What do the changes to the Roster and Rota Procedure actually mean for staff?

Following the approval of Version 1.1 today, we wanted to give members a brief overview of some of the key changes that have been agreed.

The new version keeps the main principles of the existing procedure but makes a number of areas clearer and introduces some additional flexibility:

RAL is more flexible – there are clearer arrangements for moving RAL within the same Monday–Sunday working week, subject to the required agreement and operational considerations.
More flexibility around overtime – the procedure now makes clear that the night-shift and 60-hour limits apply to rota design and relief planning. This means they do not automatically prevent staff from undertaking overtime or agreed shift swaps outside the planned rota.
48-hour rest period following night shifts – the 48-hour rest period following the final night shift of a cycle will continue to apply when constructing the planned rota. However, once the rota has been constructed, this requirement will not automatically apply to subsequently agreed shift swaps or additional overtime shifts.
Overtime while on RAL – the procedure now specifically allows staff to book overtime by moving RAL within the same week, subject to the rules around overtime.
Reasonable adjustments and night shifts – there is now a specific provision recognising that the standard night-shift arrangements may not be appropriate where a member has a formally documented disability or an agreed workplace adjustment.
Annual leave planning – new divisional planning thresholds and guidance have been introduced to make the way annual leave and TOIL requests are considered clearer and more consistent.
TOIL – there is clearer guidance on how existing and already-booked TOIL is taken into account when considering further TOIL accrual.
Rolling relief – there is more detailed guidance around monitoring contracted hours, balances and the management of rolling relief.

These changes follow the first few months of the procedure being in operation and the feedback received from staff, managers, resource teams, planning teams and trade union representatives.

Importantly, this is not a completely new rota procedure. It is an updated version which retains the main principles while making a number of areas clearer and, in several areas, providing additional flexibility for staff.

What do the changes to the Roster and Rota Procedure actually mean for staff?

What do the changes to the Roster and Rota Procedure actually mean for staff?

Following the approval of Version 1.1 today, we wanted to give members a brief overview of some of the key changes that have been agreed.

The new version keeps the main principles of the existing procedure but makes a number of areas clearer and introduces some additional flexibility:

RAL is more flexible – there are clearer arrangements for moving RAL within the same Monday–Sunday working week, subject to the required agreement and operational considerations.

More flexibility around overtime – the procedure now makes clear that the night-shift and 60-hour limits apply to rota design and relief planning. This means they do not automatically prevent staff from undertaking overtime or agreed shift swaps outside the planned rota.

Overtime while on RAL – the procedure now specifically allows staff to book overtime by moving RAL within the same week, subject to the rules around overtime.

Reasonable adjustments and night shifts – there is now a specific provision recognising that the standard night-shift arrangements may not be appropriate where a member has a formally documented disability or an agreed workplace adjustment.

Annual leave planning – new divisional planning thresholds and guidance have been introduced to make the way annual leave and TOIL requests are considered clearer and more consistent.

TOIL – there is clearer guidance on how existing and already-booked TOIL is taken into account when considering further TOIL accrual.

Rolling relief – there is more detailed guidance around monitoring contracted hours, balances and the management of rolling relief.

These changes follow the first few months of the procedure being in operation and the feedback received from staff, managers, resource teams, planning teams and trade union representatives.

Importantly, this is not a completely new rota procedure. It is an updated version which retains the main principles while making a number of areas clearer and, in several areas, providing additional flexibility for staff.

We will continue to monitor how the procedure is applied in practice and raise any issues members experience through the appropriate forums.

In Solidarity

UNISON EMAS