Page 26 - My Clinic Employee Handbook Draft V.1

2.11 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 hourly rate is specified in your Contract of Employment.
Pay reviews in the Company are based on five main principles;
1. National Wage Agreement,
2. Ability to pay,
3. Performance of employee during the year based on
• Additional competencies gained (including machine and equipment tickets)
• Employee disciplinary record
• Productivity
• Time-keeping and attendance
• Flexibility
• General attitude
• Cooperation with Management
4. Company position against market

A review, where applicable, will only be conducted for those employees who have successfully completed their
probation periods and who are not subject to the company's disciplinary procedure.

2.11.1 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.

2.11.2 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 the Company’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 39 hours) are accrued, these
hours can be taken as time off in-lieu within 30 days of the date the overtime hours were worked.
Time off in lieu hours are accumulated on a prorate basis to actual hours worked, that is, one hour of overtime
worked entitles you to one hour off on lieu.
Should an employee wish to retain banked overtime hours accrued this will require authorisation in advance
from a MANAGER. Hours taken in lieu must not conflict with staff rostering in times of high seasonal demand.
2.11.3 Pay Periods
All employees are required to register their start and end times daily using the relevant local system/procedures.

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