northern territory public sector nurses and midwives - Office of the ...

(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
the Employee’s personal circumstances, including family responsibilities;
any notice given by the CEO or delegate of any request or requirement to work the
additional hours;
any notice given by the Employee of his or her intention to refuse to work the
additional hours;
the needs of the Agency or work unit;
whether the Employee is entitled to receive overtime payments, time off in lieu or
other compensation for, or a level of remuneration that reflects an expectation of,
working additional hours;
the usual patterns of work in the industry, or the part of an industry, in which the
Employee works;
the nature of the Employee’s role, and the level of responsibility;
whether the additional hours are in accordance with an averaging arrangement
agreed to by the CEO and the Employee;
any other relevant fact.
33.4 Managers and supervisors will take reasonable action to ensure Employees are provided
with as much notice as possible where scheduled overtime needs to be deferred or
cancelled, taking into account the circumstances prevailing in the workplace.
33.5 The Department undertakes to provide assistance to managers and supervisors in adhering
to appropriate overtime rostering and scheduling practices.
Monitoring and Consultation
33.6 The Department will
(a)
(b)
monitor and report on general nursing overtime levels to Employees and their
representatives through the Australian Nursing Federation / Department of Health
Consultative Committee; and
specifically monitor Nurse 6 hours of work and if they are found to be working excessive
and unreasonable levels of additional work the Department will:
i. explore options for addressing the excessive hours; and
ii. these options could include:
31
NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement