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https://www.nhsemployers.org/sites/default/files/2021-06/pay-circular-afc-2-2005.pdf#:~:text=2.9%20Staff%20employed%20on%20Whitley%20terms%20and%20conditions,nurses%20and%20midwives.%20For%20staff%20in%20pay%20bands
https://www.nhsggc.org.uk/media/231350/Protocol%20for%20Payment%20of%20Unsocial%20Hours%20in%20Sick%20Pay%20V5P.doc
The unsocial hours the person would have received, as per the fixed rota, are returned to payroll in the usual format i.e. via SSTS or time sheets. For staff on self rostering schemes: A manager, or deputy, to roster an agreed group of staff to cover a work area e.g. a ward or department, normally writes a self-rostering schedule on a weekly or monthly basis.
https://www.nhsfife.org/about-us/policies-and-procedures/hr-policies-and-procedures/hr-procedures/payment-of-unsocial-hours-during-sick-leave/
INTRODUCTION. Agenda for Change differs from many Whitley Council Agreements by calculating sick pay for all staff covered by the agreement on the basis of full pay, not basic pay, during periods of absence due to illness, injury or other disability.. This protocol outlines the mechanism to enable NHS Fife to make the appropriate unsocial hours payments to staff …
https://hr.gov.im/terms-conditions-for-employees/mptc/annexes/working-or-providing-emergency-cover-outside-of-normal-hours/
The interim regime, set out in Section 2, provides for staff outside the ambulance service to continue to be paid for work in standard hours. This excludes overtime and work arising from on-call duties carried out during unsocial hours. The mechanism for payment is the provision described within the relevant current Whitley Council provisions ...
https://www.nhsemployers.org/sites/default/files/2021-06/pay-circular-afc-2-2005.pdf
2.9 Staff employed on Whitley terms and conditions where there is no provision for unsocial hours payments or equivalent will be entitled to unsocial hours payments on the basis of the rules applicable to nurses and midwives. For staff in pay bands 1 to 4 the applicable percentages are 33.33 per cent and 66.66 per cent. For all
https://www.nhsemployers.org/sites/default/files/2021-06/Pay-Circular-AfC-1-2006.pdf
2.9 Staff employed on Whitley terms and conditions where there is no provision for unsocial hours payments or equivalent will be entitled to unsocial hours payments on the basis of the rules applicable to nurses and midwives. For staff in pay bands 1 to 4 the applicable percentages are 33.33 per cent and 66.66 per cent. For all
https://www.whatdotheyknow.com/cy/request/316885/response/778573/attach/html/7/NHS%20Section%202.Unsocial%20Hours.pdf.html
Part time staff and other staff working non-standard hours 2.16 Part time staff working less than 37½ hours a week will be eligible for unsocial hours payments. 2.17 Staff on annualised hours contracts will be eligible for unsocial hours payments as in Table 2.
https://www.msg.scot.nhs.uk/wp-content/uploads/Circulars/PCS's/PCS(AFC)(2005)04.pdf
2.9 Staff employed on Whitley terms and conditions where there is no provision for unsocial hours payments or equivalent will be entitled to unsocial hours payments on the basis of the rules applicable to nurses and midwives. For staff in pay bands 1 to 4 the applicable percentages are 33.33% and 66.66%. For all other staff the applicable
https://www.nhsggc.org.uk/media/231141/nhsgg_afc_staff_booklet.pdf
conditions, an interim arrangement or ‘regime’ will apply to unsocial hours payments until 1 April 2006, using one of the following provisions: Either: Staff will receive payment for unsocial hours using the mechanism described within their relevant current Whitley Council provision – but now using Agenda for Change basic pay rates. Or
https://www.unison.org.uk/motions/2006/health/unsocial-hours-review/
With the negotiations for an unsocial hours agreement under Agenda for Change well under way, we must learn lessons from the pay modernisation programme. In 2003 Conference passed a motion submitted by Exeter City Branch, that a survey be conducted and published to ascertain what the national rates of pay for sleep-in duty were, and […]
http://library.nhsggc.org.uk/mediaAssets/Staff/nhsgg_afc_tc_handbook.pdf
24 hours a day, 7 days a week, 365 days a year and applying a wide range of skills. 4. The Agenda for Change partners agree to work in partnership to deliver a new NHS pay system which supports NHS service modernisation and meets the reasonable aspirations of staff. The signatories to the
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