Common use of Work on Scheduled RDOs and Designated Clause in Contracts

Work on Scheduled RDOs and Designated. Long Weekends for projects other than Identified Projects. a) The Employer and its Employees may agree, where there is a need for genuine operational reasons, work may be carried out on Scheduled RDO/Designated Long Weekends if the Employer first consults with and agrees about the need to carry out work with the majority of the Employees. As far as practical given operational requirements, the Employer will give employees at least 7 days’ written notice of any such need for work to occur so as to ensure appropriate consultation. Such requirements must be based on genuine circumstances. If 7 days’ notice is not provided by the Employer then the affected Employees, in addition to accrued entitlements, shall be paid double time and a half and shall bank an additional RDO over and above the time accrued. b) An Employee may refuse to work on a scheduled RDO (or any substituted day) if the requirement to do so is plainly unreasonable having regard to: (i) the hours of work that will be worked by that Employee in the week of the scheduled RDO. (ii) the number of scheduled RDOs worked by the Employee within the previous six weeks. (iii) the Employee’s family responsibilities; and (iv) any other special circumstances peculiar to the Employee. c) Except on Designated Long Weekends, in addition to accrued entitlements, such work on any scheduled RDO that is not attached to a Designated Long weekend and where notice is given in accordance with clause 23.4 a) shall be paid for at ordinary time rates of pay, including the daily ‘Travel Allowance’ and any applicable allowances as prescribed by this Agreement. d) On Designated Long Weekends, in addition to accrued entitlements such work shall be paid for at double time and a half, including the daily ‘TRAVEL Allowance’ and any applicable allowances as prescribed by this Agreement and the Employee shall bank an additional RDO over and above the time accrued. e) All Employees who work on the Scheduled RDO will be granted an alternative RDO to another day falling within six weeks of the originally scheduled day provided that the re-scheduled RDO is to be taken on a day or days adjacent to a ‘weekend or in conjunction with annual leave, or as otherwise agreed by the Employee and the Employer, such agreement not to be unreasonably withheld.

Work on Scheduled RDOs and Designated. Long Weekends for projects other than Identified Projects. a) The Employer Company and its Employees may agree, where there is a need for genuine operational reasons, work may be carried out on Scheduled RDO/Designated Long Weekends if the Employer Company first consults with and agrees about the need to carry out work with the majority of the Employees. As far as practical given operational requirements, the Employer Company will give employees at least 7 days’ written notice of any such need for work to occur so as to ensure appropriate consultation. Such requirements must be based on genuine circumstances. If 7 days’ days notice is not provided by the Employer then the affected Employees, in addition to accrued entitlements, shall be paid double time and a half and shall bank an additional RDO over and above the time accrued. b) An Employee may refuse to work on a scheduled RDO (or any substituted day) if the requirement to do so is plainly unreasonable having regard to: (i) the hours of work that will be worked by that Employee in the week of the scheduled RDO.; (ii) the number of scheduled RDOs worked by the Employee within the previous six weeks.; (iii) the Employee’s family responsibilities; and (iv) any other special circumstances peculiar to the Employee. c) Except on Designated Long Weekends, in addition to accrued entitlements, such work on any scheduled RDO that is not attached to a Designated Long weekend and where notice is given in accordance with clause 23.4 a) shall be paid for at ordinary time rates of pay, including the daily ‘Travel Fares Allowance’ and any applicable allowances as prescribed by this Agreement. d) On Designated Long Weekends, in addition to accrued entitlements such work shall be paid for at double time and a half, including the daily ‘TRAVEL Fares Allowance’ and any applicable allowances as prescribed by this Agreement and the Employee shall bank an additional RDO over and above the time accrued. e) All Employees who work on the Scheduled RDO will be granted an alternative RDO to another day falling within six weeks of the originally scheduled day provided that the re-scheduled RDO is to be taken on a day or days adjacent to a ‘weekend or in conjunction with annual leave, or as otherwise agreed by the Employee and the EmployerCompany, such agreement not to be unreasonably withheld.

Work on Scheduled RDOs and Designated. Long Weekends for projects other than Identified Projects. a) The Employer Company and its Employees may agree, where there is a need for genuine operational reasons, work may be carried out on Scheduled RDO/Designated Long Weekends if the Employer Company first consults with and agrees about the need to carry out work with the majority of the Employees. As far as practical given operational requirements, the Employer Company will give employees at least 7 days’ written notice of any such need for work to occur so as to ensure appropriate consultation. Such requirements must be based on genuine circumstances. If 7 days’ notice is not provided by the Employer then the affected Employees, in addition to accrued entitlements, shall be paid double time and a half and shall bank an additional RDO over and above the time accrued. b) In relation to Scheduled RDOs not attached to a Designated Long Weekend, these may be worked with the Agreement of an employee. c) An Employee may refuse to work on a scheduled RDO (or any substituted day) if the requirement to do so is plainly unreasonable having regard to: (i) the hours of work that will be worked by that Employee in the week of the scheduled RDO.; (ii) the number of scheduled RDOs worked by the Employee within the previous six weeks.; (iii) the Employee’s family responsibilities; and (iv) any other special circumstances peculiar to the Employee. cd) Except on Designated Long Weekends, in addition to accrued entitlements, such work on any scheduled RDO that is not attached to a Designated Long weekend and where notice is given in accordance with clause 23.4 a) 30.4 a shall be paid for at ordinary time rates of pay, including the daily ‘Travel Allowance’ and any applicable allowances as prescribed by this Agreement. de) On Designated Long Weekends, in addition to accrued entitlements such work shall be paid for at double time and a half, including the daily ‘TRAVEL Allowance’ and any applicable allowances as prescribed by this Agreement and the Employee shall bank an additional RDO over and above the time accrued. ef) All Employees who work on the Scheduled RDO will be granted an alternative RDO to another day falling within six weeks of the originally scheduled day provided that the re-re- scheduled RDO is to be taken on a day or days adjacent to a ‘weekend or in conjunction with annual leave, or as otherwise agreed by the Employee and the EmployerCompany, such agreement not to be unreasonably withheld.

Work on Scheduled RDOs and Designated. Long Weekends for projects other than Identified Projects. (a) The Employer and its Employees may agree, where there is a need for genuine operational reasons, work may be carried out on Scheduled RDO/Designated Long Weekends if the Employer first consults with and agrees about the need to carry out work with the majority of the Employees. As far as practical given operational requirements, the Employer will give employees at least 7 days’ written notice of any such need for work to occur so as to ensure appropriate consultation. Such requirements must be based on genuine circumstances. If 7 days’ notice is not provided by the Employer then the affected Employees, in addition to accrued entitlements, shall be paid double time and a half and shall bank an additional RDO over and above the time accrued. (b) An Employee may refuse to work on a scheduled RDO (or any substituted day) if the requirement to do so is plainly unreasonable having regard to: (i) the hours of work that will be worked by that Employee in the week of the scheduled RDO. (ii) the number of scheduled RDOs worked by the Employee within the previous six weeks. (iii) the Employee’s family responsibilities; and (iv) any other special circumstances peculiar to the Employee. (c) Except on Designated Long Weekends, in addition to accrued entitlements, such work on any scheduled RDO that is not attached to a Designated Long weekend and where notice is given in accordance with clause 23.4 24.4 a) shall be paid for at ordinary time rates of pay, including the daily ‘Travel Allowance’ and any applicable allowances as prescribed by this Agreement. (d) On Designated Long Weekends, in addition to accrued entitlements such work shall be paid for at double time and a half, including the daily ‘TRAVEL Allowance’ and any applicable allowances as prescribed by this Agreement and the Employee shall bank an additional RDO over and above the time accrued. (e) All Employees who work on the Scheduled RDO will be granted an alternative RDO to another day falling within six weeks of the originally scheduled day provided that the re-scheduled RDO is to be taken on a day or days adjacent to a ‘weekend or in conjunction with annual leave, or as otherwise agreed by the Employee and the Employer, such agreement not to be unreasonably withheld.

Work on Scheduled RDOs and Designated. Long Weekends for projects other than Identified Projects. a) The Employer Company and its Employees may agree, where there is a need for genuine operational reasons, work may be carried out on Scheduled RDO/Designated Long Weekends if the Employer Company first consults with and agrees about the need to carry out work with the majority of the Employees. As far as practical given operational requirements, the Employer Company will give employees at least 7 days’ written notice of any such need for work to occur so as to ensure appropriate consultation. Such requirements must be based on genuine circumstances. If 7 days’ days notice is not provided by the Employer then the affected Employees, in addition to accrued entitlements, shall be paid double time and a half and shall bank an additional RDO over and above the time accrued. b) An Employee may refuse to work on a scheduled RDO (or any substituted day) if the requirement to do so is plainly unreasonable having regard to: (i) the hours of work that will be worked by that Employee in the week of the scheduled RDO.; (ii) the number of scheduled RDOs worked by the Employee within the previous six weeks.; (iii) the Employee’s family responsibilities; and (iv) any other special circumstances peculiar to the Employee. c) Except on Designated Long Weekends, in addition to accrued entitlements, such work on any scheduled RDO that is not attached to a Designated Long weekend and where notice is given in accordance with clause 23.4 23.5 a) shall be paid for at ordinary time rates of pay, including the daily ‘Travel Allowance’ and any applicable allowances as prescribed by this Agreement. d) On Designated Long Weekends, in addition to accrued entitlements such work shall be paid for at double time and a half, including the daily ‘TRAVEL Allowance’ and any applicable allowances as prescribed by this Agreement and the Employee shall bank an additional RDO over and above the time accrued. e) All Employees who work on the Scheduled RDO will be granted an alternative RDO to another day falling within six weeks of the originally scheduled day provided that the re-re- scheduled RDO is to be taken on a day or days adjacent to a ‘weekend or in conjunction with annual leave, or as otherwise agreed by the Employee and the EmployerCompany, such agreement not to be unreasonably withheld.