Today, the Acting Head of Health Department in Gauteng Ndoda Biyela reaffirmed the department's position on efficient management of overtime and compliance with the Public Service Act in granting permission for remunerative work outside of the public service (RWOPS).
Biyela addressed a meeting of clinical heads and senior management from Charlotte Maxeke Johannesburg Academic Hospital during their strategic planning meeting at Ann Latsky Nursing College. He explained that the department has not 'cut overtime pay' or was on a witch-hunt against certain doctors in its management of overtime and RWOPS.
Biyela told journalists who had spoken to some doctors that there had only been two resignations of anaesthetists and one plastic surgeon who opted to work on sessional basis. The hospital has a staff complement of twenty six (26) anaesthetists in its employ.
"Every employee in the public service is required to work a minimum of 40 hours per week," said Biyela. "In order to ensure full coverage of all service delivery areas, medical practitioners choose one of five overtime options which is then paid with their salaries."
The overtime, commuted overtime, options are: A - doctor does not do overtime; B - doctor does between four and eight hours a week; C - doctor does between 9 and 12 hours a week; D - between 13 and 20 hours per week; and option E, where there is a need, may approve a doctor to do more than 20 hours a week.
"Because overtime pay is with the salary and evidence of abuse has been found, all we have asked chief executive officers (CEOs) and clinical manager to do is engage clinicians in ensuring that the letter and spirit of the overtime policy is adhered to," Biyela continued.
Many specialists at Charlotte Maxeke have chosen to work between 53 and 60 hours per week, i.e. a minimum of 40 hours and option D commuted overtime. He said for the department to get value for monies paid to these healthcare workers and service delivery is not compromised, clinical managers are implementing weekly and monthly rosters, strict attendance register compliance, spot checks to ensure that all healthcare workers are where they are supposed to be at all required times and following up unexplained absences from overtime duty.
"With regards to RWOPS, we are just following the Public Service Act which states that 'we must take into account whether or not the outside work could reasonably be expected to interfere with or impede the effective or efficient performance of the employee's functions in the department or constitute a contravention of the code of conduct contemplated in section 41 (1) (b) (v)'," he explained.
The department requires all healthcare workers to work the time they are paid for, i.e. a minimum of 40 hours plus the appropriate overtime hours they chose, Biyela emphasised. "Having been satisfied that all employees have given us the number of hours government pays for them for, we may consider, in terms of the Act, granting permission for RWOPS."
Overtime and RWOPS, concluded Biyela, are not a conditions of service or an entitlement. "These are instruments to compensate for work done over and above the normal (8 hours plus commuted overtime) hours of work. "We will continue to engage all affected parties through the Clinical managers but would not back down in demanding that healthcare workers are at their workstations for the full hours they are paid."
Enquiries:
Chris Maxon
Cell: 083 447 2869
