RDS – Impact of Part Time Workers Ruling & Working Time Directive Karen Palframan Joint CFOA Lead on Employee Relations Learning and Development Forum 18 & 19 May 2009

Overview Part Time Workers Regulations and Transfers Working Time Directive and the RDS Implications and work for the future

Rights of Part Time Workers Employment Tribunal ruling granted Part Time Worker Status to RDS Part-timers must be treated at least as well as equivalent full-time workers, unless the reason why not can be objectively justified. Update on national issues Responsibilities of the employer

Impact on RDS – Transfer/Promotion Issues No automatic entitlement to wholetime vacancies but To comply with the law, previous or current part-time status should not of itself constitute a barrier to promotion to a post, whether the post is full-time or part-time. – issues about limiting applications for certain roles (for example specialist unit roles) to wholetime alone. ? allow applications from all candidates with relevant experience. Care is needed about barring promotion applications from retained duty system firefighters going for higher whole-time jobs on the grounds that they are RDS. It is safer to consider applications on their merits against the relevant criteria.

Impact on RDS – Transfer Issues Have you reviewed your own practice? Process for part time staff to be considered for full time roles (and whether those roles can be offered part time) What is are your routes for access to promotion opportunities?

Impact on RDS – Training Issues Part time workers have the right not to suffer any detriment compared to a full time worker in the provision or access to training or opportunities for development Have you considered access to training, alternative delivery methodologies? Focus on the role requirements

RDS & Working Time Issues 48 Hour Week and the Opt Out Definition of working time Future Review Particular impact on Drivers

Implications? Breathing space? Future viability of RDS? How prepared are we in terms of our systems and recording of hours worked?

What does it mean for Learning & Development? Focus on the role and training needs Review the use we make of training time Share good practice

Any Questions?