Page 15 - Bretland Group Employee Handbook Dec 2019 v.1

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. Senior
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 Senior
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 45 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 pro-rata 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 Senior Manager. Hours taken in lieu must not conflict with staff rostering in times of
high seasonal demand. Time off in lieu must be approved in advance.

2.11.3 Pay Periods
All employees are required to register their start and end times daily using the relevant local
system/procedures.

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 Senior Manager, in certain circumstances, for the overpayment to be recovered over a
longer period but not exceeding two months.

2.11.7 Deductions from wages
The company reserve the right to deduct the following items from your wages;

− The value of any cash or merchandise wrongfully taken by any employee from the company.
− The value of any wages wrongfully claimed.
− Any fines imposed upon or awards made against the company as a result of the negligence of
the employee or their disregard for company procedure or regulations.

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