Page 13 - Employee Handbook June 2020

2.11 HOURS OF WORK AND SHIFT REQUIREMENTS
Your hours of work are set-out in your individual terms of employment contract. Any permanent
changes to your working hours or the conditions of your employment will be noted in your employee
file. On commencement of employment you will be issued with a personal swipe card. Please ensure
you swipe your card when you arrive for work and also when departing as wage details are taken from
these records. Failing to do so or falsifying records is a disciplinary offence that may result in summary
dismissal. Only you are authorised to record your own working hours. This does not act as a roll call
in the event of an evacuation

2.11.1 BREAKS
In accordance with the working time legislation, Sheehy Motor Group is committed to the welfare of
its employees with regard to their time spent at work. All employees, whether full-time, part-time or
fixed term are covered by the legislation.

Daily Break Period - All employees must 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 must take a rest period of 11 consecutive
hours 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.

If you are unable to take a break in your job, you must notify your Manager in writing (within one
week) that you were unable to take this break. Your Manager will look at the reasons why you were
unable to take your break and at any health and safety issues that might or have arisen relating to
you and your job. If you do not notify your 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.

2.11.2 TEMPORARY SHORTAGE OF WORK

If there is a temporary shortage of work for any reason, we will try to maintain your continuity of
employment even if this necessitates temporarily placing you on short time, a reduced working week
or having to lay you off work without pay.

2.12 PAYMENT TERMS
The Company aims to maintain a compensation (wages/salary, employee benefits, annual leave, etc.)
system that is fair and internally equitable. You will be paid on a monthly basis by way of bank transfer
into your nominated bank account. Where you have been paid for work and then subsequently do not
work due to illness etc., the company reserves the right to adjust your pay accordingly the following
month. You will receive a payslip showing how the total amount of your pay has been calculated. It
will also show the deductions which have been made and the reasons for them, e.g. PAYE, PRSI, etc.
Your payslip will be emailed to the address that you have provided. You are required to clock in and
out on a daily basis in order to ensure that you receive the correct payment.

Any pay queries which you may have should be raised with your Line Manager.

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