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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.

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
rd
Your pay period which is monthly at month end, typically the 23 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.

2.7.5 Payment during Sickness Absence
There is no obligation for the Company to pay an employee while they are on sick leave, unless this is
otherwise stated in your contract. Consequently, it is at the discretion of the Company to pay for time
taken as sick leave. Absences of three or more days must be justified with a medical certificate. This
certificate must cover the period of illness, indicate the nature of the illness and contain a declaration
as to when the employee is expected to be fit to resume normal duties. Members of staff must inform
their line manager as soon as possible, preferably by phone call, when they know they will be unable
to attend work. A Sick Leave form should be completed on the first day back at work.
For long-term sickness absence or frequent periods of sickness absence, the Company may request a
medical report from the employee's GP or consultant. The Company also reserves the right to have an
employee examined by its own medical practitioner. Failure to comply with such a request may result
in disciplinary action being taken.

2.7.6 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 your Manager, in certain circumstances, for the overpayment to be recovered over a longer
period but not exceeding three months.

2.8 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

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