Page 15 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

completed their probation periods and who are not subject to the company's disciplinary procedure.

2.13.1 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.

2.13.2 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.
2.13.3 Pay
Periods
All employees are required to register their start and end times daily using the relevant local
system/procedures.

Your pay period and whether you are paid weekly in arrears or monthly at month end 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.

2.13.4 Public Holidays
See Section 4.1.5 of this handbook.

2.13.5 Sick Pay
The Company does not operate a sick pay scheme. The company therefore is not obliged to pay you
during any absence on grounds of illness, and in such event, you should avail of the appropriate
Department of Employment Affairs and Social Protection benefits. Where, at the Company’s

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