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. NOTE: For the purpose of clarification clause 13.4.4 and 13.4.5 shall also apply.
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 NZRDA provided that in considering such an extension priority shall be given to the adequacy of sleep and rest available to the Employee(s) concerned. Agreement to such extensions shall not be unreasonably withheld.
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
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.
