11 Hours (Eleven Book 1)

Product Information

Working time for the purposes of the Regulations, and the provision of the relevant rest periods and breaks is defined as “Any period during which the worker is: (i) working; (ii) carrying out his duties; and (iii) at the employer’s disposal.” Employers must meet all three criteria. If you contribute to a pension scheme by having a percentage of your salary deducted by your employer, enter the percentage into the "Pension contribution" field. NB: Waiver Agreements will be in place for a period of six months in the first instance, and will be reviewed prior to any new periods being agreed.

By law (The Working Time Regulations 1998), employees and workers have the right to the following rest: Managers must keep records, which are adequate to ensure compliance with the various time limits specified in the agreement. Line Managers may find a number of ways in which to meet this duty, for example:A worker has a standard working week of 37.5 hours and does overtime of 5 hours a week for the first 6 weeks of the 17 week reference period. 4 days annual leave entitlement are also taken in the reference period. Yes. Employees must agree with their Line Manager the basis upon which they will provide details of their hours worked within another employment. Line Managers will have to take adequate steps to ensure that patient care is not affected as a result of employees working over the maximum weekly limit.

Time spent travelling to and from a place of work is not working time, unless the employee is engaged in travel during the course of their duties.

You might agree with your employer to contractually reduce your salary by a certain amount, in exchange for some non-cash benefits. From April 2017, most schemes will only save National Insurance on the value of those benefits. In circumstances where work is repetitive, continuous or requiring exceptional concentration managers must ensure the provision of adequate rest breaks as an integral part of their duty to protect the health and safety of employees. In such circumstances the advice of the Occupational Health and Safety Advisory Service should be sought. Employees may choose to work more than the 48 hour average weekly limit provided that they agree this with their Line Manager, in writing, using the standard NHS Fife Waiver. This requires to be signed off by the relevant Director of Acute Services / Head of Service, H ealth & S ocial C are P artnership/ Executive Director and will be for an agreed period, e.g. six months at a time, subject to review.

However, if the employee is self-employed outside their employment, there is no requirement for them to give their manager details of the hours that they working. It should be noted, however, that there might still be a potential conflict of interest. In such cases, an employee must advise their manager of the type of work, which they are performing, and any contracts, which they may hold. In determining local arrangements to implement this agreement, employers and employees are expected to ensure that no action is taken which discriminates against any members of staff with family or carer responsibilities.Employees may choose to agree to work more than the 48-hour average weekly limit. However, this must be in agreement with their line manager and the relevant Head of Service, Health & Social Care Partnership (H&SCP); Director of Acute Services, Acute Services Division or Executive Director. Exercising this option is an individual, voluntary choice and no pressure should be placed on an employee to take such a decision. However, if an employee chooses to work more than 48 hours per week, a written agreement will be required. Under the Working Time Regulations an employee must have worked for the employer for 13 consecutive calendar weeks before entitlement to leave arises. However, during this time annual leave is still accrued. Employees of NHS Fife are not required to adhere to this restriction, thus allowing employees to be able to take up their entitlement to annual leave from the first day of their employment. Working time will also include any time during which an employee is undertaking civic and public duties; carrying out health and safety and / or trade union duties; plus any additional time which is covered by this collective agreement. This document is based on a question and answer format and provides responses to some commonly raised questions regarding compliance with the Working Time Regulations. Records kept in accordance with the Working Time Regulations must be made available to the appropriate enforcing authorities on request and also in the interests of good employee relations, to staff side representatives.