Page 13 - ORC Employee Handbook Jan19
P. 13

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 Company Director. 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.
               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.

               2.11.4 Public Holidays
               See Section 4.1.5 of this handbook.

               2.11.5 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
               discretion you are paid, you will be required to return any social welfare benefits to the company.

               2.11.6 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 Company Director, in certain circumstances, for the overpayment to be recovered over
               a longer period but not exceeding two months.
               2.11.7 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.


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