Human Resources - British Summer Time (L1000)

1.0 Summary of Changes

1.1 On its 2-yearly review, this protocol has been updated as follows:

• All information contained within the protocol has been verified to ensure it remains accurate and up to date;
• Section 9, EIA has been reviewed - with no amendments.

2.0 What this Protocol is about

2.1 This protocol applies to all police officers and police staff that work 24-hour shifts who are eligible for overtime payments and who are on duty when British Summer Time (BST) begins and/or ends.

2.2 The purpose of this protocol is to account for the extra hours worked arising from the change to and from BST.

Compliance with this protocol and any governing policy is mandatory. This protocol is not, nor is it intended to be, contractual.

3.0 Detail the Protocol

3.1 From the last Sunday in March each year until the last Sunday in October the UK moves its clocks forward from Greenwich Mean Time by one hour (GMT+1). It is highly probable that officers and staff who are on duty when the clocks go back are not then the ones on duty when the clocks are put forward. Therefore:

3.2 Where officers or staff are on duty on the day the clocks go back and as a result are actually required to stay on duty to work the additional hour, they will be eligible to claim an hour’s rostered overtime for payment or time at the appropriate rate.

3.3 Where officers or staff are on duty on the day the clocks go forward, local managers will discuss with the individual as to whether they would like to remain on duty for the extra hours. If the officer or staff member agrees to finish work an hour earlier (i.e., not completing their contractual hours for that day), this hour will be either deducted from the individual’s time on card balance or the individual can elect to move it to another day. If the individual has used all of their time owing they will remain with a negative balance until such time as the hour is made up.

4.0 Equality Impact Assessment

4.1 This protocol has been assessed with regards to its equality impact. As a result of this assessment the protocol has been graded as having a low potential impact.

4.2 Attached is the latest equality impact assessment that forms part of the policy review process.

5.0 Risk Assessment

5.1 This protocol has been assessed with regard to its race and diversity equality. As a result of this assessment, the protocol has been graded as having a low potential impact.

6.0 Consultation

6.1 The following have been consulted during the formulation of this document:

• Unison – Essex Police and Kent Police
• Police Federation – Essex Police and Kent Police
• Equality and Diversity Co-ordinator
• Essex Health & Safety
• Essex Strategic Change Team
• Essex PSD Superintendent
• Essex Policy/Risk
• Essex Superintendents Association

7.0 Monitoring and Review

7.1 This protocol will be reviewed by, or on behalf of, the Head of Employee Relations every 2 years to ensure it remains up to date with current legislation and is fit for purpose.

8.0 Governing force policy

Related force policies or related procedures (Essex) / linked standard operating procedures (Kent)
8.1 This HR protocol supports the overarching HR policy L1.

8.1 Data Security

8.1.1 Essex Police and Kent Police have measures in place to protect the security of your data in accordance with our Information Management Policy – W 1000 Policy – Information Management.

8.2 Retention & Disposal of Records

8.2.1 Essex Police and Kent Police will hold data in accordance with our Records Review, Retention & Disposal Policy – W 1012 Procedure/SOP - Records Review, Retention and Disposal.

8.2.2 We will only hold data for as long as necessary for the purposes for which we collected.