Rostering of OSA positions. General Provisions (a) Rostering of OSA positions must comply with the following: (i) The rostering arrangements of employees are in accordance with the criteria for payment of the OSA as prescribed in clause 40 of this Agreement; (ii) Each employee is to be rostered off at least one full weekend in each 28 day roster: one full weekend will mean a Saturday and a Sunday together; (iii) Each employee will not be rostered to work more than 56 weekend days, accounted as 448 weekend hours, in an equity year; (iv) Each employee will not be rostered to work more than 7 public holidays in an equity year; (v) Unless justifiable (as defined), employees will not be rostered to work more than 4 weekends in a row across adjoining rosters. Any employee required to work more than 4 weekends in a row across adjoining rosters, for whatever reason, will be paid at overtime rates for each additional weekend shift worked; (vi) At the request of the employee, the relevant OIC/Manager may agree that more than 4 weekends in a row across adjoining rosters can be worked to accommodate the employee’s personal circumstances. Where such agreement is reached, it shall be recorded in writing and placed on the employee’s personnel file, and the employee and OIC/Manager will consider the occupational health and safety and fatigue management impacts of the request and subclause (v) herein will not apply. (b) There will be equity in rostering of OSA positions. Equity of shifts across all OSA positions in Districts where District Rostering is practiced will apply. (c) Weekend hours are those ordinary hours performed on Saturday and Sunday shifts. Clause 15.5 of the Award outlines provisions relating to weekend shifts. A Saturday shift is one which commences on a Saturday and a Sunday shift is one which commences on a Sunday. (d) Where it is absolutely necessary that an employee is rostered more than 448 weekend hours in a year, any weekend hours worked in excess of such hours will be worked as overtime. (e) Rostering arrangements will exclude the possibility of working in excess of three weekends in a 28-day roster. Where it is absolutely necessary that an employee work in excess of these rostered hours, this is to be worked as overtime. (f) Where an employee does not work a shift because of sick leave on a weekend day, then this shift is not counted as a weekend day worked for the purposes of the limits prescribed in provisions (a)(iii) and (d) above. (i) Provided that, in the case of part shifts worked, such hours worked are to be deducted from the weekend limits as applicable. (ii) It should be noted that employees in these circumstances are still entitled to 1 weekend off in a 28-day roster. (iii) Employees on short term absences from weekend shifts are required to provide a medical certificate to cover each absence in order to receive the Operational Shift Allowance. Employees who are absent from, or complete less than 4 hours of the rostered weekend shift and do not produce a medical certificate to cover the absence, will have their salary reduced by 2/19ths of their fortnightly OSA payment for each absence. Provided that any such absences for which a medical certificate is not produced will count towards the six working days allowed in any one year as prescribed at clause 21.1(b)(iii) of the Award. Officers who complete 4 hours or more of the rostered weekend shift, but do not complete the shift, will not have their salary reduced as outlined above. (g) In those cases where an employee is absent for a part or parts of the year, but during this time is in receipt of the OSA, the pro rata arrangements referred to in provision (h) below will not apply. (i) In such cases, employees will not have to 'catch up' weekends to the 56-day maximum or to the same number as those other employees on the same roster, just for the sake of it. Equity in rostering must apply. However, these employees may be required to work their weekend days, up to 56, i.e. working their fair share of weekend days, if at stations where other employees have used up their 56 weekend days. (ii) The constraints on an employee being rostered no more than 56 weekend days in a 12 month period and having at least one full weekend off in every 28 day roster will apply. (iii) The pro rata arrangements referred to in provision (h) below will apply to officers who, during the year, are promoted or transferred from a non-OSA position to an OSA position. (h) Pro rata arrangements will apply where an employee is absent for a part of the year and during this absence is not in receipt of the OSA (e.g. on long service leave or in a non-OSA position). (i) A public holiday shift is one which commences on a public holiday. Employees in receipt of the OSA will not be rostered to work more than 7 public holidays in an equity year. Provided that, pursuant to this Agreement, where it is absolutely necessary to work additional public holidays to the number specified above, these days are to be worked within ordinary rostered hours. These days will be paid at the rate of double time. (j) (i) Prior to 1 July 2020, if there is a public holiday on which the Service does not require the employee to work, the Service will grant the employee a day off on the public holiday. Such day off will be referred to on the roster as a “public holiday off”. Such public holiday does not count as one of the 7 public holidays that may be rostered in an equity year in accordance with cluse 24(7)(a)(iv) of this Agreement.
Appears in 2 contracts
Samples: Queensland Police Service Certified Agreement 2019, Queensland Police Service Certified Agreement 2019
Rostering of OSA positions. General Provisions
(a) Rostering of OSA positions must comply with the following:
(i) The rostering arrangements of employees are in accordance with the criteria for payment of the OSA as prescribed in clause 40 of this Agreement;
(ii) Each employee is to be rostered off at least one full weekend in each 28 day roster: one full weekend will mean a Saturday and a Sunday together;
(iii) Each employee will not be rostered to work more than 56 weekend days, accounted as 448 weekend hours, in an equity year;
(iv) Each employee will not be rostered to work more than 7 public holidays in an equity year;
(v) Unless justifiable (as defined), employees will not be rostered to work more than 4 weekends in a row across adjoining rosters. Any employee required to work more than 4 weekends in a row across adjoining rosters, for whatever reason, will be paid at overtime rates for each additional weekend shift worked;
(vi) At the request of the employee, the relevant OIC/Manager may agree that more than 4 weekends in a row across adjoining rosters can be worked to accommodate the employee’s personal circumstances. Where such agreement is reached, it shall be recorded in writing and placed on the employee’s personnel file, and the employee and OIC/Manager will consider the occupational health and safety and fatigue management impacts of the request and subclause (v) herein will not apply.
(b) There will be equity in rostering of OSA positions. Equity of shifts across all OSA positions in Districts where District Rostering is practiced will apply.
(c) Weekend hours are those ordinary hours performed on Saturday and Sunday shifts. Clause 15.5 of the Award outlines provisions relating to weekend shifts. A Saturday shift is one which commences on a Saturday and a Sunday shift is one which commences on a Sunday.
(d) Where it is absolutely necessary that an employee is rostered more than 448 weekend hours in a year, any weekend hours worked in excess of such hours will be worked as overtime.
(e) Rostering arrangements will exclude the possibility of working in excess of three weekends in a 28-day roster. Where it is absolutely necessary that an employee work in excess of these rostered hours, this is to be worked as overtime.
(f) Where an employee does not work a shift because of sick leave on a weekend day, then this shift is not counted as a weekend day worked for the purposes of the limits prescribed in provisions (a)(iii) and (d) above.
(i) Provided that, in the case of part shifts worked, such hours worked are to be deducted from the weekend limits as applicable.
(ii) It should be noted that employees in these circumstances are still entitled to 1 weekend off in a 28-day roster.
(iii) Employees on short term absences from weekend shifts are required to provide a medical certificate to cover each absence in order to receive the Operational Shift Allowance. Employees who are absent from, or complete less than 4 hours of the rostered weekend shift and do not produce a medical certificate to cover the absence, will have their salary reduced by 2/19ths of their fortnightly OSA payment for each absence. Provided that any such absences for which a medical certificate is not produced will count towards the six working days allowed in any one year as prescribed at clause 21.1(b)(iii) of the Award. Officers who complete 4 hours or more of the rostered weekend shift, but do not complete the shift, will not have their salary reduced as outlined above.
(g) In those cases where an employee is absent for a part or parts of the year, but during this time is in receipt of the OSA, the pro rata arrangements referred to in provision (h) below will not apply.
(i) In such cases, employees will not have to 'catch up' weekends to the 56-day maximum or to the same number as those other employees on the same roster, just for the sake of it. Equity in rostering must apply. However, these employees may be required to work their weekend days, up to 56, i.e. working their fair share of weekend days, if at stations where other employees have used up their 56 weekend days.
(ii) The constraints on an employee being rostered no more than 56 weekend days in a 12 month period and having at least one full weekend off in every 28 day roster will apply.
(iii) The pro rata arrangements referred to in provision (h) below will apply to officers who, during the year, are promoted or transferred from a non-OSA position to an OSA position.
(h) Pro rata arrangements will apply where an employee is absent for a part of the year and during this absence is not in receipt of the OSA (e.g. on long service leave or in a non-OSA position).
(i) A public holiday shift is one which commences on a public holiday. Employees in receipt of the OSA will not be rostered to work more than 7 public holidays in an equity year. Provided that, pursuant to this Agreement, where it is absolutely necessary to work additional public holidays to the number specified above, these days are to be worked within ordinary rostered hours. These days will be paid at the rate of double time.
(j) (i) Prior to 1 July 2020, if If there is a public holiday on which the Service does not require the employee to work, the Service will grant the employee a day off on the public holiday. Such day off will be referred to on the roster as a “public holiday off”. Such public holiday does not count as one of the 7 public holidays that may be rostered in an equity year in accordance with cluse clause 24(7)(a)(iv) of this Agreement.
(k) The rostering of non-commissioned officers on a PDO or a rest day on a public holiday is not allowed. On a public holiday, an officer will either be rostered to work or be granted a day off on the public holiday as per subclause (l) above. Rest days will be rostered on other days within the fortnight. See clause 52 for further provisions relating to public holidays.
(l) An officer making application for annual leave over a period that includes a public holiday/s is required to include such public holiday/s (other than Easter Saturday, Labour Day and the local 'Show Day') in the period of annual leave and will be debited for such leave on such public holiday/s.
(m) A public holiday occurring during any leave will not count as one of the 7 public holidays that may be rostered in an equity year in accordance with clause 24(7)(a)(iv), with the exceptions, on annual leave only, of Easter Saturday, Labour Day and the local 'Show Day' as specified in clause 24.1(b), (c) and (d) of the Award.
(n) Where an employee is absent on sick leave on a public holiday where rostered to work and a medical certificate is provided, this shift will count as one of the 7 public holidays that may be rostered in an equity year in accordance with clause 24(7)(a)(iv).
(o) At the discretion of the relevant Assistant Commissioner, OSA positions may be rostered within and/or across Districts (District Rostering) to maximise resource deployment and flexibility provided that:
(i) where practicable, employees rostered to work at a location (other than their appointed division) within and/or across Districts should be notified of the change to the work location 7 days prior to the commencement of the roster period. This change of roster location should be for no longer than 2 consecutive roster periods unless otherwise mutually agreed.
(ii) an employee; • rostered to work in a location (other than their appointed division) that requires travel in excess of 40 kilometres from their current residence; or • the total travelling time each way is more than 30 minutes in addition to the time (excluding exceptional and unexpected delays) the employee would normally travel to and from the employee's residence and usual station; will be entitled to travel time in accordance with clause 82 of this Agreement and cost of conveyance prescribed at clause 27 of this Agreement and clause 13.4 of the Queensland Police Service Employees Award – State 2016.
(iii) an employee referred to in subclause (7)(o)(ii) above will not be required to work at a location that requires travel in excess of 40 kilometres from their current residence for more than one roster period every 6 months unless mutually agreed between the employee and the District Officer.
(iv) the parties agree that the rostering of individual employees to a location other than their appointed division will not occur or be used as a disciplinary sanction. However, the service may roster an employee to a location other than their appointed division as a risk mitigation strategy with regard to the Commissioners responsibilities pursuant to section
Appears in 2 contracts
Samples: Queensland Police Service Certified Agreement 2019, Queensland Police Service Certified Agreement 2019
