Page 13 - Heaney Brothers draft employee handbookV2 with new logo

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.

2.11.1 Payment of Wages Act Consent
This Agreement constitutes your prior written consent in writing to all deductions or payments under
the Payment of Wages Act, 1991 as are contemplated by your contract of employment or this
Employee Handbook.

2.11.2 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 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 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.

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