Page 13 - Kildare House Hotel EHB Rev.1.1

Rosters are likely to change owing to the dynamic nature of the business. In these circumstances,
employees will be afforded as much notice as is possible on any changes to the roster.

The Kildare House Hotel provide subsidised meals to staff. The cost to the employee may vary from
time to time and all subsidies are purely at the sole discretion of the Company.
Remember to please ensure that your Kildare House Hotel uniform is covered when eating in the
dining room.

2.10.1 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.

2.11 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
completed their probation periods and who are not subject to the company's disciplinary procedure.

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