Page 14 - Bretland Group Employee Handbook Dec 2019 v.1

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.

Additional rest periods will be provided in instances where it is envisaged employees will accrue
overtime above the normal hours. This will be in the form of a discretionary fifteen-minute unpaid
rest period provided at 4:30pm or as agreed in conjunction with the Senior Manager.

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.

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