Banking of Hours. (i) A full time or part time employee may, by agreement made daily, weekly or fortnightly with their Manager or Supervisor:
(a) work less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date; or
(b) work more than their daily, weekly or fortnightly rostered or contracted hours and take time off in lieu of payment, or may set off the additional hours worked against any owing under i) above.
(ii) An employee who works less than their rostered or contracted hours shall be paid as if those hours had been worked during the relevant period, including payment for any weekend or shift penalties that would otherwise have been due for the time not worked.
(iii) An employee who works more than their rostered or contracted hours shall not receive payment for any weekend or shift penalties that would otherwise have been due for that extra time worked.
(iv) Time debited or credited under these arrangements shall all be at ordinary time, i.e., an hour for an hour.
(v) An employee may not have more than 76 hours in debit or credit at any point in time.
(vi) Employees who have hours in debit must be given first option to work additional hours prior to the use of casual employees.
(vii) Each hospital must keep detailed records of all hours credited and debited to employees under these arrangements. Employees must have full access to these records.
(viii) On termination of employment the employer must pay the employee for all hours in credit and may deduct from termination pay the value of any hours in debit.
Banking of Hours. (i) A full time or part time employee may, by agreement made daily, weekly or fortnightly with their Nurse/Midwifery Unit Manager or DON:
(a) work less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date, provided such hours are worked within a twelve (12) week period from when the time when less hours are worked; or
(b) work more than their daily, weekly or fortnightly rostered or contracted hours and take time off in lieu of payment, provided such hours are taken within a twelve (12) week period from when the additional hours are worked.
(ii) An employee who works less than their rostered or contracted hours shall be paid as if those hours had been worked during the relevant period, including payment for any weekend or shift penalties that would otherwise have been due for the time not worked.
(iii) An employee who works more than their rostered or contracted hours shall not receive payment for any weekend or shift penalties that would otherwise have been due for that extra time worked.
(iv) Time debited or credited under these arrangements shall all be at ordinary time, (i.e., an hour for an hour).
(v) Unless there is mutual agreement, an employee may not have banked or owe the employer more hours than they are contracted to work in a seven day period.
(vi) Employees who have hours in debit must be given first option to work additional hours prior to the use of casual employees.
(vii) The hospital must keep detailed records of all hours credited and debited to employees under these arrangements. Employees must have full access to these records.
(viii) On termination of employment the employer must pay the employee for all hours in credit and may deduct from termination pay the value of any hours in debit. Employers may negotiate a deduction payment plan with the employee for hours in credit.
(ix) Either party shall have the right to terminate an agreement under this clause with two weeks’ notice.
(x) For the avoidance of any doubt, any agreement made under (i)(b) of this clause does not constitute Overtime (Clause 19) or TOIL (Clause 19(xiii)).
Banking of Hours. (a) For hours worked in excess of an employee’s normally scheduled hours where the total weekly hours or the total average weekly hours worked do not exceed forty (40), an employee will have the option to either be paid at the employee’s regular rate or to bank one (1) hour for every hour worked.
(b) For hours worked in excess of forty (40) hours per week or in excess of 40 multiplied by the number of weeks in the modified schedule, an employee will have the option of either being paid in accordance with Article 16.02 or banking 1 ½ hours for every hour worked.
(c) An employee will not be permitted to bank in excess of forty (40) hours at any time.
(d) An employee wishing to bank any hours must advise the Employer in writing prior to the payroll cutoff date for the pay period in which the employee would receive pay for the additional hours, failing which the employee will be paid.
(e) A request by an employee to use all or a portion of banked hours will be granted where the Employer in its sole discretion determines that the staffing and operational needs of the Employer will permit the same. Such requests will not be unreasonably denied.
(f) An employee who has banked hours may at any time request in writing to have all banked hours paid out. Upon receipt of a request to have banked hours paid out, pay for banked hours will be added to the employee’s next regular pay cheque.
(g) Payout of banked hours will be at the employee’s regular hourly rate of pay.
Banking of Hours. Employees shall be given the opportunity to bank hours worked in excess of the ordinary working hours on any one day or in any one week. Such hours worked shall be banked to the employee’s credit on an hour for hour basis ( i.e. one hour worked equals one hour banked ) and held in trust. The employee shall be able to accrue a maximum of 160 hours in banked hours at any one time. The banked hours shall be taken as paid time off by the employee with the consent of the employer. Accrued banked hours shall be paid out to the employee at the current ordinary hourly rate of pay on termination of employment.
Banking of Hours. 15.1 A full time or part time employee may, by agreement made daily, weekly or fortnightly with their Nurse Unit Manager or DON.
(1) work less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date; or
(2) work more than their daily, weekly or fortnightly rostered or contracted hours and take time off in lieu of payment, or may set off the additional hours worked against any owing under (1) above.
15.2 An employee who works less than their rostered or contracted hours shall be paid as if those hours had been worked during the relevant period, including payment for any weekend or shift penalties that would otherwise have been due for the time not worked.
15.3 An employee who works more than their rostered or contracted hours shall not receive payment for any weekend or shift penalties that would otherwise have been due for that extra time worked.
15.4 Time debited or credited under these arrangements shall all be at ordinary time, i.e. an hour for an hour.
15.5 An employee may not have more than 30 hours in debit or credit at any point in time.
15.6 Employees who have hours in debit must be given first option to work additional hours prior to the use of casual employees.
15.7 The hospital must keep detailed records of all hours credited and debited to employees under these arrangements. Employees must have full access to these records.
15.8 On termination of employment the employer must pay the employee for all hours in credit and may deduct from termination pay the value of any hours in debit.
15.9 Either party shall have the right to terminate an agreement under this clause with two weeks’ notice.
Banking of Hours. When an Employer chooses to allow the banking of hours, a policy will be developed which addresses such items as vacation time, CRA restrictions, Employer’s year end, rate changes, terminations and layoffs, which does not contravene the Collective Agreement. Other issues may be added to this policy that may be appropriate to each Employer.
Banking of Hours. 6.1 A full time or part time employee may, by agreement made daily, weekly or fortnightly with their Nursing Unit Manager or the Director of Nursing:
(a) work less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date; or
(b) work more than their daily, weekly or fortnightly rostered or contracted hours and take time off in lieu of payment, or may set off the additional hours worked against any owing under 6.1 above.
6.2 An employee who works less than their rostered or contracted hours shall be paid as if those hours had been worked during the relevant period, including payment for any weekend or shift penalties that would otherwise have been due for the time not worked.
6.3 An employee who works more than their rostered or contracted hours shall not receive payment for any weekend or shift penalties that would otherwise have been due for that extra time worked.
6.4 Time debited or credited under these arrangements shall all be at ordinary time, i.e. an hour for an hour.
6.5 An employee may not have more than 76 hours in debit or credit at any point in time
6.6 Employees who have hours in debit must be given first option to work additional hours prior to the use of casual employees.
6.7 Each hospital must keep detailed records of all hours credited and debited to employees under these arrangements. Employees must have full access to these records.
6.8 On termination of employment the employer must pay the employee for all hours in credit.
6.9 Either party shall have the right to terminate an agreement under this clause with 2 weeks notice.
Banking of Hours. 14.1 To ensure the ‘Banking of Hours’ process is managed in a professional manner in accordance with this Agreement
14.2 Part time employees are employed on an agreed number of hours to be worked each week with an understanding that although excessive overtime is not expected, there will be occasions when additional hours worked may be required. These additional hours worked by Part time employees are banked manually into the ‘Time in Lieu’ (‘TIL’) book by the either the Chief Financial Manager and/or Payroll Staff and/or the Clinical Manager/DON and the book is available to staff at all times. The ‘Time in Lieu’ system has been developed to ‘bank’ hours when the Centre is busy and that the banked hours can be taken when the Centre is quiet and doctors are away.
14.3 The employee is expected to complete their time sheets with ordinary hours worked, sick leave, annual leave or ‘time in lieu’ to make up their agreed hours for the fortnight. Employees are encouraged to consult the Facility Manager or Business Manager should they have any query with regards to their hours worked / paid or seeking clarification of type of leave taken.
14.4 Annual leave or ‘TIL’ approval should be sought by employees at the earliest possible convenience to avoid disappointment as limited numbers of employees can be on leave at any time. All employees should understand that the ‘TIL’ system should not be used as a means to build up time or to replace annual leave. At the end of the calendar year in December, ‘TIL’ hours are reconciled by leave taken or leave paid at the beginning of a holiday period. As such, on return in the New Year, annual leave should generally be utilised as a means to make up any major shortage of hours particularly in the month of January.
14.5 Management and employees are expected to monitor the “TIL’ book with the following considerations: • “TIL” is not a substitute for annual leave • Cognisance must be taken if the employee has an opportunity to work / make up the hours banked in ‘TIL’ • Time sheets must be appropriately completed in a timely manner and signed by employees and accompanied by any relevant approval leave documentation.
14.6 A full time or permanent part time employee may, by agreement made daily, weekly or fortnightly with the Facility Manager:
(1) work less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date: or
(2) work more than their daily, weekly or fortnightly rostered or contra...
Banking of Hours. 9.1 A full-time or part-time Employee may, by agreement made daily, weekly or fortnightly with their manager, work more or less than their daily, weekly or fortnightly rostered or contracted hours and work those hours at a later date.
9.2 An Employee who works less than their rostered or contracted hours shall be paid as if those hours had been worked during the relevant period.
9.3 An Employee who works more than their rostered or contracted hours shall only receive payment at the appropriate shift or penalty rate pursuant to this clause in respect of any weekend or shift penalties due for that extra time worked, the balance of any such hours being recognised pursuant to subclause 9.4.
9.4 All time debited or credited under these arrangements shall all be at ordinary time, i.e. an hour for an hour.
9.5 An Employee may not have more than 24 hours in debit or credit at any point in time. Banked hours will be cleared by mutual agreement between the Employee and management.
9.6 The Employer must keep detailed records of all hours credited and debited to Employees under these arrangements. Employees must have full access to these records.
9.7 On termination of employment the Employer must pay the Employee for all hours in credit and may deduct from termination pay the value of any hours in debit.
9.8 Either party shall have the right to terminate an agreement under this clause with appropriate notice to the other.
Banking of Hours. Staff may use the earned vacation as compensation for the scheduled weekends off. Employees who earn the maximum vacation accrual rate utilizing the Weekend Option may utilize 1.5 hours of vacation, if available for each hour off, up to thirty-six (36) hours of accrued Vacation Leave for a scheduled weekend off, or up to the amount of vacation they have accrued at the time of the leave. Employees who earn less than the maximum vacation accrual rate utilizing the Weekend Option may utilize 1.5 hours of vacation if available for each hour off, up to thirty-six (36) hours of accrued Vacation Leave for a scheduled weekend off, or up to the amount of vacation they have accrued at the time of the leave. Staff who transfer into a weekend option position whose vacation hours would max out under this option will have sufficient number of their current vacation accruals banked to assure that future accruals under this plan will not be lost. The banked hours will be available for future use and will not be lost while in the weekend option.
