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This Roster Code of Practice has been developed jointly by Queensland Rail and traincrew union representatives to provide guidelines to staff involved in the development, implementation and working of traincrew rosters throughout QR.

The Roster Code of Practice details the general Corporate framework for the operation of traincrew rostering. Business group or depot specific rostering procedures or policies are to be recorded in each depot’s Local Operating Procedures Manual (LOP).

The key objectives of the Roster Code of Practice are to provide a rostering frame work which:

1. Ensures QR and traincrew obligations to the Traincrew Agreement are fulfilled.
2. Allows QR to fulfil its commercial obligations while providing crews with a healthy and safe work environment and ensuring the opportunity is available for quality leisure time off duty.
3. Is easily understood by all staff, and is readily accessible.
4. Facilitates the development of master and daily rosters in a co-operative manner.
5. Provides a consultative process for the continual improvement of crew rosters to the benefit of both QR and traincrew.

The Roster Code of Practice is an ever evolving set of procedures, principles and policies. This process of evolution will be administered through a joint consultative process involving senior representatives of each of QR’s business groups, the AFULE, PTU and RSU who will constitute the Roster Code of Practice Committee.

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Occurs when a rostered sign on time is changed. This includes the alteration of a sign on time that occurs where an alteration to the crews working occurs.

Sign on times may be changed:

1. To reflect the on time performance of the traincrew’s rostered train or working. (See RCP Section 4.9 - Alterations to rostered sign on time).
2. When it is necessary to alter a working after the roster has been posted. (See RCP Section 3.2.1 - Alterations to the daily roster).

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Is a day denoted in the master roster and for which a specific working will be allocated by the roster officer at the formulation of the daily roster.

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Available for Duty (AFD) is the notation placed on the daily roster for a day on which traincrew have not been allocated work when the daily roster is posted. If required, traincrew can be approached to work this day and will do so in accordance with section 6 of this Roster Code of Practice (crew availability during work cycle).

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A Block Leisure Period (BLP) will be two or more consecutive days which are designated leisure periods on a depot master roster. Block Leisure Periods are to be designated "BLP".

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Occurs when a rostered working is cancelled. The employee is then Available For Duty (AFD) and can be deployed onto alternative work. Note Section 3.2.1.

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A mandatory 32 hour book off period between shifts as prescribed in Clause 3.6 of the RCP. Progressive cycle hours to be posted as per the Roster Code of Practice.

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Traincrew depot master rosters are to be developed in consultation between QR and nominated workplace representatives using the provisions of the Roster Code of Practice as a guide.

Where it is considered advantageous, or where a rostering proposal may impact on other depots, consultation will involve representatives from these depots.

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A committee consisting of both management and traincrew representatives who will review and formulate master depot rosters which meet the business, employee and occupational health and safety requirements of the depot.

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An emergency is an event which is unplanned and/or not able to be predicted in advance and includes any obstruction, major signal and track failure which impedes the movement of rollingstock.

It does not include rostering errors or incorrect train scheduling.

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(1) The following working and rostered shift length arrangements will apply to traincrew.

(2) Relief of Traincrew - A key objective for Queensland Rail is to provide relief for traincrew as provided be in the above table.

The parties agree to continually monitor and review the number of relief crews required to achieve this goal.

In cases of fatigue or ill health an employee may request relief at an earlier time. Such requests will not be unreasonably made or relief unreasonably withheld.

Calculations for limitation of hours for traincrew will be in accordance with section 3.16 of the Railway Award State.

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The local area in which it is agreed between Queensland Rail and local workplace representatives that traincrew can drive motor vehicles for train operations purposes.

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A table outlining the anticipated work required for a depot during a nominated timeframe.

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The type of vehicle that is agreed between Queensland Rail and local workplace representatives for self driving by, or for transportation of, traincrew. The following factors will be considered in relation to the appropriate seating in these vehicles:

Length and duration of journey

Road conditions

Time of travel

Passenger comfort

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Multiple sign on points will be within a distance agreed between Queensland Rail and relevant local workplace representatives.

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A form which makes provision for capturing information about traincrew employees in relation to:

Contact procedures

Length of call time

Working of BLPs/SLPs

The form titled "Traincrew Information Sheet" is included at the back of this Roster Code of Practice.

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A committee which is made up of representatives of each of QR’s business groups, the AFULE, PTU and RSU which is responsible for the ongoing administration, interpretation and improvement of the Roster Code of Practice.

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A Single Leisure Period (SLP) is a 24 hour period commencing from 0001 hours and concluding at 2359 hours. Single Leisure Periods are to be designated SLP. For ceasing times before and commencing times after SLPs see section 4.6 of this Roster Code of Practice (working of SLPs and BLPs).

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A rostering method which allows traincrews to remain at home or be at some other location while still being able to come to work at short notice.

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Any rostered working exceeding 18 hours in duration, involving a stay at a foreign depot.

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At least 48 hours advance knowledge of rostered workings is intended in a normal rostering situation.

Rosters will be posted at least two days prior to the day to which the roster applies.

In situations such as weekends, public holidays, etc, where rosters have been prepared and entered into the rostering system in excess of the 48 hours notice, knowledge of these rostered workings will be made available and posted wherever practicable.

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If it is necessary to alter a working after a roster has been posted, every effort is to be made to consult with the affected employee prior to the alteration being made.

Wherever possible, the new working should be compatible with the original working, ie similar timeframe and type of working (tucker box, local working).

If contact with such employee cannot be established and the arrangements need to be completed to prevent further disorganisation and delay, the roster will be filled according to section 4.8 of this Roster Code of Practice (Short Term Roster Vacancies).

Where traincrew personnel are rostered "available for duty" (not SLP or BLP) because there is no suitable working available at the time of posting the roster, there is an expectation that the employee would be available for alternative working if required on that day in accordance with their obligations set out at Section 2.1(1) of the TCA.

Altered working payment in these circumstances will be made in accordance with Section 2.8 of the TCA - Alterations to rostered sign on time.

Altered working payments will NOT be paid in the following circumstances:-

1. Exchange of duties/special requests (See RCP Section 4.8).

2. Compulsory book off (See RCP Section 3.6).

3. Time off in home depot (See TCA Section 2.1(7)).

4. Minimum lay off in foreign depot (See RCP Section 4.11.1).

5. Outside of the 48 hour roster timeframe (ie. only 48 hour notice).

6. EMS and other investigatory matters where the employee is directly involved.

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In the event of a severe disruption to services resulting from an emergency, the process of posting rosters 48 hours in advance may be temporarily suspended after consultation with state and local workplace representatives.

During this time all affected traincrews will be advised by Queensland Rail. All other traincrews will be advised of the situation when they are obtaining future workings.

Posting of rosters 48 hours in advance will be re-instituted at the earliest opportunity.

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QR is committed to establishing and maintaining depot staff complements at a level that will, under anticipated operational circumstances, provide adequate staff to fulfil operational requirements.

In doing so the following workforce plan requirements are to be considered and will be the subject of consultation at a local level:

1. Natural attrition

2. Training

3. Leave

4. Traffic task

5. Workplace changes

6. Relief

7. Leisure periods

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Where predetermined traffic peaks are known (eg sugar season) and sufficient personnel are not available in the depot, depot strengths will be boosted by the temporary transfer of qualified employees.

In certain circumstances such qualified employees will be drawn from specific relief pools (as specified in part 10 of the Agreement).

Any particular local procedures are to be contained in the local operating procedures manual.

Where unforeseen peaks occur from time to time and sufficient personnel are not available, inter depot relief of traincrews can be used, where flexibility exists within depots to provide such relief.

Temporary traincrews may be retained in the depot after the peak has concluded to assist with clearing accumulated leave or to meet any other circumstances, eg training.

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Depot roster committees will develop annual leave rosters for traincrew in their specific depot. This will be enforced in a manner consistent with QR’s annual leave policy including:

1. Phasing out over a five (5) year period, commencing on 1 October 1992, annual leave credits in excess of two (2) years entitlements (as per Enterprise Agreement 2)

2. The taking of the leave shall not be postponed for a period not exceeding the equivalent of two (2) years entitlement (as per Enterprise Agreement 2)

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Where practicable on a depot by depot basis, and following consultation, a system of regular mates may be implemented. The application of the system of regular mates will not inhibit the operational requirements of Queensland Rail and will take into consideration the needs of its employees.

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Traincrew who work 11 consecutive days or 14 consecutive shifts, whichever occurs first will not be rostered to sign on duty for a minimum of 32 hours from the completion of the previous shift.

Where a break of 32 hours occurs between any sign off and sign on the CBO calculation will be restarted.

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Any shift of duty which may involve mainline work can be rostered on the basis of the shift length.

Traincrew are to be advised of relevant information for tuckerbox working.

Such advice will include:

1. Sign on time at home depot

2. Type of service

3. Destination

4. Sign off time at home depot

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Where shifts of duty are rostered on the basis of shift length, traincrew rosters will describe the entire shift requirements of the crew including any preparatory work prior to departure, work required after the arrival of the rostered train at its destination and driving of cars, providing this work can be concluded within the relevant shift limitation provisions of the Traincrew Agreement.

A joint working party will then be formed, at a local level, to prepare detailed set shift descriptions which specify as accurately as possible all work to be performed during the course of each shift and the time involved.

The parties will confer on a ‘without prejudice’ basis on arrangements for the introduction of a trial using the agreed shift descriptions.

Should the trial prove to be successful this measure will be introduced in the depot.

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Queensland Rail’s objective is to continually reduce or eliminate entirely the need for crews to travel spare wherever this is possible.

Where spare travel is unavoidable, the most efficient and expedient means available will be utilised. In making this assessment QR will, in consultation with the depot roster committee members, take into consideration the following:

1. employee needs

2. availability of transport modes

3. cost effectiveness of available transport options including train

4. crewing efficiencies

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Traincrew who have completed a shift of duty, may be rostered to return home spare by the first available means of travel. In these circumstances the shift limitation provisions do not apply.

Where the time interval between the working shift and the spare travel is one hour or less, such time will be credited to cycle time.

The following modes of spare travel may be utilised following an assessment of the criteria in 3.9.1 above:

1. Passenger services

2. Locomotive cab where this is an agreed practice

3. Commercial bus

4. Motor vehicle (including those self driven by crews)

5. Air travel

6. Vans where this is an agreed practice

7. Time accrued travelling spare will be counted as cycle hours, but will not count as a shift of duty.

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(a) Spare travel before a working shift of duty

(b) Between the hours as contained in the LOP manual spare travel can be rostered continuous with the working shift. Spare travel is not considered in the calculation of relief (ie. crew works to full shift limitations). Both the rostered sign on and sign off times must fall between the nominated hours.

(c) The spare travel time under this arrangement will be limited to a maximum of four (4) hours.

(d) Should the working shift sign on time at the foreign depot be altered prior to signing on, to the extent that the sign off time extends outside the nominated finishing time, the limitation of hours will be calculated in accordance with the formula contained in Section 3.9.4 of the RCP.

(e) Traincrews rostered spare before working a shift may be issued with an altered sign on time on arrival or whilst laying over at the foreign depot in accordance with Section 2.8 of the TCA’s - Alterations to rostered sign on time.

(f) Every effort must be made to ensure traincrew are advised of alterations prior to leaving home. Alternative spare travel arrangements may need to be provided if the alterations result in longer lay off periods.

(g) Should the traincrew be delayed after departure from foreign depot for the working shift, the limitation of hours will apply from the sign on time at the foreign depot.

3.9.3(b) Spare travel outside of the nominated agreed hours (contained in the LOP manual and where Spare Travel is in excess of 4 hours).

Where either the sign on for the spare travel or the sign off for the working shift fall outside of the nominated hours or where the spare travel time exceeds four (4) hours, the rosters will be formulated by applying the appropriate formula (refer to RCP Section 3.9.4) to determine the lay off necessary between the spare travel and working shifts.

Time accrued travelling spare will be counted as cycle time for payment purposes, but will not count as a shift of duty.

Where the time interval between the working shift and the commencement of spare travel is one hour or less, such time will be credited to cycle time.

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3.9.4 Formula for calculating the limitation of hours when the interval at foreign depot is less than eight (8) hours

In the case of crews working or travelling spare (refer to RCP Section 3.9.3) to or from a foreign depot, the following conditions will apply when there is less than eight (8) hours interval at foreign depots:-

(1) When the period off duty is less than two (2) hours, the working will be continuous for relief purposes.

(2) Where the period off duty is more than two (2) hours and less than eight (8) hours the time off in excess of two (2) hours at the foreign depot shall be added to the limitation of hours.

Example:-

Spare travel = 4 hours

Length of working shift = 11 hours (TDO)

Formula:- 11 hours - 4 hours = 7 hours

To allow the crew to work an 11 hour shift to the depot a
6 hour break must be provided (2 hours plus 4 hours = 6 hours).

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Traincrew employees who hold a current drivers licence may be required to drive a motor vehicle as part of a rostered shift.

Where the self driving of motor vehicles is at the commencement of a rostered shift, the shift length will not exceed the limitation of hours for the relevant crew configuration.

Where the self driving of motor vehicles is at the end of a rostered shift, the traincrew will only be required to drive cars when they have not been on duty in excess of eight (8) hours and are able to arrive at their destination within nine (9) hours of signing on duty. Crews, within the limitation of hours, can self drive provided they are within the confines of the agreed local area for self driving of motor vehicles at the location they are working into.

Traincrew employees will drive a motor vehicle for the purpose of train operations within the confines of the agreed local area provided they are signed off in accordance with the rostered/limitation of hours provisions contained in the Traincrew Agreement.

Where traincrew are required to drive motor vehicles, consideration will be given to the following factors:

1. occupational health and safety requirements

2. operational needs

3. time of day/shift length

4. availability of vehicle/relevant resources

After consultation with workplace representatives procedures and agreements relevant to traincrew driving cars are to be recorded in the Local Operating Procedure manual.

Where individual crew members are unable to drive motor vehicles, suitable alternative arrangements will be made through consultation between the affected individual and the relevant supervisor.

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When formulating master rosters approximately 80% of known workings are to be incorporated in the master roster to enable flexibility, an equitable distribution of hours and to facilitate the rostering process.

This ratio may be varied on a depot by depot basis through consultation with local workplace representatives having regard to business needs, employees’ needs, training and occupational health and safety requirements.

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Allocation of work between depots is to maintain an equitable distribution of hours and workings between traincrews. Where required, crews will work through their own depot and in or through adjacent depot(s). Such changes will occur through consultation between Queensland Rail and union representatives.

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Work is to be allocated in the most flexible, equitable and efficient manner between traincrew personnel within the depot.

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Within each master roster will be included Single Leisure Periods (SLPs) and Block Leisure Periods (BLPs). The objective is to provide employees with the maximum possible leisure time while fulfilling work time requirements, throughout the work cycle.

SLPs may be linked wherever practicable to form BLPs. BLPs will be designated on the master depot roster.

In doing so the roster committee is to fundamentally re-evaluate traditional methods of linking available for duty days to ensure leisure periods are rostered to satisfy both the needs of the business and the employee, along with OHS requirements.

The total time between ceasing duty before the SLP and commencing duty after the SLP will be a minimum of 32 hours.

Every endeavour will be made to ensure the finishing times before BLPs and the starting times after BLPs maximise and enhance the leisure and recuperation time available to employees without prejudicing operational or customer service requirements.

The information for SLPs/BLPs will be made available by at least 1200 hours on the preceding Friday for the week to which they apply.

The following components will be used to assist roster committees to calculate the provision of off roster days in master depot rosters:

(a) Nominal available work hours per week

(b) Length of roster cycle in weeks

(c) Total minimum work hours per roster cycle

(d) Average depot shift length

(e) Nominal number of attendances required per roster cycle

(f) Number of days in roster cycle

(g) Number of days off in roster cycle

"Work hours per roster cycle" will be calculated using the following formula:

a x b = c

"Nominal number of attendances per roster cycle" will be calculated using the following formula:

c/d = e

"Number of days off in roster cycle" will be calculated using the following formula:

f - e = g

1. Initially "total minimum work hours per roster cycle" and "average depot shift length" will be calculated using agreed anticipated shift lengths.

2. Where 80% or more of anticipated workings are included in the master roster, the average shift length of those workings will be assumed to be the depot average shift length for calculation of leisure periods.

3. If after reviewing actual work hours per roster cycle and average depot shift length the estimates are proved incorrect then an appropriate adjustment to the master roster will be necessary. This may require adjustment of leisure periods.

This process is based on the assumption that the minimum work cycle hours are available to be worked in the depot.

These facts will be identified through a process of periodic review of relevant data by the depot roster committee.

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Any approaches to traincrew who have nominated not to work during SLPs or BLPs will occur only as a last resort by QR in emergency circumstances.

QR would expect that if an employee is able to do so the working will be accepted to avoid any adverse disturbance resulting from the emergency.

It is at the discretion of the employee whether or not the emergency duty is accepted.

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Any refusal of duty on SLPs or BLPs will not result in penalties being imposed by QR on the employee who has nominated not to work.

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Traincrew reporting sick or for other short term leave absences will be immediately taken off all workings for the remaining period of the active roster.

If clear advice of next availability can be given, traincrew will retain their rostered working in the active roster.

A report back time of 1100 hours will apply.

To participate in the roster being prepared that day an absent employee must report "available" by 1100 hours. Where possible the traincrew will be allocated their master roster working for the roster being posted.

If an employee reports back after 1100 hours that person will be shown "available for duty" (AFD) for the period until the roster is next prepared and posted and must accept any work offered during that period even if such working makes them unavailable for their next master roster working.

If the work offered requires the employee to work into a designated leisure period it is at the discretion of the employee whether or not the alternative working is accepted and will not result in any reduction in the guaranteed cycle hours.

Traincrew employees who refuse to accept any other working will have their guaranteed cycle hours reduced by the extent of the shift which they have declined to work.

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The advice to, and rostering of crews to fill short term roster vacancies will occur in accordance with the following process:

First approach - Crews rostered on standby if available and appropriate.

Second approach - Employees listed in priority on the roster "available for duty" list, and who are low on accumulated roster cycle hours. Consideration needs to be given to the provisions of section 3.3.1 of this Roster Code of Practice.

Third approach - Crews who voluntarily nominate their preparedness to take additional short notice work wherever this is suitable to them. Such a list is to be maintained by the responsible roster officer.

Fourth approach - Any other available traincrew.

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Where roster commitments do not enable a personal requirement to be met, a traincrew employee may, in the first instance, arrange a mutual exchange of duties with another employee or make application to the roster officer for special roster consideration as follows:

1. Traincrew employees will be required to provide the following advance notice of special requests and mutual exchanges of duty to the roster officer:

(a) special requests 7 days

(b) mutual swaps 24 hours

2. In extenuating circumstances, these timeframes may be reduced at the discretion of the Roster Officer.

3. Mutual swaps are to impact on relevant parties workings only and must only be arranged with the approval of the Roster Officer.

4. Special requests or mutual swaps may be arranged by telephone, however they must be confirmed in writing before the event takes place.

5. Under normal circumstances, a limit of one special request per week will apply. At the discretion of the Roster Officer, more than one special request per week may be allowed to meet special circumstances.

6. The requirement to alter workings to perform tasks associated with the consultative process will not be treated as special requests.

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The rostered sign on time of traincrew can be altered either earlier or later to a maximum of three (3) times (inclusive of cancelled shifts and trains) to reflect the on time performance of the crew’s rostered train or working. In the case of emergencies further alterations can be made.

In determining the availability of crews to be brought forward, the responsible officer must assure themselves that the employee(s) has had the minimum prescribed lay off time between shifts, however such alteration to sign on time will be limited to a maximum of two (2) hours unless agreed otherwise.

If a sign on time is to be brought forward, there is an expectation that traincrews would come forward if they were able to do so. (excluding crews at Foreign Depots( refer 4.12.3).

If a traincrew is unable to be contacted for an earlier sign on time, the original rostered working is to stand.

Each alteration to a traincrew’s rostered sign on time will not be less than one hour.

Traincrew employees who have reported for duty will not be deferred.

Altered working payment in these circumstances will be made in accordance with Section 2.8 of the TCA - Alterations to rostered sign on time.

Where traincrew are requested to accept a working and this working impacts on their next rostered working, altered working will be credited to the employee work cycle to a maximum of 10 hours eg. Altered sign on time of 20 hours or greater will result in 10 hours credited to work cycle time.

Altered working payments will NOT be paid in the following circumstances:-

1. Exchange of duties/special requests (See RCP Section 4.8).

2. Compulsory book off (See RCP Section 3.6).

3. Time off in home depot (See TCA Section 2.1(7)).

4. Minimum lay off in foreign depot (See RCP Section 4.11.1).

5. Outside of the 48 hour roster timeframe (ie. only 48 hour notice).

6. EMS and other investigatory matters where the employee is at fault

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Crews rostered on local work will carry out any "shed", "shunt" or "as required" duties allocated to them by the responsible supervising officer.

DOO crews may be rostered on local working shifts to work "shed", "as required" or "shunt" work. Where a local work DOO Driver is rostered on shed work, assistance is to be provided by a traincrew employee, except where it is agreed that a qualified/competent employee fulfils this role.

Any particular local procedures are to be contained in the local operating procedures manual.

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Relief of traincrews within the "limitation of hours" will be the first priority of traincrews rostered on local depot workings.

Traincrew rostered on local depot workings and who are required to work to a foreign depot are to be relieved on arrival at the foreign depot and returned home by motor vehicle.

The length of local working shifts of duty contained in the master roster will not be extended during the formulation of daily rosters unless this is agreed through consultation.

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The period of time between signing off and signing on of traincrews at their home depot will not be less than 12 hours.

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A key objective for Queensland Rail is to reduce to the minimum time practicable the length of time crews are required to be away from the home depot for work.

Where practicable, total rostered time away from home should not exceed 34 hours.

A periodic process of review will be carried out by local roster committees to ensure layoffs are kept to a minimum.

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The minimum lay off periods at foreign depots will be determined on a corridor by corridor basis through consultation. Consideration will be given to:

(a) the length of crew shift rostered

(b) crew configurations, ie DOO, TDO, TMC, etc

(c) business needs of the traffic task

(d) OHS issues

(e) availability of rostered returns

Upon determination, the minimum lay off for each corridor will be recorded in the Local Operating Procedure Manual and business group appendices to this Roster Code of Practice.

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Payment for time laying off in foreign quarters in excess of ten hours will be made on the following basis:

(a) Up to 9 hours 59 mins - no payment 10 hours to sign on - paid as actual hours at the aggregate base rate. This payment will not be included in cycle hours. It will be paid as a stand alone payment.

(b) 12 hours to sign on - an additional credit of 50% of the time from the twelfth hour to the sign on time will be added to the cycle.

(c) No additional payment for deferments past the period of the 10 hour lay off will be made.

(d) Traincrews will be required to work to their home depot on the return trip, provided that crews are relieved within the limitation of hours, if unable to reach their home depot.

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Sign on times will be altered to reflect the arrival and/or departure time of the train to be worked.

Crews are to advise the amount of time they require to be called prior to reporting for duty.

Traincrew’s calls will be adjusted to meet actual arrival/departure times of trains to be worked.

Call arrangements (arrival and/or departure) for traincrew at foreign depots will be determined on a depot by depot basis and be recorded in the relevant LOP manuals.

Generally, the determination of the order in which traincrews sign on to return from foreign depots will be determined on a "first in first out" basis, and will be the subject of consultation, depot by depot.

Upon request, advice of late running will be provided to traincrew’s homes.

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Traincrew will carry out unsupervised self sign on/off at suitable locations where this practice can be implemented. The procedures to apply on a location by location basis will be established through consultation and be recorded in the Local Operating Procedure manual.

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Where nominated workplace representatives are to be involved in consultative meetings with Queensland Rail, they may mutually agree with the relevant responsible manager to attend with less than the prescribed time interval off duty before the meeting or to sign on for duty after the meeting with less than the prescribed break before signing on duty. Where agreement cannot be reached, the shift interval prescribed in the Traincrew Agreement will prevail.

This process will also apply to EMS and Job selection interviews.

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QR and Unions are committed to co-operatively review, develop, assess and implement new practices and policies to improve the processes of rostering and shiftwork and the effects of it on crews and QR’s business.

The primary objectives of this process are to:

1. enhance the collective awareness of best rostering practice and implement these where appropriate

2. undertake consultation in respect of the National Workload and Shiftwork Study.

3. develop training and education programs for managers, supervisors, roster officers, roster committee participants and traincrew.

4. Develop initiatives which can improve:

(a) the social and working environment of traincrew

(b) OHS considerations

(c) the productivity and efficiency of Queensland Rail

(d) assess the viability of adopting new technologies in rostering

(e) reflect improvements in the Roster Code of Practice.

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Traincrew have an obligation under the Traincrew Agreement to work the guaranteed number of cycle hours each work cycle.

If traincrew cannot achieve their cycle hours in a particular cycle, because a suitable amount of work is not available, traincrew will still be entitled to payment for the guaranteed number of hours for that work cycle.

Traincrew will be required to work a reasonable amount of paid excess hours during the work cycle.

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On a daily basis, the rostering officer will prepare and post an "Available for Duty" (AFD) list. The list will detail the employees names and total number of cycle hours worked. Traincrew will be approached in order of the least number of cycle hours accumulated to fill short term roster vacancies.

Where the short term roster vacancy will impact on the traincrew’s next working the acceptance of the working will be achieved through consultation with the employee concerned.

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Standby shifts will be utilised to allow traincrew personnel to be available in the following situations:

(a) provision of relief for traincrews at the "limitation of hours" to supplement crews rostered on local depot workings

(b) provision of traincrews to work jobs for which rostered traincrew have become ill or who are unable to work jobs for some other reason

(c) provision of traincrews to assist with disruption or disorganisation in emergency situations

(d) provision of traincrews to work trains or other jobs scheduled at short notice or in an emergency

(e) reduction of the necessity to alter workings contained in posted rosters

Generally, standby shifts will be rostered to allow an eight hour standby period and a maximum 16 hour combination of standby time and work time.

In such cases the limitation of hours contained in the following matrix will apply:

Traincrews may be rostered during nominated timeframes under the following conditions:

1. The employee will be provided with a QR pager/mobile phone prior to ceasing duty on their previous shift or as arranged.

2. At the commencement of the standby shift or by prior arranged time, traincrew will call the nominated sign on point to acknowledge availability.

3. All hours worked plus 50% of standby time, will be used in the calculation of an employees work cycle time.

4. When not required to work, all hours on standby shift will be credited to cycle hours.

5. Where tuckerbox workings may be required this will be designated on the standby shift. No call in will take place where such call in would affect the sign on time of the next shift, (unless mutually agreed). Minimum time off for interval between shifts to apply.

6. The response time in which an employee reports for duty will recognise the travelling time required to report.

7. Crews rostered on home standby will be called for duty by the responsible officer by telephone/pager. Crews are to advise of the amount of time they are to be called prior to signing on duty, ie 15 mins, 30 mins, etc, on a depot by depot basis.

8. Notification of a working may occur before the standby period commences.

9. The altered sign on provisions contained in this Roster Code of Practice also apply to the sign on time for standby shifts.

Examples of payment for standby shifts are as follows:

1 hour standby + 8 hours work = total of 8.5 hours cycle time.

8 hours standby + 8 hours work = total of 12 hours cycle time.

1 hour standby + 11 hours work = total of 11.5 hours cycle time.

5 hours standby + 11 hours work = total of 13.5 hours cycle time.

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Traincrew roster staff and supervisors are to be mindful not to intrude on the normal routines of crews and their families when it is necessary to contact them with roster advice, unless this is unavoidable.

Consideration is to be given to the following issues:

(a) the cessation time of the employees last shift

(b) time of day

(c) urgency of notification

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All traincrew are to be contactable by telephone, or in some agreed instances by pager for advice of rosters, call outs etc in accordance with the relevant provisions of the Traincrew Agreement.

Employees who do not currently have a telephone connected will be given six months to do so from the commencement of the Traincrew Agreement. Where particular problems exist consultation will occur between QR, the employee concerned and unions.

The onus to obtain knowledge of the next rostered working will rest with employees. QR will provide a toll free number to assist crews to ascertain roster advice and to contact roster staff in relation to roster matters. This toll free number is to be specific to provide roster advice.

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Crews rostered to sign on duty between 2000 hours and 0600 hours will be called for duty by the responsible officer by telephone/pager. Crews are to advise of the amount of time they are to be called prior to signing on duty ie 15 mins, 30 mins, etc.

1. Upon determining the required sign on time of the train to be worked, the responsible officer will provide the crew, by telephone/pager, a ‘call’ at the agreed time interval.

2. It is the responsibility of traincrew personnel to ensure they are available to either receive the call or receive advice of the call to enable them to attend for duty at the correct time.

3. Traincrew personnel will not be called for duty when rostered on stable local workings such as "shed", "shunt" or "as required shifts" or on Citytrain workings.

4. Where it is likely that the rostered sign on time for local working could be altered, agreement may be reached at a local level for crews to be called for duty in accordance with the above procedures.

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Traincrews may be called at the foreign depot by one of the following methods after advising the responsible officer of the pre-sign on call required:

1. Physical awakening by another employee

2. Use of a pager or telephone

3. Any other agreed, acceptable method.

Procedures for the utilisation of methods 2 or 3 will be the subject of agreement on a location by location basis.

Traincrew personnel who have been called for duty within one hour of their sign on time will not be deferred.

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Tuition locomotives are to be crewed by a teaching driver and learning driver in all instances with the following exceptions:

(a) where additional crew are required for operational purposes

(b) where rostered shifts in excess of 8 hours 45 minutes are involved

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Trains upon which tuition is to be carried out, with rostered crew shift lengths of up to 8 hours 45 minutes will be crewed by a Tutor Driver and Trainee Driver only.

Crews rostered in such a manner will be provided relief at 8 hours on duty where it is requested and available.

Wherever practical such trains would be worked by DOO configuration locomotives or low profile locomotives at the lead.

Locomotives of the 1460 and 1502 classes may be used for tuition purposes due to reasons of operational necessity.

In these circumstances tuition will be carried out utilising locomotives at the discretion of the Tutor Driver after taking into consideration:

1. The extent to which the Trainee has progressed through the practical training program

2. Practicality of training in a situation where some vision restrictions may occur

Where the Tutor is of the opinion that training is unable to be carried out the train will continue as a two person train with the Tutor carrying out the driving duties and the Trainee assuming the Drivers Assistant role. Queensland Rail will work with unions to minimise these occurrences.

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Trains upon which tuition is to be carried out involving rostered crew shift lengths exceeding 8 hours 45 minutes, will be crewed by a Tutor Driver working with a Trainee Driver and a second qualified driver.

Such trains will be operated in accordance with the procedures set out for TDO trains with the driving task being equitably shared.

The extent to which the driving is shared will be at the discretion of the traincrew after taking into account the potential for fatigue and the training needs of the Trainee Driver.

The second driver is to be consulted by the Tutor at all times and is to support the training being conducted.

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In normal circumstances the maximum number of working traincrew in a locomotive cab at any time will not exceed three (3) except where authorisation is given to exceed this number.

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Nominated traincrew workplace representatives will be included among the first traincrew to be tutored/trained in new technologies or traction when introduced into a depot.

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Where it becomes necessary to replace a driver on a rostered TDO working after the roster is posted the replacement driver will be advised that the working is TDO.

If a suitably qualified replacement driver is not available the working can be altered to a two person crew working, with suitable advice being provided to the driver.

When a driver is required to be placed on a working that is contained in the Driver’s Assistants master roster due to the unavailability of a DA the daily roster will be altered to a TDO working providing it occurs prior to the daily roster being posted.

In such instances the rostered shift will be rostered the same as for the DA, however if necessary the two drivers may be required to continue working in accordance with the shift provisions for TDO as contained in the Traincrew Agreement.

If after posting the daily roster it becomes necessary to replace a DA with a driver the working will revert to two driver operations. In these instances the limitation of hours for two person operation will apply. The name of the rostered driver is to be advised to the driver being approached for the working.

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Tutor Drivers will be allocated work in the depot master roster as happens with all other drivers.

When working with a Trainee the Tutor and Trainee are to work the Tutors roster together as far as practicable, including single and block leisure periods to ensure the training program is carried out as efficiently as possible and to limit the potential for disruption to the rostered working of other traincrew.

Where it is necessary for the Tutor and Trainee to deviate from the Tutors roster for specific training requirements suitable vacancies (ie annual leave, long term sick leave, etc) in the master roster must be utilised wherever possible.

These arrangements will be varied at certain locations in consultation with workplace representatives.

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Drivers in Charge, as a general rule, will not be allocated work in the depot master roster but are required to regularly drive trains over all sections.

In other than special circumstances Drivers in Charge will utilise vacancies in the depot master roster when being rostered to work trains, etc.

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Inspectors and other Traincrew Supervisors who are qualified to drive are to periodically drive trains over all sections to maintain their level of competence.

The Inspector or Traincrew Supervisor s (other than ELPS supervisors) will drive only on trains or locomotives crewed by a rostered traincrew.