Page 13 - EQA Employee Handbook

2.7 PAYMENT TERMS
The Company aims to maintain a compensation (wages/salary, employee benefits, annual leave, etc.)
system that is fair and internally equitable. Rates of pay are determined based on National
Agreements, job requirements, the competencies required to do the job, the performance of the
Company and the economic and commercial environment within which it operates.
Your remuneration is specified in your Contract of Employment.

2.7.1 Payment of Wages Act Consent
This Agreement constitutes your prior written consent in writing to all deductions or payments under
the Payment of Wages Act, 1991 as are contemplated by your contract of employment or this
Employee Handbook.

2.7.2 Overtime
The company must be responsive to the needs of our customers. Consequently, employees may be
required to work a reasonable amount of overtime. Such overtime working must not conflict with the
Organisation of Working Time Act 1997, in particular legislation on working hours and rest periods.
The principles of the Act must carry through into our work practices. All overtime must be worked in
accordance with the principles of the Organisation of Working Time Act 1997.

The Company continues to look at ways and means of improving the work/life balance of our
employees, bearing this in mind we need to ensure that the legislation of working hours and rest
periods are applied.

Overtime is scheduled at Manager’s discretion and is subject to their authorisation. Management
reserves the right to determine the duration of overtime and the number of employees required to
work same. It is recognised that overtime working is not compulsory, but employees agree to co-
operate in working reasonable amounts of overtime as deemed necessary by management to meet
business and customer requirements.

Overtime working is kept to a minimum as far as is reasonably practicable. For full-time employees
where overtime hours above the hours stated on your contract of employment (typically 40 hours per)
are accrued these hours can be taken as time off in-lieu within 30 days of the date the overtime hours
were worked. Should an employee wish to retain banked overtime hours accrued this will require
authorisation in advance from the Manager. Hours taken in lieu must not conflict with staff rostering
in times of high seasonal demand.

For all other staff members (part-time, fixed-hours, flexi-time and weekend staff) any overtime hours
worked will be paid at the normal rate of pay as stated on the contract of employment.

2.7.3 Pay Periods
All employees are required to register their start and end times on a daily basis using the Employee
Working Times Log.
th
Your pay period which is monthly at month end, typically the 27 of each month or closest working
th
day to the 27 , is determined by your class of employment within the Company (full-time, part-time,
flexi-hours, etc.) and is stated on your Contract of Employment.

2.7.4 Public Holidays
See Section 4.1.5 of this handbook.

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