Excess Flex Debit. 5.19 The Secretary may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to use approved annual leave or have salary payments reduced to cancel the excess debit. Flex Credit/Debit on cessation
Excess Flex Debit. The Secretary may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to use approved annual leave or have salary payments reduced to offset the excess debit. Flex Credit/Debit on cessation Where an employee ceasing duty with the Department has a flex credit, the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation, and any outstanding flex debits (also calculated at the single hourly rate at the date of cessation) will be recovered in accordance with clauses 47 to 54. Executive Level Time Off in Lieu (EL TOIL) Executive level (EL) employees are sometimes required to work reasonable additional hours. Consistent with the NES, employees may refuse to work unreasonable additional hours. EL employees seeking to access time off in lieu (TOIL) are required to keep records of their working hours using a method determined by the Department. A manager is to grant TOIL in recognition of reasonable additional hours worked. TOIL granted to employees can be taken as whole or part days. The working arrangements for an EL employee should be agreed through discussion between the manager and the EL employee. The discussion should include consideration of the work requirements that will safely get the job done and reasonably allow the employee to balance their work and personal life. An EL employee’s working arrangements and actual hours worked should be discussed on at least a quarterly basis between the EL employee and their manager. The pattern of hours is to be flexible enough to accommodate short-term peaks and troughs in workload, and include expected reasonable additional hours. The agreed pattern of hours is to be recorded. Requests from EL employees to access flexible time off which are consistent with their agreed working arrangements are to be supported, subject to operational requirements. EL Employees – overtime and related payments Unless approved by the Secretary in exceptional circumstances, EL employees or equivalent are not eligible to receive overtime or other related payments, including emergency duty, restriction duty, and overtime meal allowance. Overtime and restriction Overtime Where necessitated by operational requirements, the Secretary may direct an employee to work approved overtime. A full-time employee (who is not a shiftworker) is entitled to overtime where the employee is directed to work: outside the Bandwidth; or during the Bandw...
Excess Flex Debit. The Secretary may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. Where an employee ceasing duty with DSS has a flex credit the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation and any outstanding debits (also calculated at the single hourly rate at the date of cessation) will be recovered from the employee’s separation payment. PART-TIME EMPLOYMENT The Secretary may engage employees on a part-time basis and/or approve arrangements for an employee to work as a part-time employee. A full-time employee cannot be compelled to work part-time. A part-time employee is one whose hours of duty are less than 37 hours and 30 minutes per week averaged over a four week period. Employees returning from maternity, adoption/xxxxxx or permanent care leave will be provided with access to part-time employment for a period of up to three years. HOME BASED WORK (HBW) The Secretary may agree to an employee working from home on a long term or casual basis. An employee cannot be compelled to work from home. SHIFTWORK The Secretary may approve shift work arrangements and payments. A shiftworker will be paid the following penalty rates for all ordinary hours worked by the shift worker during the following periods: Shift Penalty Rate Where any part of a shift falls between 7.00pm and 7.00am Monday to Friday 15% Where the shift falls wholly within 7.00pm and 7.00am Monday to Friday for at least 4 continuous weeks 30% Where any part of a shift falls between midnight Friday and midnight Saturday 50% Where any part of a shift falls between midnight Saturday and midnight Sunday* 100% Where any part of a shift falls on a Public Holiday (except in South Australia, if the public holiday is a public holiday solely because it is a Sunday)* 150% *NOTE: In South Australia The Holidays Act 1910 (SA) provides that Sundays are a public holiday. The public holiday rate will not apply to work undertaken in South Australia if the public holiday is a public holiday solely because it is a Sunday. The Secretary may approve the payment of an annual shift allowance in lieu of penalty rates. Shift penalties or shift allowance are payable during periods of annual leave and are not payable during other periods of leave, subject to the long service leave legislation. They may ...
