Change in roster Clause Samples
A Change in Roster clause defines the process and conditions under which the personnel assigned to a project or service may be substituted or replaced. Typically, this clause outlines the requirements for notifying the other party, obtaining consent, and ensuring that any replacement personnel have equivalent qualifications and experience. Its core practical function is to provide flexibility for the service provider to manage staffing while protecting the client’s interests by ensuring continuity and quality of service.
Change in roster. (i) Seven days’ notice will be given of a change in a roster.
(ii) However, a roster may be altered at any time:
a) by agreement between ▇▇▇▇▇ Street and an Employee, provided there is an electronic or paper record of the agreement, or
b) to enable the service of the organisation to be carried on where another Employee is absent from duty on account of illness, or in an emergency; or
c) where the only change to the roster of a part-time Employee is the mutually agreed addition of extra hours to be worked in such a way that the part-time Employee still has four rostered days off in that fortnight.
Change in roster. Seven days’ notice will be given of a change in a roster.
Change in roster. Proposed changes to rosters that impact on the patter of the roster shall be subject to consultation between Aruma, affected employees and union representatives, as requested, at least 28 days prior to the commencement of the roster in residential settings and 14 days in non-residential settings. Where possible, longer notice should be provided. Sufficient time should be given to allow consultation to occur, including with the union, at a convenient time and to permit consultation with the employees concerned to ensure that any results from the consultation process are implemented in a smooth and harmonious manner. This consultation process shall occur in an indicative timeframe of 14-28 days, depending on the service setting. Consultation regarding change to rosters should occur at a team meeting where possible. A minimum of 2 weeks’ notice in residential settings and 1 weeks’ notice in non- residential settings, where possible, shall be provided to employees and the union, prior to the meeting, in order to consult regarding the proposed changes and enable the union to be present to represent members. As part of the consultative process, employees and the union will be notified of any proposed roster review and provided with:
i. the reasons for the review;
ii. the nature of the proposed change/s; and
iii. information about any other matters that Aruma reasonably believes are likely to affect the employees. Aruma will invite relevant employees to give their views about the impact of the change (including any impact to their family or caring responsibilities). Aruma must give prompt and propers consideration to any matters raised by the employees and/or union about the change and will provide a prompt response to those matters raised. Employees rostered at the workplace but on extended leave or on secondment should be involved in the roster review consultation process. While rosters are subject to review, the permanent hours of an employee will not be reduced without their agreement. If a dispute relating to the roster arises, an Employee or their union representative may initiate the dispute resolution procedure, including seeking the assistance of FWC where necessary.
Change in roster. (a) Emergency cancellation - A roster may be altered at any time to enable the service of the organisation to be carried on where there is a change arising from another employee's absence from duty on account of illness (to them or family), bereavement, ceremonial leave, family and domestic violence leave, in an emergency, or a cancellation of a Client Where any such alteration requires an employee working on a day which would an alternative day off will be taken at an agreed time.
(b) Non-Emergency Client cancellation - Where a Client cancels or changes the rostered home care service for reasons not contemplated in clause 9.3(a), NDNS will endeavour to provide an employee with notice of a change in roster by 5.00 pm the day prior and in such circumstances no payment will be made to the employee.
(c) In either of the above circumstances, in the case of full time and part time employees, NDNS will endeavour to provide the employee with a makeup visit within the following fortnight.
(d) Employees may volunteer to be available in a 24-hour period for a change in roster. When they make themselves available thus, they will be paid a flat rate as per clause 11.2(d) per 24-hours. Where the employee is offered work during that period, they will be guaranteed a minimum of 2 hours paid at the rate appropriate to the hours that they worked.
Change in roster. (a) Emergency cancellation - A roster may be altered at any time to enable the service of the organisation to be carried on where there is a change arising from another employee's absence from duty on account of illness (to them or family), bereavement, ceremonial leave, family and domestic violence leave, in an emergency, or a cancellation of a Client Where any such alteration requires an employee working on a day which would an alternative day off will be taken at an agreed time.
(b) Non-Emergency Client cancellation - Where a Client cancels or changes the rostered home care service for reasons not contemplated in clause 9.3(a), NDNS will endeavour to provide an employee with notice of a change in roster by 5.00 pm the day prior and in such circumstances no payment will be made to the employee.
(c) In either of the above circumstances, in the case of full time and part time employees, NDNS will endeavour to provide the employee with a makeup visit within the following fortnight.
(d) Employees may volunteer to be available in a 24-hour period for a change in roster. When they make themselves available thus, they will be paid a flat rate as per clause 11.2(d) per 24-hours. Where the employee is offered work during that period, they will be guaranteed a minimum of 2 hours paid at the rate appropriate to the hours that they worked.