Northland District Health Board
Availability on-call is remunerated by allowance calculated by the addition of the applicable session-based supplement to the job size from the following table:
Availability (sessions per annum)
| Roster Frequency | Immediate < 15 mins | Immediate < 30 mins | 30 mins | > 30 mins |
|---|---|---|---|---|
| > 1:4 | 30 | 20 | 10 | 5 |
| 1:4 | 30 | 20 | 10 | 5 |
| 1:3 | 35 | 25 | 15 | 10 |
| 1:2 | 40 | 30 | 20 | 15 |
| 1:1 | 45 | 35 | 25 | 20 |
(a) Where there is inadequate resident medical officer cover (as agreed between the relevant general manager, clinical director and affected employees) and the availability required for the position is immediately < 15 minutes the allowance paid is increased by 5 sessions.
(b) Where the roster frequency increases for reasons other than scheduled leave the employer will make every reasonable endeavour to recruit locums or permanent staff to minimise such occurrences.
In the absence of a locum:
(i) where the period of roster frequency is in excess of 4 weeks the availability allowance paid is increased by 5 sessions throughout the period of higher frequency rostering; or
(ii) reach agreement with effected employees on the compensation payable during that period.
(c) Where immediacy of availability and frequency of callback is onerous, extra sessions may be granted in recognition of these factors
For the purposes of this clause “Benchmark” means 10 four-hour sessions per week (520 per annum) inclusive of sessional payments for on-call work, excluding availability allowance, and “Session” means four hours.
Waitemata District Health Board
The employer shall pay an employee on a roster an availability allowance calculated in accordance with the following formula, as a percentage of salary (full-time equivalent).
| Frequency of Roster | Immediacy of Response | |
|---|---|---|
| 1:2 | 8% | Plus 1.5% |
| 1:3 | 6% | Plus 1.5% |
| 1:4 | 4% | Plus 1.25% |
| 1:5 | 3% | Plus 1.25% |
| 1:6 | 2% | Plus 1.5% |
| 1:7 – 1:8 | 1.5% | Plus 1% |
| 1:9+ | 1% | Plus 1% |
Special Features
Where no registrar cover is provided (as defined in each roster), add 3% of base salary; or, alternatively, where all of the following conditions apply, add 5%:
- no registrar cover is provided; and
- the employee is ‘first call’; and
- call usually results in an attendance; and
- this occurs more than 20 times per year per employee.
The parties note that this allowance is indicative, and may be subject to amendment to reflect the
particular call-back demands of each roster.
Auckland District Health Board
An individual on an on-call roster shall receive an availability allowance of up to 15% of salary (full-time equivalent) based on the formula set out below. In exceptional circumstances this may be exceeded. Subject to approval, the individual may elect alternative recognition for the allowance.
In determining the level of the allowance, the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of duty staff and provision of electronic aids in accordance with the following guidelines.
Employees are not required to work a 1:1 roster without their express approval.
| (d) | Being on an on-call roster | 1% |
| (e) | Frequency of call: | |
| 1:2 | 4% | |
| 1:3 | 3% | |
| 1:4 and 1:5 | 2% | |
| 1:6 and 1:7 | 1% | |
| Less Frequent | 0% | |
| (f) | Likelihood of being called: | |
| (i) 0800 – 2200 hours: | ||
| High | 2% | |
| Medium | 1% | |
| Low | 0% | |
| (ii) 2200 – 0800 hours: | ||
| 1 call per on-call period | 4% | |
| 1 call per 2 on-call periods | 3% | |
| 1 call per 3 on-call periods | 2% | |
| 1 call per 4 on-call periods | 1% | |
| Less frequent | 0% | |
| (g) | Availability: | |
| Immediate (less than 20 minutes) | 2% | |
| Urgent (20 minutes – 1 hour) | 1% | |
| Not urgent (60 minutes plus) | 0% | |
| (h) | Resident Medical Officers: | |
| None (or none able to do task) | 2% | |
| Junior only | 1% | |
| Senior Registrar | 0% |
Counties Manukau District Health Board
Employees who are required to be on a roster to be available for call-back and associated consultation duties shall be entitled to an availability allowance, calculated as a percentage of their full-time equivalent
base salary.
| Frequency of Roster | % of Benchmark salary |
|---|---|
| 1:2 | 8% |
| 1:3 | 6% |
| 1:4 | 4% |
| 1:5 | 3% |
| 1:6 | 2% |
| 1:7 – 1:8 | 1.5% |
| 1:9 – 1:12 | 1% |
Special Features:
Where an immediate response is required (i.e. to be immediately available in the workplace) – add 2.5%.
- Where no “registrar” cover is provided (as defined by each clinical group) – add 1%.
- Other special features (to be determined and agreed by each clinical group) – add 1%.
The parties note that this allowance structure is indicative, and may be subject to amendment, following discussion within each clinical group, to reflect the particular call-back demands on that clinical group.
Waikato District Health Board
The employer shall pay an employee on an on-call roster an availability allowance of up to 10% of salary (full-time equivalent) based on the formula specified in Appendix B of the Waikato District Health Board Senior Medical and Dental Officers Collective Agreement 1 July 2001 to 30 April 2003. In exceptional circumstances the employer may exceed this. Subject to the approval of the employer, the employee may elect alternative recognition for the allowance.
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of duty staff and provision of electronic aids.
Bay of Plenty District Health Board
Employees who are required to be on a roster to be available for call-back and associated consultation duties shall be entitled to an availability allowance. The method of calculation is based on the hourly rate (divisor 2086 hours per annum) of Step 1 of the specialist scale in Clause 12.4 (a) of this Agreement.
| Category | Description | Amount per night based on hourly rate |
|---|---|---|
| A | Immediate availability, frequent contact | x 2 plus $50 |
| B | Immediate availability, infrequent contact | x 2 plus $25 |
| C | Delayed availability, frequent contact | x 2 |
| D | Delayed availability, infrequent contact | x 2 minus $25 |
Lakes District Health Board
An availability allowance shall be paid in accordance with the following schedule.
| Frequency of Roster | |
|---|---|
| 1:2 | 8% |
| 1:3 | 6% |
| 1:4 | 5% |
| 1:5 | 4% |
| 1:6 | 3% |
| 1:7 | 2% |
Special Features:
(i) Immediacy of response required: immediately available in workplace – add 1%
(ii) Staff on duty: in cases when employees are on-call without registrar cover on an ongoing basis or in existing situations where there is long-term incomplete registrar cover, a payment of 1% (of base salary) will be made.
Tairawhiti District Health Board
Employees who are rostered to provide after hours’ on-call work shall be paid an allowance calculated as a percentage of their full-time equivalent base salary in accordance with the following roster frequency:
| Frequency | Allowance |
|---|---|
| 1:5 or above | 8% |
| 1:4 or above | 10% |
| 1:3 or above | 15% |
Where employees fill vacancies on their roster they will be paid an additional payment calculated at 0.5% of their full-time equivalent base salary for each weeknight (Monday-Friday). Where the vacancy involves a full weekend (Friday night-Sunday) or a public holiday the additional payment shall be calculated at 2.5% or 1.0% respectively of their full-time equivalent base salary.
Notes:
- All other agreements that may exist prior to this previously applicable collective agreement with individual employees may only be replaced with the above entitlement if agreed with the individual employee.
- Employees shall not be required to work a roster calling for greater than 1:3 availability. Where there are insufficient employees to ensure a roster of at least 1:3 the parties undertake to use best endeavours to resolve the problem to their mutual satisfaction.
Hawkes Bay District Health Board
The employer shall pay an SMO on an on call roster either an average weekly payment based on the annual calculated cost of on call, divided by the roster ratio (e.g. 1:5); or by payment for every separate occasion or ‘event’ the employee is on call. The ‘average’ or ‘event’ approaches are based on the same criteria. The approach adopted by each roster group must be at the agreement of both the employer and the whole roster group.
The On Call rate (weekday or weekend) is calculated on a points system using the following criteria:
- number of contacts per call after 10 pm
- immediacy
- length of attendance, and
- Registrar support.
As shown in table 1 below, points are allocated based on the level of criteria met. The total points scored will determine the appropriate call category (from A(x) to E), as shown in table 2 below.
TABLE 1 CRITERIA FOR ‘SCORE’ AS TOTAL OF RELEVANT POINTS
| Criteria | Points | |
|---|---|---|
| Number of contacts per on call period after 10 pm (averaged) | 0-2 3-4 5-6 6+ | 2 5 8 10 |
| Immediacy (averaged) | No attendance until next day Delayed attendance (1 – 2 hrs) Prompt attendance (15 mins – 1 hour) Immediate (with 15 minutes) | 2 3 5 10 |
| Length of Attendance (averaged per call back) | No return likely – rare event Short duration (less than 1 hour) Medium duration (1 to 3 hours) Long Duration (3 to 4 hours) Extra long duration (4 hours plus) | 2 5 8 10 12 |
| Registrar Support | No support required Full – 24 hour cover Limited – hours of coverage | 0 2 4 |
TABLE 2 TYPE OF CATEGORY AND SUBSEQUENT PAYMENT
| Category Hourly rate Step 6 Specialist scale at T2 | Points Range | Weekdays Loading x Step 6 (x2) | Weekend and Stats Loading x Step 6 (x2) |
|---|---|---|---|
| No of events pa | 249 | 115 | |
| A (+) | 38+ | 6.375 | 10.500 |
| A (x) | 33-37 | 4.100 | 7.500 |
| A | 27-32 | 3.230 | 6.059 |
| B | 22-26 | 2.423 | 4.845 |
| C | 17-21 | 1.817 | 4.039 |
| D | 11-16 | 1.414 | 2.428 |
| E | 0-10 | 0.808 | 1.591 |
On an event basis (payment for each separate occurrence) the rates above apply.
| Example: individual criteria “B” SMO | does weeknight = (2.423 x T2 Step 6) does weekend = (4.845 x T2 Step 6) |
On an average basis, the total annual cost of on call activities is calculated and the payment split between those participating on that roster.
The annual total cost is calculated as 249 x weekday amount (based on relevant criteria score) added to 115 weekend/statutory day amount (based on same score)
Example: for team of 5 on roster (1:5) and criteria “B”:
Annual amount is based on “B”
= ( ( 2.423 x T2 Step 6 ) x 249 ) + ( ( 4.845 x T2 Step 6 ) x 115 ).
The total then divided by 5 and paid by fortnightly instalments.
Taranaki District Health Board
The employer shall pay an employee on a roster an availability allowance of up to 10% of an employee’s full-time salary. The allowance shall be calculated in accordance with the formula below. In determining the level of the allowance the employer shall take into account the frequency of call, frequency of telephone calls during rostered on call hours, immediacy of response to attend work, electronic aid provision and onerous duty weighting. The allowance will be reviewed not more frequently than three (3) monthly.
| Frequency on call |  |
| Frequency of telephone calls during rostered on call hours (i.e. not normal work hours) No. of calls/wee |  |
| Immediacy of response to attend work (depends partly on support of junior staff) |  |
| Electronic Aid Provision |  |
Onerous Duty Weighting – 15 points. Onerous duty is defined by:
- likelihood of return to the hospital workplace when on rostered call
- junior medical staff cover is absent, or are liable to request the Senior Medical Officer or Senior Dental Officer attendance at the hospital
- high frequency of emergency attendance required at the hospital within 15 minutes
- All the above factors must be present to qualify for the weighting
Points Scale out of 220
Whanganui District Health Board
The employer will pay an employee on a roster an availability allowance calculated as a percentage of the base salary (full-time equivalent) as detailed below. Subject to the approval of the employer, the
employee may elect alternative recognition to the allowance.
AVAILABILITY ALLOWANCE FORMULA:
| (i) | Frequency of Call | |
| 1:1 | 4% | |
| 1:2 | 3% | |
| 1:3 | 2% | |
| 1:4 | 1% | |
| >1:4 | 1% | |
| (ii) | Normal Immediacy of Reply/Attendance | |
| Immediate response to phone call, cell phone or pager and, when required, attendance on site within 10 minutes | 6% | |
| Immediate response to phone call, cell phone or pager and, when required, attendance on site within 30 minutes | 4% | |
| Response to phone call, cell phone or pager within 30 minutes and, when required, attendance on site within a further 30 minutes | 2% | |
| (iii) | Resident Medical Staff | |
| Minimal (house surgeon only or use of registrar(s) from outside the employee’s own department) or no cover | 1% |
MidCentral District Health Board
Employees who are on a roster, as part of their individual agreement will receive an availability allowance. The level of the allowance will take into account the roster frequency, immediacy of required response, immediacy required for attendance at work, availability of on duty resident medical officers and the provision of electronic aids, and will be calculated according to the standard formula used by MidCentral District Health Board.
Wairarapa District Health Board
The employer shall pay employees on a roster an availability allowance calculated on their salary (fulltime equivalent) based on the formula specified below. In exceptional circumstances the employer may exceed this. Subject to the approval of the employer, the employee may elect alternative recognition for the allowance.
| Frequency of Roster | |
|---|---|
| 1:2 | 7% |
| 1:2.5 | 6% |
| 1:3 | 5% |
| 1:4 | 4% |
| 1:5 | 3% |
| 1:6 | 2% |
| 1:7 – 1:8 | 1.5% |
| 1:9 and above | 1% |
Special Features
(a) Where an immediate response is required (i.e. to be immediately available in the workplace) – add 2.5%.
(b) Where no “registrar” cover is provided – add 1%.
(c) Other special features (eg, statutory obligations such as the Mental Health Act) – add 1%.
The parties note that this allowance structure is indicative, and may be subject to amendment, before inclusion within the job description, to reflect the particular call-back demands.
Hutt Valley District Health Board
The employer shall pay an employee on a roster an availability allowance of up to 7% of salary (full-time equivalent). In special circumstances the employer may exceed this.
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of a duty staff, and provision of electronic aids.
The current availability allowance is:
| Roster Availability Schedule | |
|---|---|
| Cardiology | 7% |
| Paediatrics | 7% |
| Obstet/Gynacology | 7% |
| General Surgery | 7% |
| Orthopaedics | 7% |
| Anaesthetists | 7% |
| Gastroenterology | 6% |
| Psychiatrists | 5% |
| General Medicine | 7% |
| Infectious Disease | 4% |
| Pathology | 2% |
| Rheumatology | 2% |
| Geriatrics | 2% |
| Dermatology | 1% |
| Disability | 1% |
| Radiology | 7% |
| Dental | 7% |
| Emergency | 4% |
Note: The notes to Clause 3.3 of the Hutt Valley District Health Board Senior Medical and Dental Officers Collective Agreement 1 July 2002 to 30 June 2003 shall also apply.
Capital and Coast District Health Board
(i) Allowances
The employer shall pay an employee on a roster one of the following allowances:
Frequency of Disruption
| Roster | High | Average % | Low | Minimum | |
|---|---|---|---|---|---|
| A | 1:3 | 12 | 5 | 3 | 2 |
| B | 1:4-1:5 | 6 | 4 | 3 | 2 |
| C | 1:6-1:7 | 5 | 2 | 2 | 1 |
| D | 1:8 + | 4 | 2 | 2 | 1 |
(ii) Frequency Definitions
| High | Limited or no registrar support and immediate response |
| Average | Registrar support and immediate response |
| Low | Registrar cover and moderate response |
| Minimum | Carry a pager but not required to immediately respond |
(iii) 1:2 High Frequency of Disruption
For periods where a 1:2 roster (high frequency of disruption) is required the allowance shall be 17%. This frequency of roster must only be temporary and the employer will take urgent measures to address this.
Note: Employees whose frequency of disruption is high are not required to work a 1:1 roster without their express agreement.
Exceptionally Onerous Duties
Employees whose duties are exceptionally onerous and who do not qualify for the allowance under sub-Clause (iii) above may receive a special allowance of up to 5% of their gross taxable salary. On considering applications for this allowance the employer will take into account the advice of the Senior Medical Staff. Applications will not be unreasonably declined.
Nelson Marlborough District Health Board
(a) The allowance must be fair to all SMOs and be seen to be fair.
(b) The allowance must take into account frequency of call, immediacy of response, immediacy of attendance at work, availability/ level of competence of duty doctors and provision of electronic aids. Greatest weight should be given to frequency of call.
(c) When the circumstances set out above change (for example roster frequency changes through an increase in roster participants) the allowance should change in line with the agreed formula and in
a transparent way
(d) Call of 1:1 is not normally acceptable for extended periods and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster.
(e) Call of 1:2 is undesirable and should be avoided if at all possible. The key consideration in this situation is the health and safety of the staff involved in such a roster.
(f) The availability allowance should not be adjusted or used for recognition of any other aspects of an SMO’s job.
(g) No SMO should be disadvantaged as a direct result of implementing the formula below. This means that where an availability allowance reduces (as a direct result of implementing the formula below) from the payment presently made as an availability allowance, the difference will be grandparented as a personal allowance as a percentage of salary for those affected. (Should for any reason the availability allowance increase in the future the personal allowance will be abated in accordance with the formula).
(h) The roster frequencies used for the purpose of introducing this formula are based on frequencies as at the date of ratification. Should the frequency of a roster reduce at later date then the agreed formula will apply and grand-parenting will not apply.
Availability Allowance Formula
The agreed formula will be applied to all services across the Nelson Marlborough District Health Board.
| Frequency of Call | ||
|---|---|---|
| 1:1 | 14% | (1:1 exceptional circumstances, remuneration by individual agreement, staff safety is paramount) |
| 1:2 | 10% | (1:2 to be avoided if at all possible) |
| 1:3 | 6& | |
| 1:3 week days / 1:4 weekends | 5.5% | |
| 1:4 | 5% | |
| 1:5 | 4% | |
| 1:6 | 3% | |
| 1:7 | 2% | |
| 1:8 or less | 1% |
Note: If a roster is adjusted to decrease frequency of being on call for part of a week then the frequency of call payment will be reduced by 0.5% e.g. for a 1 in 3 week day roster and a 1 in 4 weekend roster a frequency of call payment of 5.5% will be made.
Normal Immediacy of Reply/Attendance
It is expected that all Senior Medical Staff on call will respond to pager/calls within 5-10 minutes.
| Attendance at the Workplace | |
|---|---|
| Within 15 minutes | 3% |
| Over 15 minutes and within 30 minutes | 2% |
| Over 30 minutes and within 60 minutes | 1% |
| Over 60 minutes | 0% |
| No Registrar or First on Call | 3% |
This clause will come into force from 13 October 2009 but will take effect on ratification by the parties. No more than 3 months back pay will be paid.
West Coast District Health Board
The employer shall pay an employee on a roster an annual availability allowance calculated on the following basis:
| 1:2 | will be 10% or above by negotiation |
| 1:3 | 6% |
| 1:4 | 5% |
| 1:5 | 4% |
Notes:
- No employee is to work a one-in-one roster without prior agreement
- Where immediate response is required 2% will be added to the base salary
- The above agreed percentage payments are agreed on a quid pro quo agreement between the parties in relation to the on-call requirements.
Canterbury District Health Board
The employer shall pay an employee on a roster an availability allowance of up to 7% of the full-time equivalent base salary. In exceptional circumstances the employer may exceed this. Subject to the approval of the employer, the employee may elect alternative recognition for the allowance.
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of on duty staff, and provision of electronic aids.
South Canterbury District Health Board
The employer shall pay an employee on roster, or who provides out-of-hours cover, an availability allowance of a percentage of base salary (full-time equivalent) based on the formula specified below:
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of on duty staff, and provision of electronic aids.
| Frequency of roster | |
| 1:1 | Individually negotiable |
| 1:2 | Individually negotiable |
| 1:3 | 7% |
| 1:4 | 5% |
| 1:5 | 4% |
| 1:6 | 3% |
| Immediacy | |
| (a) Immediate response Delayed attendance | Add 1% |
| (b) Immediate response Immediate attendance | Add 3% |
| Other Factors | |
| No registrar cover | Add 5% |
| Both registrar and house surgeon cover always-available | Deduct 1% |
| No locum availability | Adjust percentage to appropriate frequency for required period. |
Southern District Health Board (in respect of all sites that were formerly part of the Otago District Health
Board)
The employer shall pay an employee on a roster an availability allowance of up to 7% of the base salary(full-time equivalent). In exceptional circumstances the employer may exceed this. Subject to the
approval of the employer, the employee may elect alternative recognition for the allowance.
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of on duty staff, and provision of electronic aids.
Southern District Health Board (in respect of all sites that were formerly part of the Southland District Health Board)
The employer shall pay an employee on a roster an availability allowance of up to 18% of salary (full-time equivalent) based on the formula specified below. In exceptional circumstances the employer may exceed this. Subject to the approval of the employer, the employee may elect alternative recognition for the allowance.
In determining the level of the allowance the employer shall take into account the frequency of on-call, immediacy of required response, immediacy required for attendance at work, availability/level of competence of on duty staff, and provision of electronic aids.
The following formula shall determine the number of points for frequency, immediacy of response, immediacy of return, and on-call staff:
| Frequency of On-Call | |
| Roster | Points |
| 1:1 | 150 |
| 1:2 | 75 |
| 1:3 | 50 |
| 1:4 | 37.5 |
| 1:5 | 30 |
| Immediacy of Response | |
| Minutes | Points |
| 5 | 100 |
| 30 | 75 |
| 60 | 50 |
| 120 | 25 |
| 180 | 0 |
| Immediacy for Attendance at work | |
| Minutes | Points |
| 15 | 100 |
| 30 | 75 |
| 60 | 50 |
| 120 | 25 |
| 180 | 0 |
| Availability/Level of Competence of On-Call Staff | |
| Staff Availability | Points |
| No resident medical officers | 100 |
| House Surgeon Only | 50 |
| Registrar | 25 |
| Total Allowance Points | % of FTE Salary |
| 325+ | Individual Negotiation |
| 300-324 | 18.0 |
| 275-299 | 15.0 |
| 250-274 | 12.0 |
| 225-249 | 11.25 |
| 200-224 | 10.5 |
| 175-199 | 9.75 |
| 150-174 | 9.0 |
| 125-149 | 8.25 |
| 100-124 | 7.5 |
| 75-99 | 6.75 |
| 50-74 | 6.0 |
| 25-49 | 5.25 |
| <25 | 4.5 |
Notes:
- The employer will provide long range telepagers while on-call.
- The Note to Clause 3.3.2 of the last applicable single employer collective agreement shall also apply to the above.