AGREEMENT FOR EXTENDED SHIFT ARRANGEMENTS FOR TECHNICAL STAFF
Version:
At then end of the document is the notation: Source - Human Resources, Headquarters - May 1993
Scanned Copy - may contain errors.
PDF Copy of Agreement
A. SCOPE
B. OPERATIONAL PRINCIPLES
C. CONDITIONS OF SERVICE
1. Shift Duration
2. Shift Cycles/Rosters
3. Penalty Payments
4. Overtime
5. Emergency Duty
6. Meal Breaks
7. Annual Recreation Leave
8. Sick Leave
9. Special Leave
10. Bereavement Leave
11. Other Leave
12. Long Service Leave
13. Higher Duties
14. Staffing
15. OHS
16. Review Process
AGREEMENT FOR EXTENDED SHIFT ARRANGEMENTS FOR TECHNICAL STAFF
1. This agreement applies to the introduction of extended shift arrangements for technical staff employed in mail processing facilities (commonly known as 12 hour shifts).
2. The agreement:is between the Australian Postal Corporation and the Communication Workers' Union (Telecommunications and Services Division).
3. The agreement:shall operate for 2 years from the time it is agreed to by both parties.
4. During the period of the agreement any disputes or problems over the application or interpretation of the agreement shall be resolved in accordance with the dispute settling procedure outlined in the 1992 Enterprise Agreement between the parties to this agreement.
1. This agreement only applies to Technical Staff located at Mail Processing Facilities. The introduction of extended shifts will not be automatic and will be subject to consultation and agreement with staff, the staff organisation and Australia Post.
2. The introduction of these extended shifts will be on a centre by centre basis and must not adversely affect the viability and operations of the Mail Processing Facility.
3. The introduction of extended shifts shall not result in an increase in either staff numbers or costs.
1.1 The ordinary hours of duty shall be 36 3/4 per week or an average of 36-3/4 per week over a cycle of shifts.
1.2 The daily hours of duty will be a minimum of 10 hours and may be up to 12 hours 15 minutes including meal breaks.
1.3 Shift times will be subject to consultation between the parties, must take into consideration operational requirements and will be subject to regular review.
1.4 The actual hours and minutes worked may vary at different mail processing facilities to suit local requirements.
1.5 Shift lengths may be varied to better cover operational needs and staff social needs.
2.1 Roster are to cater for operational requirements and are to be determined by consultation between local management, staff and the relevant staff organisation, and, where deemed necessary, with an input from an agreed OHS Adviser. ( See Section 15 )
2.2 The cycle of .shifts is to be agreed between parties subject to the following conditions:-
(1) As a general principle no more than three consecutive day shifts should be rostered, but in any event no more than four will be worked.
(2) As a general principle no more than two consecutive night shifts should be rostered, but in any event no more than three will be worked.
(3) Working additional shifts beyond those rostered will be voluntary.
2.3 Consecutive night and day shifts are not to be rostered or performed.
2.4 Alterations to rosters may be implemented following consultation between the parties concerned and/ where deemed necessary, by an agreed OHS Adviser.
2.5 Roster swaps should be avoided. Where required they will be subject to the approval of the Officer-In-Charge. All parties must ensure that adequate between-shift breaks are provided and fundamental. Extended Shift Roster Principles are applied.
2.6 Staff called in for non-rostered duty, eg Change of Shift (personnel, Policy and Procedures - Clause 18.12.13), should be 10 hours clear of duty on either side off the shift.
2.7 Staff may rest (for a reasonable period) at the mail processing facility at the completion of an extended shift if they do not feel competent to make an immediate departure for home.
3.1 Shift duty penalty payments shall be in accordance with Clause 15 of. the Australia Post General Conditions of Employment Award 1989.
3.2 Pursuant to Clause 11 (j) of the Australia Post General Conditions of Employment Award 1989, where an officer is not able to be released for a days leave the employee shall be paid, in its stead, one day's pay at the ordinary rate.
4.1 Overtime is not to be performed where it will fall within period of 12 hours either side of a normal day or night shift, except in emergency situations when immediate relief is unavailable. In such situations overtime shall be restricted to a maximum of 2 hours and is to be continuous with the normal shift.
5.1 Emergency Duty rates, in accordance with Clause 16 of the Australia Post General Conditions of Employment Award 989, shall be paid where staff were not informed of the requirement whilst on duty.
5.2 Emergency duty shall not apply to staff whose duty for the day is varied by alteration of the commencement of the scheduled shift to meet an emergency.
6.1 The type of meal break, ie paid or unpaid, shall be agreed between State / local management, staff and the staff organisation.
6.2 Provided that no employee is required to work for a continuous period of more than five hours without a meal break, the time of taking the meal breaks shall be agreed between the parties.
6.3 Staff shall remain, on-site and be available for duty during paid meal breaks.
7.1 Accrual of Annual Recreation Leave will be based on four weeks at 36 3/4 hours per week.
7.2 For the purposes of additional Recreation Leave provided by Clause
23 of the Australia Post General Conditions of Employment
Award 1989, the working of two 12 Hour Shifts, for example, shall be deemed to be the equivalent of working three ordinary shifts of 7 hours 21 minutes duration.
7.3 Additional recreation leave for 7 day shift workers provided by Clause 23 of the Australia Post
General Conditions Award 1989 shall not exceed 36 hours 45 minutes.
8.1 Sick Leave accrual will be based on 73 hours 30 minutes full and 73 hours 30 minutes half pay per annum.
8.2 The number of hours allowed without the production of a medical certificate in any Sick Leave year. is to be regard d. as 36 3/4 hours. .
8.3 Three consecutive days Sick Leave for the purposes of the meaning of Clause 14.12.9 (ii) of Australia Post's Personnel Policies and Procedures Manual shall be read as 24 ours 30 minutes in consecutive shifts.
8.4 Sick Leave will be denoted in hours and minutes.
8.5 Sick Leave on a Public Holiday where an employee is rostered on duty will result in no debit from the employee's leave credits and no payment of penalty rates or payment in lieu for the shift not worked.
9.1 Special Leave entitlements are to read as 3 shifts.
10.1 Leave entitlements under Clause 27 of the Australia Post General Conditions of Employment Award 1989 are to be read as 3 shifts.
11.1 For all other leave entitlements, an extended shift will be regarded in hours and minutes.
12.1 All details and entitlements relating to Long Service Leave will remain unaltered, ie accrual will be at the rate of 3/10 calendar month for each completed year of service.
13.1 Performance in another position for one shift will, subject to normal higher duties principles, accrue. that amount of time (eg - a shift of 11 hours 45 minutes would count for 1 day 4 hours 24 minutes based on a 7 hour 21 minute day) towards a higher duties increment.
13.2 A higher duties increment will accrue after 261 days, based on a 7 hour 21 minute day, in any two year period.
13.3 Leave which affects higher duty service will do so at the equivalent rate of one shift per absence, except for part shift absences.
14.1 The introduction of extended shifts shall not result in an increase in staff numbers.
14.2 Staffing arrangements for extended shifts shall be the subject of consultation and agreement between staff and management on a facility basis.
15. OCCUPATIONAL HEALTH AND SAFETY
15.1 To identify and control safety and health hazards associated with extended shift rosters and to facilitate Compliance with the OHS (Commonwealth Employment) Act, 1991, the impact of proposed rosters on staff health and safety is to be determined during the development of the rosters. The assistance of a mutually agreed OHS Adviser is to be sought to determine this impact and, if necessary, to advise on alternative rosters.
15.2 Consultation between management, unions and staff on the development and implementation of extended shift rosters is to be in accordance with the Australia Post OHS Agreement.
15.3 Extended shift operations within any mail processing facility will be subject to review involving technical staff, Health and Safety Representatives, management and the facility's OHS Committee.
16.1 If adverse indicators in performance or staff health and safety become evident to either management or staff, the roster is to be revised or discontinued after appropriate joint consultation.
16.2 Where there are other significant changes in circumstances which may warrant either party withdrawing from extended shift operations the conditions applying prior to the introduction of the extended shift operation will apply.
17.1 Staff undergoing training will be required to observe the working arrangements applying at the training venue.
17.2 In most cases staff will be aware of their requirement to attend a training course well in advance and, if possible, any entitlements to accumulated time off should be utilised before commencing the training course. Where it is not possible to avail of the entitlement beforehand, the credit should be availed of as soon as possible on return from the training course. Alternatively, staff with a credit in working hours have the choice of taking payment for that time in credit. Such payment will be at the normal rate of pay.
17.3 Where a debit has been incurred as a result of a staff member's attendance at a training course, either in the week prior or the week following, there will be no requirement to make up the time shortfall: Provided that there is no change in the roster prior to commencing the training course.
18.1 Relief staff will receive at least 7 days notice (except in the case of illness of an employee) when required to provide relief. for staff working extended shifts. Relief staff, who are not normally required to work extended shifts, Will regard the extended hours as ordinary duty and not as overtime.
18.2 Relief staff who build up an excess of hours may
(1) be given time off in lieu at the earliest opportunity and before 2 months has elapsed since coming off the extended shift roster, or
(2) take payment for that time in credit and such payment will be at the normal rate of pay.
18.3 Relief staff who are in debit will be required to make up the required time before 2 months has elapsed. If, however, it is not possible for operational reasons to make up the shortfall within the 2 month period, management may waive this requirement.
Source Human Resources, Headquarters - January 1993
 | Postal |