Annualised Hours. Staff Members will be entitled to receive the leave entitlements of a full-time staff member on a proportional basis determined by the number of annualised ordinary hours required to be worked by the staff member within the year. The timing of taking annual leave and long service leave will be determined by the University, in consultation with the staff member.
Annualised Hours. 14.3.1 Subject to Equal Opportunity of Employment, Affirmative Action and Occupational Health & Safety policies of the University, approval may be given by an authorised officer for an employee to work annualised hours where it is deemed practicable and convenient. In establishing the arrangements for annualised hours, the employee may elect to be represented by an employee representative.
14.3.2 Every arrangement to work annualised hours is to be applied for a specifically negotiated period. The period is to be a maximum of 1 year and a minimum of 1 month. The employee or the employer may provide notice at any time of their intention to withdraw from the annualised hours work arrangement. The notice period required shall be 4 weeks provided that a lesser period of notice may be given at any time if the employer and the employee agree.
14.3.3 Based on the requirement that a full-time employee works 1731 hours per annum, these hours may be annualised and the following limits shall apply: Per Week 48 hours Per Day 10 hours 14.3.4 Work will normally be conducted Monday to Friday provided that hours worked in excess of 10 hours on any day Monday to Friday or any hours worked on a Saturday or Sunday will be paid in accordance with Clause 24 – Overtime.
Annualised Hours. Where an employee's hours are defined on an annual or seasonal basis, and there may be significant variations in weekly/monthly/quarterly hours and where flexibility is required. Annualised hours are normally applied to a whole work group and may be introduced initially on a temporary trial basis for a group of employees.
Annualised Hours. 48.2.1 Annualised educational program contact hour benchmarks will be established across all educational programs including Learning Support.
48.2.2 The benchmarks are based upon the provision of educational programs to clients normally undertaken in 18 - 24 hours per week for the teaching year. The benchmarks will be established by use of a consultative process and will involve staff and managers from the work group level. For each educational program a benchmark figure will be established with reference to preparation and other normal duties as well as institute requirements. College Contact Hours Advisory Committees will be abolished.
48.2.3 Teaching or class contact is an educational interaction recorded through a roll book.
48.2.4 Any variation in the normal weekly contact hours would be with the agreement of the lecturer concerned and would take due regard of the OHSW issues as well as the quality standard of the educational program.
48.2.5 Annualised hours can be achieved flexibly allowing up to 60% (minimum 40%) of the annualised target to be delivered in either semester. Similarly, a 25% variation in normal weekly contact hours (18- 24) would be the usual maximum increase.
Annualised Hours. 4.10.1 The parties to this Agreement may agree that in a particular work area a work cycle may be based on the principle of annualising hours worked by an Employee in that location. Instances where this may occur are:
4.10.1.1 Where work is seasonal;
4.10.1.2 Where an Employee agrees to work additional hours over a 12 month period and seeks to convert their earnings to an annualised basis paid fortnightly; and/or
4.10.1.3 Where the parties agree to annualise allowances and other rates payable.
4.10.2 Any annualised agreement between the parties is to be detailed in writing and will reflect as a minimum the rates of pay and other provisions in this Agreement. Such agreement must have a stipulated life and be reviewed 12 monthly.
Annualised Hours. Staff Members
(i) Pay
Annualised Hours. (a) Individual employees may be offered the opportunity to work under an annualised hour’s scheme. Each may choose to retain their present number of contractual hours per week or to increase their hours by an agreed amount over the working year which will be paid at plain time.
(b) The working year is from 1 April to 31 March
(c) Monthly pay will be calculated on the basis of annual hours divided by 12.
(d) New employees who are contracted to work regular hours through the year will work a simple proportion based on the remaining working days in the year. New employees who work irregular hours would be allocated a mutually agreed number of hours for the remainder of the working year.
(e) Employees who leave the service of the Council will be paid for hours worked above the level for which payment had been made on the annualised hour’s basis. Hours not worked prior to leaving will be deducted from the final pay calculation.
(f) Working upon an annualised hour’s contract will not preclude individuals from paid overtime working above their contracted annual hours.
(g) Those working upon an annualised hour’s contract may not work in excess of 25% above their agreed weekly hours or less than 25% less than their agreed weekly hours except for holiday and sickness leave.
(h) Pay rises will take effect on the nationally agreed date in direct proportion to the contracted days remaining in the contract year.
(i) Seven days’ notice must be given when a rostered shift is not to be worked.
(j) Bank and concessionary holidays have not been included as working days.
(k) At the contract year end, a balance of plus or minus 1% of the agreed annual hours can be carried forward to the next contract year. Excess hours worked above this level will be paid at plain time. Any shortage of hours (outside this level) other than refusal to work additional shifts will be written off.
(l) An individual’s agreed annualised hours may be reviewed after lengthy periods of sickness, 3 refusals to work additional shifts at 72 hours’ notice or by mutual agreement.
(m) This annual scheme may be reviewed by the Head of Sport & Leisure in consultation with employees’ representatives.
Annualised Hours. 10.1 The implementation of flexible working hours will recognise the strongly seasonal nature of the tourist industry on the Island, and the need to operate efficiently and effectively and provide superior service in a strongly competitive international market.
(a) The ordinary hours of Employees subject to this Agreement shall be an average of thirty-seven and a half (37.5) hours per week.
(b) The ordinary hours of Employees will be worked within a spread of hours of 6.30 am to 8.30pm.
(i) An unpaid meal break period of not less than thirty (30) minutes, shall be allowed on each day worked.
(ii) A meal break will be taken no more than five (5) hours after the commencement of a shift.
(iii) Where an Employee is directed to work through the lunch break, the Employee shall be entitled to an allowance equivalent to thirty (30) minutes at ordinary time rates and an additional credit of thirty (30) minutes to his or her AAOH.
(iv) Where an Employee is subsequently directed to take a meal break after five (5) hours, the Employee shall instead be paid at the rate of double time for the period elapsed between five (5) hours and the time the break is taken.
10.3 Each employee, according to the nature of services being provided by different branches:
a) May be rostered to work on any day of the week, Monday to Sunday, including public holidays, and on any shift during these days. In the organisation of the roster, single days off will be kept to a minimum, and used in the rostering system only when necessary. The roster will allow each employee two consecutive days off at least twice every three weeks, although other arrangements may be requested by an employee and agreed by management if these other arrangements can be accommodated in the roster.
b) Where the Agency decides to change a roster then in operation, the Agency shall give the employees concerned as much notice as is reasonably practicable prior to the introduction of that new roster.
c) Shall work a total number of hours per year equal to the Aggregate Annual Ordinary Hours (i.e. AAOH). The AAOH for each employee is calculated by multiplying the ordinary hours of work per week by 52, giving a total of 1950 hours per year.
10.4 In order to recognise the Periods of High Demand for employees’ services and the corresponding Periods of Low Demand (normally, but not necessarily corresponding with the tourist season) the Agency, in consultation with its employees, shall organise the roster system to recognise t...
