Unsocial Hours Preference Survey

The Trust is undertaking a review of the current
Unsocial Hours’ Policy, with the aim of implementing changes by
Monday, 2 April 2018. As part of this process, the Unsocial Hours
Working Group (membership has representation from union staff-side
and management) is seeking to canvass people’s views on what
options they would prefer to work, in line with NHS Agenda for
Change Terms and Conditions related to USH.

Feedback from the preference survey will also
be utilised to inform the review of rotas currently underway across
the Trust. The working group recognises the importance and impact
of unsocial hours upon staff working in the ambulance service, so
we are looking at this as an opportunity to do things differently
and hopefully better too.

Full Rotation (24/7)

Currently, this is the most common shift pattern. The staff on
this pattern will work Monday to Sunday, with a balance of shifts
undertaking day/late/nights as per the rota. The unsocial hours
will be paid as per the NHS Agenda for Change Annex 5 (previously
known as Annex E) in line with other ambulance trusts across the
country and will receive the full 25 per cent unsocial hours’
payments.

No Nights (Monday – Sunday)

This shift pattern will work only days and lates from Monday to
Sunday. This pattern will include some unsocial hours and so will
receive appropriate payments for this. This will be as per the NHS
Agenda for Change Annex 5.

Monday to Friday

This shift pattern will only work Monday to Friday day shifts
and will cover minimal unsocial hours (bank holidays). This will
attract unsocial hours’ payments in line with Annex 5 for any bank
holidays worked. This will be as per the NHS Agenda for Change
Annex 5.

Permanent Relief

Your shifts will be planned a minimum of four weeks in advance
and will be available Monday to Sunday for a day, late or night
shift. If this option is taken up by enough staff, then it will be
planned on a rostered rest-day basis. Rostered rest days is a
rota-based system that identifies your rest days in advance, and
shift times will be planned a minimum of four weeks in advance.
These rostered rest days could also follow the team-based pattern,
ensuring working relationships with colleagues are maintained. It
is recognised that these staff will often work more than 21
unsocial hours per week on average. Due to this, the relief rota
will be paid as per the NHS Agenda for Change section 2a. This will
allow staff to be paid for the unsocial hours worked. The table
below describes the unsocial hours payments:

Annualised Hours

Staff on annualised hours’ contracts will continue to follow
current Trust policies in this area. However, we welcome the views
of staff on such contracts to inform discussions and approach for
unsocial hours’ payments moving forward. Staff will be able to
choose either Section 2a or Annex 5 of Agenda for Change.

Please submit your preferences via https://goo.gl/fuwQov
. The closing date for the consultation is close of play,
Friday, 20 October 2017.

James Pavey, Regional Operations Manager.