Sleepovers. (a) A sleepover means when the Employer requires an Employee to sleep overnight at premises where the client for whom the Employee is responsible is located (including respite care) and is not a 24-hour care shift pursuant to clause 21.8 or an excursion pursuant to clause 21.9.
(b) The provisions of 21.5 apply for a sleepover. An Employee may refuse a sleepover in the circumstances contemplated in 24.5(d)(i) but only with reasonable cause.
(c) The span for a sleepover will be a continuous period of eight hours. Employees will be provided with a separate room with a bed and clean linen, the use of appropriate facilities (including access to food preparation facilities and staff facilities where these exist) and free board and lodging for each night when the Employee sleeps over.
(d) The Employee will be entitled to a sleepover allowance of 4.9% of the standard rate for each night on which they sleep over.
(e) In the event of the Employee on sleepover being required to perform work during the sleepover period, the Employee will be paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked. Where such work exceeds one hour, payment will be made at the prescribed overtime rate for the duration of the work.
(f) An Employer may roster an Employee to perform work immediately before and/or immediately after the sleepover period, but must roster the Employee or pay the Employee for at least four hours’ work for at least one of these periods of work. The payment prescribed by 21.7(d) will be in addition to the minimum payment prescribed by this subclause.
(g) The dispute resolution procedure in clause 9 of this Agreement applies to the sleepover provisions.
Sleepovers.
(a) A sleepover means when an Employer requires an Enrolled Nurse or Home Care Employee to sleep overnight at premises where the client for whom the Employee is responsible is located (including respite care) and is not a 24-hour care shift pursuant to clause 17, or an excursion pursuant to clause 18.
(b) The span for a sleepover will be a continuous period of eight hours. Employees will be provided with a separate room with space for a bed (the bed will be provided by either the client or the employer), use of appropriate facilities and free board for each night when the Employee sleeps over.
(c) A sleepover allowance will be paid for each night an Employee is required to sleepover as follows:
(i) A Home Care Employee will be paid an allowance of 4.9% of the base rate of a Home Care Employee.
(ii) An Enrolled Nurse Employee will be paid an allowance of 4.9% of the base rate of an Enrolled Nurse Employee.
(d) In the event of the Employee on sleepover being required to perform work during the sleepover period, the Employee will be paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked. Where such work exceeds one hour, payment will be made at the prescribed overtime rate for the duration of the work.
(e) The employer may roster an Employee to perform work immediately before and/or immediately after the sleepover period but must roster the Employee or pay the Employee for at least four hours' work for at least one of these periods of work. The payment prescribed by subclause (c) will be in addition to the minimum payment prescribed by this subclause.
Sleepovers.
17:01 Employees performing sleepovers will be compensated a premium of seventy dollars ($70.00) per night for rest or sleep time. Employees who are required to perform unscheduled duties during the designated rest period, will be compensated in accordance with the Collective Agreement for any time worked.
17:02 Each sleepover will qualify for eight (8) hours of seniority. Updates to the seniority list on April 30 and October 31 will reflect the sleepover’s seniority equivalent according to the number of sleepovers worked by the employee.
17:03 The Employer will provide private sleeping accommodations upon the opening of new homes, or relocation of existing homes. For existing homes, the Employer will make every effort to incorporate private sleeping accommodations into any major renovation project.
17:04 Effective October 1, 2004, any employee whose position has two (2) or more sleepovers per bi-weekly period, shall receive sleepover premiums along with their vacation pay.
Sleepovers. 13.01 Employees required to sleepover will be paid according to the wage scale attached.
13.02 No employee shall be required to perform sleepovers as a condition of employment except as otherwise mutually agreed.
Sleepovers. (a) A sleepover means when an employer requires an employee to sleep overnight at premises where the client for whom the employee is responsible is located (including respite care) and is not an excursion pursuant to clause 21.8.
(b) The provisions of clause 21.5 apply for a sleepover. An employee may refuse a sleepover in the circumstances contemplated in clause 21.5(d)(i) but only with reasonable cause.
(c) The span for a sleepover will be a continuous period of eight hours. Employees will be provided with a separate room with a bed, use of appropriate facilities (including staff facilities where these exist) and free board and lodging for each night when the employee sleeps over.
(d) The employee will be entitled to a sleepover allowance of $70 (note the rate will increase in line with wage increases under the Agreement) for each night on which they sleep over. This payment shall be deemed to provide compensation for the sleepover and also includes compensation for all work necessarily undertaken by an employee up to a total of one hour’s duration. Where an employer covered by this Agreement (and as specified in Schedule D) was paying a higher rate at the time this Agreement comes into force that higher rate shall be substituted for the rate specified in this sub-clause.
(e) Where work undertaken during a sleepover period exceeds one hour, payment will be made at the prescribed overtime rate for the duration of the work.
(f) An employer may roster an employee to perform work immediately before and/or immediately after the sleepover period, but must roster the employee or pay the
(g) The dispute resolution procedure in clause 9 of this Agreement applies to the sleepover provisions.
Sleepovers. 13.1 A sleepover is a non‐active period of duty where an Employee is available to be called to active duty whilst sleeping at the place of work. Where the Employer requires an Employee to sleepover during the course of his or her Employment, the following shall apply:
13.1.1 The Employee shall receive a sleepover allowance of $100.00 (as full payment inclusive of any rate in Appendix B) for each sleepover period of up to 10 hours which may include necessary active duties within this period;
13.1.2 A sleepover shall consist of 10 continuous hours and any time before or after the 10 hours shall be paid at the appropriate hourly rate.
13.1.3 If, during the course of the sleepover period the Employee is needed for active duty more than four (4) times, the period of the sleepover the employee was active shall be treated as active duty and the Employee shall be paid at the aggregated hourly rate as set out in the Agreement; and
13.2 Where an Employee is required to provide 24 hour care for a client, they will receive a fixed maximum payment of $210.00 for the whole period of care, inclusive of all other rates expressed in Appendix B.
13.3 In the case of sleepovers and twenty‐four (24) hour care, the Employer shall take all reasonable steps to enable the Employee to sleep or live in at the premises.
13.4 The Employee shall be responsible for managing their fatigue. They must have sufficient rest to ensure they can continue to safely and effective work and travel. If any doubt arises, they must immediately advise their manager.
Sleepovers. 21.1 A sleepover means where an employee is required to sleep overnight at either the employer's or client's premises.
21.2 The span for a sleepover will be a continuous period of eight (8) hours. The employee will be paid an allowance in accordance with Table 3 Schedule A per rostered sleepover shift.
21.3 In the event the employee on sleepover is required to perform work during the sleepover period, the employee will be paid for the time worked at the hourly night rate up to four (4) hours, with a minimum payment as for one hour worked.
21.4 If an employee is required to work more than four (4) hours in a single sleepover shift, the sleep over allowance will be replaced with the complete shift being paid (8 hours) at the hourly night rate.
21.5 The Employer may roster an employee to perform work immediately before and/or after the sleepover period. The minimum number of hours for this work shall be four
Sleepovers. 37.1 An Employee who is required by the Employer to sleepover at a premises and be on standby to attend to duties during the sleepover will be provided with food and boarding and a $120 per night sleepover allowance.
37.2 A sleepover is not considered shift work and an Employee may refuse a sleepover if the sleepover results from a change in the roster, but only with reasonable cause.
37.3 All time spent awakened by a disturbance that requires the attention of the Employee, or because the Employee is required to attend to a duty, will be treated as time worked with a minimum payment of 30 minutes at over time rates applying to each occasion, subject to the time and purpose of the call and the time spent being appropriately documented for each occasion.
37.4 For the avoidance of doubt, a sleepover period is from 10:00 pm until 6:00 am the following morning.
37.5 An Employee that is required to work continuously away from home for more than 24 hours will be entitled to 7.6 hours paid at their Ordinary Rate plus $147.53 for each 24 hour period instead of the sleepover allowance.
37.6 Penalty rates that apply for public holidays, weekend work, or shift work do not apply to sleepovers.
37.7 The Employee may be rostered to perform work in conjunction with the sleepover immediately before or after, or before and after, a sleepover.
Sleepovers. 6.1 Sleepovers may only be arranged with Building Manager. Sleepover slip will be provided,
6.2 All sleep over visitors must produce ID documents and sign an indemnity form before entering the premises.
6.3 All sleepover visitors, like other visitors, are to be fetched at the entrance by the tenant and will not be allowed to enter the building unaccompanied.
6.4 NO Free sleepovers will be allowed.
6.5 Sleep overs will be charged at R120 per sleepover and be paid in advance at the security office.
6.6 Illegal sleepovers, thus not arranged with management will be charged at R250 per sleep over.
6.7 Sleepover rules do not apply to any owners who occupies their own units although they need to inform security as well
6.8 Sleepover rules apply to all tenants.
Sleepovers. (home care employees only)
22.1 A sleepover means when an employer requires an employee to sleep overnight at premises where the client for whom the employee is responsible is located (including respite care) and is not a 24 hour care shift pursuant to clause 23 – 24 hour care.
22.2 The provisions of clause 18 – rosters apply. An employee may refuse a sleepover where more than 7 days’ notice in a change of roster has not been given, but only with reasonable cause.
22.3 The span for a sleepover will be a continuous period of eight hours. Employees will be provided with a separate room with a bed, use of appropriate facilities (including staff facilities where these exist) and free board and lodging for each night when the employee sleeps over.
22.4 The employee will be entitled to a sleepover allowance per Schedule 2 for each night on which they sleep over.
22.5 In the event of the employee on sleepover being required to perform work during the sleepover period, the employee will be paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked. Where such work exceeds one hour, payment will be made at the prescribed overtime rate for the duration of the work.
22.6 An employer may roster an employee to perform work immediately before and/or immediately after the sleepover period, but must roster the employee or pay the employee for at least four hours’ work for both of these periods of work. The payment prescribed by
