Working Hours & Breaks. Ordinary Hours The ordinary hours of work for non-casual Employees are 36 hours per week, worked in accordance with Section 26 – Rostered Days Off (RDO). Other than for Employees directed to work Night Shift, ordinary hours of work may be worked between 6.00am and 6.00pm Monday to Sunday. Ordinary hours of work on a Saturday will attract a 50% (ie, time and a half) penalty for the first two hours and a 100% (ie, double time) penalty for all additional hours worked, which will be applied to the applicable base rate of pay. Ordinary hours of work on a Sunday will attract a 100% penalty (ie, double time) for all hours worked, which will be applied to the applicable base rate of pay. For the avoidance of doubt, in the event an Employee works Night Shift the Employee will be paid a night shift payments as per clause(s) 39.3, 40.3, or 41.3 instead of the Saturday and Sunday penalties set out in this clause. Employees actual hours of work will be as set out in the roster(s) determined by the Company from time to time and will consist of ordinary hours, reasonable additional hours (subject to section 62 of the Act) and periods without rostered shifts (e.g. R&R).
Working Hours & Breaks. It is recognised that the usual patterns of work dictate that long hours will often be worked by resident and touring company staff engaged in the getting-in, fitting-up and getting-out of productions. It is further recognised that in order to complete the work, breaks have tended to be eroded. However, the safety of staff must never be compromised and wherever practicable a break of 11 hours should be given in any 24 hour period, in accordance with the Working Time Regulations (WTR). A break of 11 consecutive hours must be planned for everyone in any 24 hour period, and compensatory rest given to comply with the provisions of the UK Theatre/BECTU Agreement. This applies equally to resident and touring staff, and to anyone else involved, including drivers. It is never acceptable for compensatory rest to be paid to full-time members of staff instead of giving an actual break. It is essential that if it is necessary to work through breaks (other than the compulsory 11 hour rest period) safety is not compromised. Working hours should be limited to a maximum of 16 hours in any 24 hour period. It is acknowledged that, on very rare occasions, it may be necessary to exceed 16 working hours in practice to complete the task in hand, but it should never be planned that staff work more then 16 hours in any 24 hour period.
