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Below is a suggested new policy on overtime working. We would like you to read through this policy and contact your local steward with your thoughts so they can be collated. We are asking for as much feedback as possible to allow us to know the feelings of our members and move forward in a positive direction.

Thank you for your support.

Overtime working guidance Draft Copy

November 2016

  1. Purpose

This document provides guidance to managers and staff on the operation of overtime. All information relating to the payment of overtime is detailed in the Agenda for Change handbook.

This document creates a maximum number of hours staff may work 56 hours per week; the Service aims to reduce this figure to 48 hours (in line with The Working Time Regulations (1998) (as amended) over a two year period.

2. Scope

The use of overtime should be minimised wherever possible. Where such hours are

deemed essential in order to maintain service, managers must ensure that the

necessary cover is provided having due regard to issues of safety, continuity and quality of patient care and/or service provision.

Where staff voluntarily wish to undertake additional work for the Service in a different role, they will need to apply for a bank contract for that role.

There is no contractual entitlement to overtime working and all overtime must be authorised and paid in line with Agenda for Change terms and conditions.

This guidance does not cover overtime in relation to shift overruns or on call callouts, however cumulative shift overruns may lead to staff reaching their overtime limits.

3. Allocation of overtime

If staff are offered the opportunity to work overtime it should be offered fairly across the team/department and in turn staff are free to turn this down. Each division/ department has a local agreement in place with regard to the process for offering overtime to staff.

4. Managers’ responsibilities

Managers will continually review shift patterns so as to ensure the most effective and efficient use of staff and financial resources available.

Managers must monitor the hours worked by their staff to ensure they comply with Working Time Regulations and conditions at section 6 below, and are not working excessive hours, which may result in an adverse effect upon their health, wellbeing or ability to practice safely in their role.

Following the overtime shift, line managers must authorise payment of overtime.

5. Staff responsibilities

If staff have agreed to work an overtime shift, they must let their line manager or Resource Planning department know as soon as possible if they can no longer work that shift. As an absolute minimum, 24 hours’ notice of cancellation must be given. Repeated failure to attend an agreed overtime shift may result in future overtime opportunities being suspended in line with Service Business Rules.

Staff who have started work on an overtime shift are subject to the same Service policies and procedures as staff working their own rostered shift and do not have the right to choose to withdraw from the shift, regardless of whether this shift is at their base station or another location.

Employees must have due regard for their own health and safety and ensure they do not work excessive hours which could result in a negative impact on their health, wellbeing or performance at work. Hours worked include any secondary employment or voluntary duties (ref: Service Secondary Employment Policy).

6. General conditions

Staff may not work more than 48 hours (average) over the 17 week reference period unless they have signed an opt out agreement and have this recorded in GRS.

Staff with an approved opt out may not work more than 56 hours (average) over the 17 week reference period (effective from XX/XX/201X).

Overtime cannot be worked by staff who are on booked days annual leave.

Overtime cannot be offered or worked by staff on sick leave or to staff on a phased return to work.

Maximum daily work in a 24 hour period is 12 hours (excepting unplanned over runs).

Staff will not be allowed to book overtime if they have not had one day of rest in the previous seven days, or two in the previous 14 days.

Maximum length of overtime shift is 12 hours (excluding unplanned overruns).

Staff must have 11 hours uninterrupted rest between a period of rostered work and any overtime shift unless the total hours do not exceed 12 (i.e. 8 hour shift plus 4 overtime.

7. Cross divisional overtime

Staff wishing to take up the offer of working an overtime shift out with their home division must have the permission of their line manager to ensure their awareness of the shifts being covered and that arrangements are in hand to recover the cost of the overtime payment from the other division. Staff will be expected to give priority to covering vacant shifts in their home station/division in the first instance