purposes of this Article. Part-time employees whose established work day is less than eight (8) hours shall not be considered to be working overtime until having completed eight (8) hours of work.

  • Support Hours Subscription to support is optional and detailed in the Statement of Works and Order Form. If you subscribe to support Email support will be provided primarily by the bookinglab support team via the bookinglab Online Support Platform. bookinglab will provide support according to the table below: Priority Level Time Description All levels Monday to Friday (excluding public holidays in the UK) 9:00am to 5:00pm (GMT) Email support will be provided by bookinglab Customer Support Helpdesk, for all Priority Levels.

  • Summer Hours It is agreed by both parties that the following hours of work and working conditions shall apply to Field employees working outside of the reporting location as per Clause 11.02

  • Extra Hours For the purpose of Clause 20.13, extra hours means any hours available to be worked in excess of an employee’s regular schedule. The Corporation shall determine the extra hours it requires in each circumstance, and offer such hours to employees working in that Post Office in accordance with the provisions of this Clause. (a) On each occasion that extra hours are to be worked, opportunities to work the extra hours are to be offered to employees who notify the Postmaster beforehand of their availability, on the basis of the first opportunity to the employee who works the greatest number of regularly scheduled hours per week, last opportunity to the employee who works the least number of regularly scheduled hours per week. (b) Where two (2) or more employees are working the same number of hours per week, the opportunity shall be first offered to the employee with the longest continuous employment in that Post Office save that an employee who was formerly full-time and whose hours were reduced in accordance with Clause 12.05(a)(i) shall have priority. (i) In the application of this Clause, it is understood that a Part-Time Assistant shall be granted an opportunity to work extra hours provided that the extra hours do not conflict with her regular schedule, and provided she does not work more than eight (8) hours per day, or forty (40) hours per week. (ii) Subject to Clause 20.13(c)(i) the Part-Time Assistant who is granted the first opportunity to work extra hours should, while the opportunity lasts, end up working a total number of hours that is not less than the total number of hours worked by the Part-Time Assistant who accepts the second opportunity, and so on for each subsequent opportunity granted. (d) Where all the extra hours to be worked cannot be covered by application of the principle expressed in (a), employees may be assigned to work the extra hours that cannot be covered, and/or those hours may be covered by other means. (e) Application of this Clause entails no obligation on the part of the Corporation for equal distribution of extra hours.

  • Hours For the purposes of an unpaid 7.5-hour shift, the deduction from pay shall equate to 9.375 hours. (f) Tour Exchange

  • Engineer Payment of Subproviders No later than ten (10) days after receiving payment from the State, the Engineer shall pay all subproviders for work performed under a subcontract authorized hereunder. The State may withhold all payments that have or may become due if the Engineer fails to comply with the ten-day payment requirement. The State may also suspend the work under this contract or any work authorization until subproviders are paid. This requirement also applies to all lower tier subproviders, and this provision must be incorporated into all subcontracts.

  • Minimum Customer Support Requirements for TIPS Sales Vendor shall provide timely and commercially reasonable support for TIPS Sales or as agreed to in the applicable Supplemental Agreement.

  • Duty Hours ‌ The following limits on requirements to undertake duty apply for full-time kaimahi (see clause 2.4.1 for part time kaimahi).