Page 14 - O'Shea Group EHB May 2019

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.

2.11.3 Pay Periods
All employees are required to commence at their rostered time and finish as required by their
manager.
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 Manager, 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, including walk-outs and till shortages, made by any employee provided
Company disciplinary procedures have been adhered to.

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