English: Thank you, Deputy Presiding Officer, and thank you to Members for their contributions in the debate. I'll start by making it clear that staff rotas are an operational matter and the responsibility of individual organisations. They should ensure that all of their rotas take into consideration compliance with the Nurse Staffing Levels (Wales) Act 2016, are designed to meet the needs of staff, service delivery, and place patient need at the centre of the management of the workforce. I expect all NHS employers to work closely with trade unions on the staff side on proposed changes, to consider and respond appropriately to all comments and concerns. The current proposal being consulted on by Betsi Cadwaladr University Health Board does seek to standardise shift patterns, handover durations and break durations across all divisions, and the whole consultation has not concluded yet; they're still engaging and consulting on the proposal. I understand that, in response to a request from trade union partners, the consultation period has been extended to ensure adequate time for all staff potentially affected to consider information and take part in the consultation. I also understand that trade union representatives have raised concerns about the potential impact, including work-life balance, potentially increased childcare costs, and travel, laundry and food costs. I do expect the health board management to consider any equality impact and all feedback before any decision is made. So, the motion does not reflect the reality that local consultation processes have not yet been completed - that is ongoing and no decision has yet been taken. The motion also refers to protecting front-line workers' pay and conditions within the NHS. The rota proposals are about shift design and wouldn't affect contractual pay, terms and conditions that are set out under the collectively agreed 'Agenda for Change'. In opposing the motion, I've also moved amendments to reiterate the value that we place on the NHS workforce and social partnership working arrangements here in Wales, and that we continue to expect all NHS bodies to work with and engage and consult with staff, their trade unions and other representative bodies on any operational change that does impact upon staff. The social partnership and trade union engagement are normal arrangements here in Wales. Our arrangements in Wales are understandably viewed with some envy by trade union colleagues in England, where there is a radically different approach. I am happy to say that data quality in recording absences is improving, and this will help to identify and address specific themes and areas to focus on. Work is ongoing throughout Wales, following the 'Agenda for Change' agreement, to reduce sickness absence in every health board and trust. NHS organisations are engaged in a range of initiatives to support both the physical and emotional health and well-being of their staff. Like all colleagues, I am also concerned about stress and mental health-related issues that affect our health and care staff. Employers do have to fully consider their employees' health and well-being. It's actually - that discussion about how to reduce sickness absence has been taken forward jointly by trade unions and by employers, and has been supported by additional resource from the Government. So, we'll not be supporting the amendments proposed by Darren Millar. As I've said before, these proposals are rightly subject to engagement and consultation with staff, trade unions and representative bodies. I do want to make it clear that I have the best interests of our staff and the public that we serve in mind with every decision that I take. I know that that is something that other Members would say - that they too have that in mind when they make contributions in this Chamber. But I expect NHS employers to take a similar approach in listening to and working with our staff and their elected representatives on the trade union side. That does not, of course, mean that employers and trade unions agree on every proposal made. We do, though, in Wales, however, have a track record of finding a way to reach agreement on a way forward. I expect that constructive and grown-up approach that we have fostered, encouraged and embedded through social partnership to find a way forward in this case, and I will, of course, take continued interest in the progress of that in this matter once the consultation responses have been concluded. Then the health board will have to consider any proposal they still have at that point, or to revise it, discuss it and, I hope, agree in the partnership that we have fostered and, I'm proud to say, delivered here in Wales.
Welsh: Diolch, Ddirprwy Lywydd, a diolch i'r Aelodau am eu cyfraniadau yn y ddadl. Fe ddechreuaf drwy egluro bod rotâu staff yn fater gweithredol ac yn gyfrifoldeb i sefydliadau unigol. Dylent sicrhau bod pob un o'u rotâu yn ystyried cydymffurfiaeth â Deddf Lefelau Staff Nyrsio (Cymru) 2016, wedi'u llunio i ddiwallu anghenion staff a'r gwasanaeth, ac yn gosod angen y claf yn ganolog yn y gwaith o reoli'r gweithlu. Rwy'n disgwyl i holl gyflogwyr y GIG gydweithio'n agos â'r undebau llafur ar ochr y staff ar y newidiadau arfaethedig, i ystyried yr holl sylwadau a phryderon ac ymateb yn briodol iddynt. Mae'r argymhelliad cyfredol sy'n destun ymgynghoriad gan Fwrdd Iechyd Prifysgol Betsi Cadwaladr yn ceisio safoni patrymau sifftiau, cyfnodau trosglwyddo a chyfnodau egwyl ar draws pob is-adran, ac nid yw'r ymgynghoriad cyfan wedi dod i ben eto; maent yn dal i ymgysylltu ac ymgynghori ar yr argymhelliad. Mewn ymateb i gais gan bartneriaid undebau llafur, rwy'n deall bod y cyfnod ymgynghori wedi'i ymestyn er mwyn sicrhau digon o amser i'r holl staff y gallai'r argymhelliad effeithio arnynt ystyried yr wybodaeth a chymryd rhan yn yr ymgynghoriad. Deallaf hefyd fod cynrychiolwyr undebau llafur wedi mynegi pryderon am yr effaith bosibl, gan gynnwys y cydbwysedd rhwng bywyd a gwaith, y posibilrwydd o gynnydd yng nghostau gofal plant, a chostau teithio, golchi dillad a bwyd. Rwy'n disgwyl i reolwyr y bwrdd iechyd ystyried unrhyw effaith ar gydraddoldeb a'r holl adborth cyn gwneud unrhyw benderfyniad. Felly, nid yw'r cynnig yn adlewyrchu'r realiti nad yw prosesau ymgynghori lleol wedi'u cwblhau eto - maent yn mynd rhagddynt ac ni wnaed penderfyniad hyd yma. Mae'r cynnig hefyd yn cyfeirio at ddiogelu cyflogau ac amodau gwaith gweithwyr rheng flaen yn y GIG. Mae'r argymhellion ar gyfer y rotâu yn ymwneud â chynllunio sifftiau ac ni fyddent yn effeithio ar gyflog, telerau ac amodau cytundebol a nodwyd o dan yr 'Agenda ar gyfer Newid' y cytunwyd arni ar y cyd. Wrth wrthwynebu'r cynnig, rwyf hefyd wedi cynnig gwelliannau i ategu'r gwerth a roddwn ar weithlu'r GIG a threfniadau gweithio mewn partneriaeth gymdeithasol yng Nghymru, a'n bod yn parhau i ddisgwyl i holl gyrff y GIG weithio, ymgysylltu ac ymgynghori â'u staff, eu hundebau llafur a chyrff cynrychiadol eraill ar unrhyw newid gweithredol sy'n effeithio ar staff. Mae'r bartneriaeth gymdeithasol ac ymwneud undebau llafur yn drefniadau arferol yma yng Nghymru. Mae'n ddealladwy fod cymheiriaid undebau llafur yn Lloegr, lle mae'r dull o weithredu yn sylfaenol wahanol, yn eiddigeddus o'n trefniadau yng Nghymru. Rwy'n falch o ddweud bod ansawdd y data wrth gofnodi absenoldebau yn gwella, a bydd hyn yn helpu i nodi a mynd i'r afael â themâu a meysydd penodol i ganolbwyntio arnynt. Mae gwaith yn mynd rhagddo ledled Cymru, yn dilyn y cytundeb 'Agenda ar gyfer Newid', i leihau absenoldeb oherwydd salwch ym mhob bwrdd ac ymddiriedolaeth iechyd. Mae sefydliadau'r GIG yn ymwneud ag ystod o fentrau i gefnogi iechyd a lles corfforol ac emosiynol eu staff. Fel pob un o fy nghyd-Aelodau, rwyf hefyd yn pryderu am straen a materion sy'n ymwneud ag iechyd meddwl sy'n effeithio ar ein staff iechyd a gofal. Rhaid i gyflogwyr ystyried iechyd a lles eu gweithwyr yn llawn. Mewn gwirionedd - mae'r drafodaeth ar sut i leihau absenoldeb oherwydd salwch wedi cael ei datblygu ar y cyd gan yr undebau llafur a chan gyflogwyr, ac fe'i cefnogwyd gan adnoddau ychwanegol gan y Llywodraeth. Felly, ni fyddwn yn cefnogi'r gwelliannau a gynigiwyd gan Darren Millar. Fel y dywedais yn gynt, mae'r argymhellion hyn, yn gwbl briodol, yn amodol ar ymgysylltu ac ymgynghori â staff, undebau llafur a chyrff cynrychiadol. Rwyf am ei gwneud yn glir fy mod yn cadw budd gorau ein staff a'r cyhoedd a wasanaethwn mewn cof ym mhob penderfyniad a wnaf. Gwn fod hynny'n rhywbeth y byddai Aelodau eraill yn ei ddweud - eu bod hwythau'n cadw hynny mewn cof wrth wneud cyfraniadau yn y Siambr hon. Ond rwy'n disgwyl i gyflogwyr y GIG fabwysiadu ymagwedd debyg wrth wrando ar ein staff a'u cynrychiolwyr etholedig ar ochr yr undebau llafur a gweithio gyda hwy. Wrth gwrs, nid yw hynny'n golygu bod cyflogwyr ac undebau llafur yn cytuno ar bob argymhelliad a wneir. Er hynny, yng Nghymru, mae gennym hanes o ddod o hyd i ffordd o ddod i gytundeb ar y ffordd ymlaen. Rwy'n disgwyl i'r dull adeiladol ac aeddfed o weithredu yr ydym wedi'i feithrin, ei annog a'i ymgorffori drwy bartneriaeth gymdeithasol ganfod ffordd ymlaen yn yr achos hwn, ac wrth gwrs, byddaf yn parhau i fod â diddordeb yn y cynnydd ar hynny yn y mater hwn ar ôl i'r ymatebion i'r ymgynghoriad ddod i law. Yna bydd yn rhaid i'r bwrdd iechyd ystyried unrhyw argymhelliad a fydd yn dal i fod ganddynt ar y pwynt hwnnw, neu ei adolygu, ei drafod, a chytuno arno, gobeithio, yn y bartneriaeth yr ydym wedi'i meithrin, ac rwy'n falch o ddweud, wedi'i sicrhau yma yng Nghymru.