Hour Limit. All overtime worked is used to calculate the twenty (20) hour limit. This provision also applies to X employees. However, after an X employee reaches their twenty (20) hour limit, they still must perform overtime with respect to shift relief.
Hour Limit. When hours in excess of one hundred and sixty (160) have been accumulated by any one employee, such employee will be paid for all hours over one hundred and sixty (160) at the rate of one (1) hour's pay and paid out at the prevailing rate.
Hour Limit. Failure to adhere to the twelve (12) hour limit shall result in a fee of twenty-five and no/100 dollars ($25.00) being assessed to Contractor per occurrence.
Hour Limit. 3.1. Definition: working time is when a worker is working, at the Council’s disposal and carrying out his/her activity/duties; includes “relevant training”.
3.2. Working time in relation to a worker also means:- • time spent working at home following previous agreement with their manager; • time spent participating in an agreed working lunch as part of their work; • time spent travelling between jobs/sites (but not from home to the first location). • time spent “on call” where the worker is restricted to his/her place of work.
3.3. Examples of time which is not defined as working time include:- • time spent travelling from home to work and vice versa; • time spent “sleeping in”, as s/he is not actually working albeit at the employer’s premises. However if s/he is required to interrupt their sleep and carry out duties, then time spent doing this counts as working time. • time spent on “stand by”. Working Time would begin once s/he has been called out to work. • lunch breaks unless attending an agreed working/business lunch.
3.4. Do any workers have average working hours of more than 48 per week over a period of 17 weeks? If yes:
3.5. What if an employee has more than one job?
3.5.1. Employees who already have more than one job, or wish to take up additional employment, whether with Croydon Council or not, are expected to inform their manager accordingly. They should be advised of the Health and Safety implications and where appropriate, sign an opt-out clause. When discussing/approving such requests, managers should ensure that departmental criteria for Health and Safety implications are discussed. The Council’s Code of Conduct and other terms and conditions of employment already place an obligation for staff on SO1 and above to devote their whole time service to the Council and to do additional work only with the explicit consent of their Chief Officer.
3.5.2. For new employees a clause will be inserted into their contract.
Hour Limit. All overtime worked is used to calculate the twenty (20) hour limit. This provision also applies to X employees. However, after an X employee reaches their twenty (20) hour limit, they still must perform overtime with respect to shift relief. Where a shift trade approved by the Union, the Employer shall ensure that the trade implemented unless it presents an undue hardship to the Employer. Such denials must be in writing explaining the reasons the trade was denied. The final decision on shift trades rests with the Employer. When a statutory holiday is a Monday, the Night Shift mechanic shall be given the option of working or not working the Sunday Night Shift. Subject to the availability of relief coverage either by X relief or overtime.
Hour Limit. Except at the regular change-over of shifts, an employee should not be required to work more than one shift in each 24 hours.
