Common use of Working Arrangements Clause in Contracts

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: • Beyond the full-time equivalent hours for the period in question • On Saturday or Sunday • At night • Sleeping-in duty • Public Holidays • Shift work • In the evening • On free or rest days following recall to work • On standby • On split shifts or split duties • On an irregular hours basis • Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: • Short notice changes to rostered or expected patterns of work • Excessive hours in any particular week • Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 22 who are required to work (a) beyond the full-time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: •  Beyond the full-time equivalent hours for the period in question •  On Saturday or Sunday •  At night •  Sleeping-in duty •  Public Holidays •  Shift work •  In the evening •  On free or rest days following recall to work •  On standby •  On split shifts or split duties •  On an irregular hours basis •  Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: •  Short notice changes to rostered or expected patterns of work •  Excessive hours in any particular week •  Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 28 (NB: point 22 on the new pay spine wef 1 April 2019), who are required to work (a) beyond the full-full- time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-non- standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: • ◆ Beyond the full-time equivalent hours for the period in question • ◆ On Saturday or Sunday • ◆ At night • ◆ Sleeping-in duty • ◆ Public Holidays • ◆ Shift work • ◆ In the evening • ◆ On free or rest days following ◆ Following recall to work • ◆ On standby • ◆ On split shifts or split duties • ◆ On an irregular hours basis • ◆ Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is that will be set out in Part 4.114. iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: • ◆ Short notice changes to rostered or expected patterns of work • ◆ Excessive hours in any particular week • ◆ Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 22 28, who are required to work (a) beyond the full-time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: • Beyond the full-time equivalent hours for the period in question • On Saturday or Sunday • At night • Sleeping-in duty • Public Holidays • Shift work • In the evening • On free or rest days following recall to work • On standby • On split shifts or split duties • On an irregular hours basis • Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: • Short notice changes to rostered or expected patterns of work • Excessive hours in any particular week • Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 22 28, who are required to work (a) beyond the full-time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: • Beyond the full-time equivalent hours for the period in question • On Saturday or Sunday • At night • Sleeping-in duty • Public Holidays • Shift work • In the evening • On free or rest days following recall to work • On standby • On split shifts or split duties • On an irregular hours basis • Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: • Short notice changes to rostered or expected patterns of work • Excessive hours in any particular week • Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 28 (NB: point 22 on the new pay spine wef 1 April 2019), who are required to work (a) beyond the full-full- time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-non- standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: •  Beyond the full-time equivalent hours for the period in question •  On Saturday or Sunday •  At night •  Sleeping-in duty •  Public Holidays •  Shift work •  In the evening •  On free or rest days following recall to work •  On standby •  On split shifts or split duties •  On an irregular hours basis •  Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: •  Short notice changes to rostered or expected patterns of work •  Excessive hours in any particular week •  Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 22 28, who are required to work (a) beyond the full-time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.

Working Arrangements. 2.1 The arrangement of the working week shall be determined by the authority in consultation with the recognised unions with a view to reaching agreement. The working week of individual employees may vary from the standard of 37 hours (36 in London) provided that the individual's average over a predetermined period does not exceed the standard working week over the same period. 2.2 Local pay reviews will consider the issue of premium rates under the existing provisions of Part 3 of the National Agreement. In reaching local agreement concerning premium rates Paras 2.3 to 2.5 will apply. Where no local agreement concerning premium rates is reached Paras 2.6 and 2.7 will apply. 2.3 All employees required to work: •  Beyond the full-time equivalent hours for the period in question •  On Saturday or Sunday •  At night •  Sleeping-in duty •  Public Holidays •  Shift work •  In the evening •  On free or rest days following recall to work •  On standby •  On split shifts or split duties •  On an irregular hours basis •  Managing evening lettings will have the arrangements for remuneration for these working patterns, clearly set out in their contracts of employment. This may be by way of an inclusive rate of pay; locally agreed premium payments, or, by such other method as shall be agreed by the local parties. 2.4 The pattern of any revised working arrangements and remuneration adopted by an authority should be clearly related to the continuous improvement of council services. In determining any new working arrangements required to deliver improvements authorities will: i. Seek to meet employees' work-life balance needs and agree new arrangements that reflect the Joint Guidance at Part 4.5. ii. Conduct an Equality Impact Assessment consistent with the NJC model is set out in Part 4.11 iii. Ensure that part-time workers receive equal treatment in line with the provisions of Part 2, Para 8. iv. Ensure that arrangements are consistent with Equal Pay legislation. 2.5 In seeking to ensure work-life balance and the needs of the service, working time arrangements should avoid: •  Short notice changes to rostered or expected patterns of work •  Excessive hours in any particular week •  Unnecessarily long roster periods 2.6 Employees, in receipt of basic pay at or below point 22 28, who are required to work (a) beyond the full-time equivalent hours for the week in question or (b) on Saturday or Sunday or (c) at night or (d) on public holidays or (e) sleeping in duty or (f) other non-non- standard working arrangements are entitled to compensation as set out in sub-paragraphs (a) to (f) below. As an alternative, an inclusive rate of pay to recognise these requirements may be negotiated locally in accordance with the arrangements for modifying Part 3 provisions.