Page 16 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

discretion you are paid, you will be required to return any social welfare benefits to the company.

2.13.6 Overpayments
If you are overpaid for any reason, the total amount of the overpayment will normally be deducted
from your next payment but if this would cause difficulties to you personally, arrangements may be
made with a MANAGER, in certain circumstances, for the overpayment to be recovered over a longer
period but not exceeding two months.

2.13.7 Personal Retirement Savings Account
O’Kelly Sutton will facilitate through payroll any employee who chooses to set up a PRSA.

2.13.8 Bonus
Where the awarding of a bonus payment forms part of your terms and conditions of employment
the following will apply:
• The payment of bonus is not a guaranteed payment and
• Will be awarded to eligible employees as per the criteria which sets out the awarding of
bonus payments

No bonus awards will be paid to employees in the following circumstance:
• You are not in employment with the company at the time when bonus payments are been
made to eligible employees.
• You are subject to disciplinary action during the review period, of any bonus payments as
per your contract of employment.
• In the event that the company is not in a position to pay a bonus, due to insufficient funds,
where the payment of bonus would, jeopardise the financial position of the company, the
company may not award or defer bonus payments to eligible employees.
• Periods of unpaid leave will be deducted on a pro rata basis from any bonus payments to
eligible employees.

2.13.9 Other Deductions from Wages
The company reserve the right to deduct from your wages any costs incurred by the Company
resulting from a mistake made by any on employee provided Company disciplinary procedures have
been adhered too.

2.14 ATTENDANCE AND ABSENTEEISM
Maintaining our reputation for a quality service depends upon your punctual and full attendance at
work. The importance the Company places on full attendance and punctuality is reflected in the fact
that these are important criteria for consideration at salary and performance reviews and internal
promotions or transfers. Failure to comply with the absence procedure will be dealt with under the
disciplinary procedure.

2.14.1 Absence from Work – Notification Requirements on the Day
If you are unable to attend work, for whatever reason (apart from approved leave), you must contact
a MANAGER;

• within an hour of your start time on your first day of absence to explain the
circumstances. You must provide sufficient details about the nature of your illness and, if
possible, you should indicate how long your absence is likely to last.

You personally, must make every effort to speak with a MANAGER; only in very exceptional
circumstances should you either-

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