Working Patterns Clause Samples

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. The pattern of hours by which employees meet their ordinary hours of duty is a matter for agreement and documentation between the manager and employee subject to operational requirements. In reaching this agreement, employees may wish to consider the Working Hours (includes Flex-time, Overtime and Time Off in Lieu) policy available on the intranet. APS classified employees are to record flex-time as a minute-for-minute account for working time. The utilisation of flex-time, is to be undertaken and agreed in the context of Part D of this agreement. The maximum flex credit carry-over is 15 hours and the maximum flex debit carry-over is 10 hours per settlement period unless an alternative working arrangement is agreed by all parties. Executive Level arrangements are based on outcomes rather than minute for minute accountability. Where an Executive Level employee has worked more than their ordinary hours of duty, they may be provided with additional time off in recognition of their contribution, including whole days. Please refer to the Working Hours (includes Flex-time, Overtime and Time Off in Lieu) policy for more information. The ordinary hours of work for flex time calculations are 7 hours 30 minutes per day. A total of 37 hours 30 minutes per week or 75 hours per two [2] week settlement period must be worked within the bandwidth. During the week, days where employees are not actually at work (for example, public holidays, periods of approved leave, excluding flex time), employees will record 7 hours 30 minutes a day on their flex sheet for the purposes of calculating hours worked within a settlement period. Nothing in this provision prevents the Agency Head from reverting an employee to standard hours of work where an employee fails to maintain a satisfactory pattern of attendance, as per clause 28.

Working Patterns. (4) Working patterns will be linked to organisational objectives and reflect the Operational Requirements of the team, position or role. (5) The AFP teams, positions or roles identified as an Operations working pattern or a Rostered Operations working pattern on Commencement of this Agreement are set out in Determination No.5 of 2017. (6) All positions or roles that are clerical and administrative (including but not limited to project officers, policy officers and administrative assistants) within teams included in Determination No.5 of 2017, will be assigned to a Support working pattern. (7) The Commissioner may vary the working pattern assigned to a team, position or role at any time. (8) In determining a variation to a working pattern of a team, position or role, the Commissioner may have regard to, but is not limited by the following: (a) the working pattern requested by the business area; (b) the requirements of the role, position or team to meet operational outcomes; and (c) any request to be assigned to a particular working pattern must be supported by a business case addressing: (i) any operational gap, underpinned by quantitative data collected over the previous six month period; (ii) evidence of the financial viability of the requested working pattern; and (iii) the operational risk of approving or not approving the request. (9) Where the Commissioner varies the working pattern of a team, position or role they will do so in writing. (10) Where the Commissioner determines to assign a different working pattern to a team, position or role, the affected Employee will be consulted with in accordance with the consultation provisions of this Agreement. (11) Sub-section 26(10) above does not apply in the case of an Employee being assigned to another team, position or role that is already assigned a different working pattern. (12) The Support Working Pattern is assigned to all new teams, roles and positions in the AFP unless the Commissioner has determined that a different working pattern is required.

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 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. The employee’s pattern of work is a matter for agreement between supervisors and employees. However, an employee will:

Working Patterns. 19.1 Supervisor and staff member to agree work patterns – the pattern by which staff will perform the hours of work specified in clause 17 is a matter for local agreement between the supervisor and the staff member. However, an employee will not be required to work more than: (i) ten hours ordinary time on any one day; or (ii) more than five consecutive hours without a meal break of at least 30 minutes.  Flexible work arrangements for parents W O R K I N G P A T T E R N S  Supervisor and staff member to agree work patterns