7‐day Railway
These arrangements only apply where TOC’s do not currently have a robust commitment from employees to work rostered Sundays. Where existing TOC arrangements are already in place which provide greater flexibility, those arrangements are expected to continue to operate.
Those TOCs who do not have currently have in place a commitment to work rostered Sundays will require a variation to the working arrangements of employeesto establish robust arrangements which will be subject to a maximum of 18 committed rostered instances per annum: ‐
• Employees who are rostered to work a Sunday shift are committed and contractually required to work their shift where an alternative competent employee cannot be identified to cover.
• Where Sundays are rostered in the middle weekend of a two‐week annual leave block, the commitment to work will not apply.
• Where Sundays are currently outside of the basic working week and an existing employee has historically not worked their rostered Sunday turns, those employees will be given a one‐off opportunity prior to the implementation of this Integral Principle to seek a permanent exemption from all future Sunday working by giving written notice to be excluded from working their rostered Sunday turns.
• Where other existing employees wish to seek permanent exemption from Sunday working this will be considered and only granted once committed cover can be provided from within existing staffing and/or, part‐time or extra weekend‐only employees can be recruited and trained to cover. The current arrangements for job share applications will remain unaffected.
• Where Sundays are currently committed to be worked that are in addition to the basic average contracted working hours per week, existing payment arrangements will continue to apply except where part‐time or weekend only employees are recruited, any Sunday enhancements will only be payable where the employee has worked the average basic contracted working hours per week of their grade.
