Working Patterns. 8.1 Working arrangements will comply with relevant Health and Safety legislation, including the European Working Time Directive and its associated UK legislation.
8.2 An important component in the delivery of high quality youth and community services is responding to local community needs. The nature of this work often means that youth and community workers provide services in the evenings, weekends, bank holidays and through residential programmes. This policy set out in paragraphs 9 to 15 describes recommended good practice in the management of youth and community work staff who deliver these services. It offers guidance in relation to flexible working, work planning and time off in lieu (TOIL).
Working Patterns. 2.13.1. The parties reaffirm the need to build on previous improvements in the efficiency and effectiveness of public service delivery. It is recognised that the public service must continue to modernise if it is to continue to meet the expectations and requirements of our complex and diverse society.
2.13.2. It is therefore accepted that work must be organised in a manner that best reflects the needs of service users. It is agreed that there will be meaningful engagement with management on such initiatives.
Working Patterns. 5.3.1 Five-day weekend roster employee means a person whose roster cycle is five days and includes Saturday and/or Sunday.
5.3.2 Six-day roster employee means a person who over the roster cycle is rostered to work on any six days of the week.
5.3.3 Seven-day roster employee means a person who, over the roster cycle is rostered to work on the seven days of the week.
5.3.4 Non-working day means any day on which an employee by virtue of the employee's roster is never rostered to attend for rostered hours of work.
5.3.5 Rostered day off means any day on which an employee, by virtue of the employee's roster, is not rostered to attend for rostered hours of work and does not include non working days.
5.3.6 Rostered overtime means overtime, which forms an integral part of the employee's roster.
5.3.7 Rostered hours mean ordinary hours of work and rostered overtime.
Working Patterns. (1) The pattern by which an employee (other than a shiftworker) works the ordinary hours of work is as agreed between the employee and his or her supervisor or, in the absence of agreement:
(a) for a full-time employee — 8.30 am to 12.30 pm and 1.30 pm to 5 pm; and
(b) for a part-time employee — standard hours.
(2) However:
(a) an employee must be available for reasonable direction to work outside his or her agreed pattern of work; and
(b) an employee must not be required to work more than 10 hours ordinary time on any 1 day; and
(c) an employee must not be required to work more than 5 hours without a break of 30 minutes; and
(d) an employee who works more than 5 hours ordinary time in a day is expected to take a break of 30 minutes.
Working Patterns. 61.1 The pattern of hours which employees will work within the bandwidth is a matter for agreement between managers and staff, subject to the following requirements:
a) an employee may only work a maximum of 10 ordinary hours per day; and
b) employees must not work for more than five consecutive hours without a meal break of at least thirty minutes.
61.2 The major consideration in deciding the pattern of hours is operational requirements. Other considerations include:
a) meeting the requirements of internal and external clients;
b) impact on other employees in the work area; and
c) personal needs (including family responsibilities) of the employee. IP Australia is committed to implementing working arrangements which help to balance employees' work and family needs.
Working Patterns. The incidence of part-time working is higher in Argyll and Bute than across Scotland as a whole (figure 3). Part-time employment is affected by seasonal changes as many of these jobs are tourism-related. There is also a higher than average rate of seasonal employment more generally within the Council area.
Working Patterns. Subject to the opt out, the terms in Appendix 2 will apply to all of the Relevant Employees, including those who have agreed contractual flexible working patterns on or before 01 July 2016, and will accordingly amend the terms of such working patterns. It is agreed that the following principles will be applied when assigning or managing working patterns under the contracted hours 07:45 to 20:00, Monday to Friday, and 08:45 to 17:00 on Saturday:
Working Patterns. 25.1 The pattern by which employees will work within the span of hours (as per Clause 24.1) is a matter for agreement between supervisors and employees. However, an employee will not be required to work more than:
(i) ten hours ordinary time on any day; and
(ii) five consecutive hours without a meal break of at least 30 minutes.
Working Patterns. The employee’s pattern of work is a matter for agreement between supervisors and employees. However, an employee will:
Working Patterns. The council is committed to improve the flexibility of service delivery to meet the needs of the local community and also provide employees with a greater opportunity for ‘Work Life Balance’. Consequently the council acknowledges a variety of working patterns to suit both individual and service needs. See Appendix 6 for the working time arrangements that are available to employees to support this. The standard working week (Monday to Friday) will remain at 35 hours for those within scope of this Agreement which was harmonised on 1st April 2004. The hours that employees work will normally be between the hours of 7:00am and 8:00pm subject to the requirements of the service. Employees may have their starting and ceasing times altered by mutual agreement between the employee and the relevant manager, depending upon the needs of the service. When negotiating individual working hours, the relevant manager should ensure adequate staffing in their areas of responsibility to enable the work to be carried out effectively and efficiently. The manager should also attempt to meet the non-work needs of the employee. Where there is a proposal to change starting or ceasing times for all employees in a section, the relevant manager should consult with the employees concerned or trade union representatives in order to seek agreement about the new arrangements. Implementation arrangements, a trial period and review process should form part of any agreement.
