Page 14 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

2.11 OTHER EMPLOYMENT
It is a condition of your employment that whilst employed by the Company, you do not enter into
employment with another company or undertake work on a freelance basis without the prior written
permission of the Company. Your total aggregate hours of all employment cannot exceed the legal
limitations set out in Organisation of Working Time Act 1997.

2.12 HOURS OF WORK AND SHIFT REQUIREMENTS
Your hours of work are set-out in the terms of employment contract. Any permanent changes to your
working hours or the conditions of your employment will be noted in your employee file. O’Kelly
Sutton will provide you with a time sheet for reporting your hours. Only you are authorised to record
your own working time.
2.12.1 Breaks
In accordance with working time legislation the Company is committed to the welfare of its employees
regarding the amount of time they spend at work. All employees whether full-time, part-time or flexi-
hours are covered by the Organisation of Working Time Act 1997. The Company acknowledge that
exceptional seasonal demands place additional onus on staff to meet customer needs. The cumulative
hours worked by any individual will be closely monitored and a necessary compensatory rest period
required will be arranged in due course.

Daily Break Period All employees must take a break of at least 15 minutes if working more than four
and a half hours or a break of at least 30 minutes if working more than six
hours (this may be inclusive of the initial 15 minutes break).

Daily Rest Period Employees affected by this legislation must take a rest period of 11 hours
consecutively in each 24-hour period.

Weekly Rest Periods All employees must take a rest period of at least 24 consecutive hours in
each period of seven days.

2.13 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
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