Page 11 - Comerford Employee Handbook 2018 v.1

Daily Break Period - All employees shall be entitled to take a break of at least 15 minutes if
working up to four and a half hours or a break of at least 30 minutes if working up to six hours.
(This may be inclusive of the initial 15 minute break).

Daily Rest Period - Employees affected by this legislation shall be entitled take a rest period
of 11 consecutive hours in each 24 hour period.

Weekly Rest Periods - All employees shall be entitled to take a rest period of at least 24
consecutive hours in each period of seven days.

In accordance with this legislation all staff members are required to keep an accurate record of
their hours worked and will be provided with a clock in and out system for this purpose. It is
important that you accurately clock in & out as hours and/or wage details may be taken from
these records. Failing to do so or falsifying records is a disciplinary offence that may result in
summary dismissal following recourse to the Company’s disciplinary procedure.

If you are unable to take a rest break in your job, you are advised to notify your
Supervisor/Manager in writing (within one week) that you were unable to take this break. Your
Supervisor/Manager will look at the reasons why you were unable to take your break and any
health and safety issues that might or have arisen relating to you and your job. If you do not
notify your Supervisor/Manager within one week you will forfeit that break. If after investigation
you are offered the break and refuse, you are at fault and the Company is not obliged to offer
you a further rest break. However, we do ensure employee’s rest breaks are taken.

H) EXCLUSIVE EMPLOYMENT

During your employment with the Company you shall not be engaged in any other business
or employment whatsoever without the prior written consent of the Company and shall during
your hours of work devote your whole time, attention and ability to carrying out your duties.

Under the Organisation of Working Time Act, 1997, it is a requirement for the company to
ensure that an employee does not work more than the maximum of 48-hours in an average
working week, in any employment. All employees are therefore required to inform their
manager, in writing, of any second job they hold currently, or in the future, providing full details
of the number of days or hours of work.

I) ADVERSE WEATHER POLICY

Extreme Weather Conditions
From time to time, extreme weather may seriously delay or prevent you from attending work.
Whilst we expect you to make all reasonable effort to attend, there may be some occasions
where this is not possible. This may be due to road closures or a lack of public transport due to
prevailing weather conditions. The Company may make arrangements to have you collected
and brought to work if required.

Employee Options
During severe weather, you have no automatic legal entitlement to remain at home on full or
reduced pay. Instead, you have the following options available to you:
▪ Annual leave. If you’re unable to attend work, you may choose to take this time as annual
leave.
▪ Unpaid leave. An alternative is to take this time as unpaid leave. If you do this, your annual
leave allowance will remain unaltered.
▪ Homeworking. It may be possible for you to work from home during a period of severe
weather. This will depend on the nature of your job role and the availability of computer, e-
mail and Internet access. If you wish to consider this as an option, it should be discussed
with your line Supervisor/Manager in advance.

J) NOTIFICATION

You are expected to telephone your Supervisor/Manager to let the Company know if you are
going to be delayed, or unable to attend work, you must contact your Supervisor/Manager at

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