11 Hours (Eleven Book 1)

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Travel time where travel is part of the job. This can include travelling to the first appointment of the day, and returning home from the last appointment of the day, for mobile workers (see our briefing here.) A distinction should be made between those employees who need to respond immediately and those who are warned in advance (e.g. theatre nurses who may be advised that they will be needed in a couple of hours). In the latter case, working time should not start until the employee has left his / her residence. The ability to measure time precisely is one of the greatest human inventions! Precise time measurement as well as addition and subtraction of time intervals are crucial to a variety of economic activities around the world and the importance of precise time-keeping cannot be underestimated. hours available per week) - 90 (daily and weekly break hours) = 78 hours - 48 hours (working time) = 30 hours that could be used as compensatory rest. The entitlement to WTR annual leave is described in more detail within NHS Circulars PCS(AfC)2008/12, PCS(AfC)2009/1, PCS(AfC)2009/4 and the associated questions and answers, CEL(2011)15 , DL(2017) 4, PCS(AfC) 2019/6, DL (2020)9 and DL(2021)03

Employees must agree with their manager the basis upon which they will provide the details of their hours of work with another employer on an ongoing basis. These hours should then be included in the calculation of the average hours worked by the employee over the 17-week reference period. The calculation becomes the total of hours divided by the number of days an employee would be equipped to work: being on call while at the place of work, for example a hotel night manager who needs to be available in case guests need them

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Employees are not expected to work an average of more than 48 hours per seven-day period. This is calculated over an averaging period of 17 weeks. Although bank workers conduct their work in unique circumstances, it is imperative that the same record keeping practices are followed as those for permanent employees. It has been agreed that all staff on rotational shift working, whose shift patterns include night time hours, are classed as night workers. Line Managers must ensure that the normal hours of night workers do not exceed an average of 8 hours per 24 hour period over a 17 week period. 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. Records kept in accordance with the Working Time Regulations should be made available to the appropriate enforcing authorities and also in the interests of good employment relations, to staff side representatives.

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.You can now choose the tax year that you wish to calculate. By default, the 2023 / 24 tax year is applied but if you wish to see salary calculations for other years, choose from the drop-down. 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. This form is intended for this purpose, and should be completed by both the employee and the Director of Acute Services or the relevant HSC General Manager or Executive Director, and kept with the employee’s personal file and copied to the Payroll Department. Divide days, hours, minutes and seconds by a divisor, working from smallest unit of time to largest.

Highly Indianized - Definitely not for non-Indian readers. In fact 90% of the book sounds like a cheap Tamil movie which someone is trying to promote by including some hi-tech stuff. But frankly not flattering to the least bit. NHS Fife believes that employees are currently afforded equivalent periods of compensatory rest. It is argued that as an employee cannot unless by derogation or individual agreement, work more than 48 hours per week and that they are statutory entitled to 90 hours rest per week and there 168 hours available per week, then: If this doesn’t work, you should raise a written grievance. Ask your HR person if you’re not sure how to do this. You should also get advice from your union representative - if you have one. Someone might not be able to take their full 11 hours uninterrupted rest when their shifts change. For example, when they change from doing 3pm to 11pm shifts to doing 6am to 3pm shifts.

If someone thinks they're not getting the right rest

The provision of compensatory rest does not negate a Line Manager’s responsibility for ensuring that staff who are entitled to receive an in-work rest break receive such a break.