Additional Working Hours. 4.2.1 An independent body will be established by end March 2021 to assess issues arising in addressing this matter pertaining to the Haddington Road Agreement and make appropriate recommendations to be applied equitably across all affected grades, groups, categories and sectors. The body will consider, and fully take into account, submissions made by the parties to this Agreement and will be tasked to report by end 2021. As part of the deliberative process, the body, will consider: The context for the pay and productivity measures within the Haddington Road Agreement. The quantification and verification of the additional hours worked by the Haddington Road Agreement grade, group and sector. Any associated costs with reference to possible replacement mechanisms, e.g. rostering changes, productivity measures, recruitment, overtime/premia payments, agency staffing. The operational, service delivery and administrative implications associated with any reduction in hourly work requirements, including the proportion of hours that support direct service delivery compared with those that provide indirect services. The manner in which additional hours contributed to more standardised public service terms and conditions. the varying application of the additional hours provision of the Haddington Road Agreement. Relevant overtime divisors.
Additional Working Hours. Hours worked by Employees in excess of the ordinary hours on any day or shift are to be paid as follows:
Additional Working Hours. 6.1 Hours worked by Employees in excess of the ordinary hours on any day or shift are to be paid as follows: Employment Type Day Shift Penalty will be:
Additional Working Hours. Where members of staff in grades 1 to 4 are requested to work over their contracted hours per week, compensation will be awarded either as entitlement to take time off in lieu (TOIL) of those additional hours worked or by payment. Both authorised TOIL and payment for additional working hours will be made at the rates specified below2. The time off is to be taken on a date to be agreed with the line manager. XXXX will be awarded when the need for additional working is unexpected. If a member of staff has been given at least 24 hours’ notice of the requirement to work additional hours they will be paid in accordance with the rates below. It should be noted that members of staff have the right to turn down requests for additional working. The decision as to the method of compensation will be made in consultation with staff affected but ultimately rests with the line manager. Any additional hours for which payment is sought must be authorised (usually in advance) by the appropriate Executive Xxxx/Head of School/Directorate/Division/Department or their nominee. Payment for authorised additional working hours (or TOIL accrual) will be made at the following rates: Standard work days and Saturdays (unless a standard work day) – time and a half base rate excluding London Weighting Allowance. Sundays (unless a standard work day), bank and public holidays, closure days – double base rate excluding London Weighting Allowance. In cases where a staff member’s regular work pattern includes work on Saturdays and Sundays, these days are considered standard working days for that staff member.
Additional Working Hours. Shift Penalty In calculating overtime, each day’s work will stand alone. Employment Type Permanent Educational Leader NCT Allocation (per week/pro-rata) Role 3 hours – Small centre 4 hours – Medium centre 6 hours – Large centre and Temporary Employee 150% for the first 2 hours, 2 hours – 50+ places Assistant Centre Manager 200% thereafter. 175% for the first 2 hours (plus any all-purpose allowance payable), 225% thereafter (plus any all- purpose allowance payable). Casual Employee Centre Manager 3 days – 40+ places
Additional Working Hours a) For all authorised overtime, overtime rates under this clause will be in substitution for, and not cumulative upon any shift premiums.
Additional Working Hours. 4.1 Hours worked by Employees in excess of the ordinary hours on any day or shift are to be paid as follows: Rates (Saturday and Sunday) 150% 175% Employment Type Day Shift Penalty Full Time and Part Time Monday to Saturday 150% for the Shiftworker where the ordinary rostered hours finish between 6.00pm and 8.00am or commence between 6.00pm and 6.00am 115% 140% first 2 hours, NOTE: The shiftwork rates for casual employees do not include the casual loading of 25%. 200% Sunday 200% thereafter Public Holiday 250% Casual Monday to Saturday 187.5% for the first 2 hours, 250% Sunday 250% thereafter Public Holiday 312.5%
Additional Working Hours. 13.1 In circumstances where employees are requested to, and agree to, work additional hours beyond employee normal working hours those employees will be paid the additional hours payment as set out in Schedule B (Rate of Pay.) No penalty will be attached to refusal to work in excess of the hours listed under clause 12.
Additional Working Hours. 4.2.1 An independent body will be established by end March 2021 to assess issues arising in addressing this matter pertaining to the Haddington Road Agreement and make appropriate recommendations to be applied equitably across all affected grades, groups, categories and sectors. The body will consider, and fully take into account, submissions made by the parties to this Agreement and will be tasked to report by end 2021. As part of the deliberative process, the body, will consider: • The context for the pay and productivity measures within the Haddington Road Agreement. • The quantification and verification of the additional hours worked by the Haddington Road Agreement grade, group and sector. • Any associated costs with reference to possible replacement mechanisms,
Additional Working Hours. 4.2.1 An independent body will be established by end-March 2021 to assess issues arising in addressing this matter pertaining to the Haddington Road Agreement and make appropriate recommendations to be applied equitably across all affected grades, groups or categories and affected sectors. The body will consider, and fully take into account, submissions made by the parties to this Agreement and will be tasked to report by end-2021. As part of the deliberative process, the body, will consider: • the context for the pay and productivity measures within the Haddington Road Agreement; • the quantification and verification of the additional hours worked by the Haddington Road Agreement grade, group and sector; • any associated costs with reference to possible replacement mechanisms, e.g. rostering changes, productivity measures, recruitment, overtime/premia payments, agency staffing; • the operational, service delivery and administrative implications associated with any reduction in hourly work requirements, including the proportion of hours that support direct service delivery compared with those that provide indirect services; • the manner in which additional hours contributed to more standardised public service terms and conditions; • the varying application of the additional hours provision of the Haddington Road Agreement; • relevant overtime divisors.
