TIME MANAGEMENT POLICY | SABC

TIME MANAGEMENT PRINCIPLES

1. Required Hours

Employees will be required to work a forty (40) hour week.

2. Working Day

A working day may consist of up to nine (9) normal hours subject to clause 8(1)(b) or any other relevant clause in the Basic Conditions of Employment Act changing.

3. Overtime

• Employees agreeing to the principle of working overtime will be required to sign a form to this affect. The agreement will enable management to schedule staff for overtime. This agreement will be valid for one year. The agreement will terminate should the employee’s conditions of employment change (i.e. another shift pattern).

• Hours in excess of nine (9) hours per day will be credited at 1½ times normal time. Where averaging does not apply the time earned may be paid out or time given off as agreed between management and the staff member within one (1) month.

• All hours in excess of twelve (12) hours per day will be paid out at double time at the end of the following month.

• Will be limited to ten (10) hours per week.

Hours worked in a normal working week which includes normal and overtime may not exceed fifty (50) hours per week. All hours in excess of fifty (50) hours must be agreed to by the parties concerned and paid out at double time by the end of the following month.

4. Unsociable Hours

• Is defined as the hours from 17:00 to 07:00 on a week day and from 17:00 on a Friday to 07:00 on a Monday.

• Every employee working these hours will receive a ten (10) minute credit every hour or part of an hour worked.

• Management will have the right to either reduce the working hours to compensate for the credits earned or pay out the credits.

• The credits will be revisited at the end of May 1998 after the impact of the credits have been determined at which point it will be the subject of further negotiations.

• Any personnel member currently receiving a shift allowance may elect to continue with or elect to come into the new system.

• Meal intervals will be scheduled as per the Act.

5. Time Off

Must be granted according to the following minimum breaks:

• Twelve (12) hours between work periods

• Two (2) times sixty (60) hour breaks per month of which at least one (1) break must include a full weekend.

• Plus an additional Sunday unless management and the staff member agree otherwise.

• For the weeks in which a sixty (60) hour break does not occur a rest period of thirty six (36) hours must be provided.

6. Averaging of Hours

• Averaging of hours will be applicable where employees are required to work a specific shift pattern.

• Normal hours, overtime hours up to twelve (12) hours and their accumulated credits, normal hours and credits earned on a Sunday as well as unsociable credits will all be accumulated for the purpose of determining hours worked.

The following buffer containing maximum hours (short or over) will apply where this is required by business units:

• Should a staff member be more than twenty (20) hours short at the end of a month the hours in excess of twenty (20) hours will be written off.

• Should a staff member be more than fifty (50) hours over at the end of a month the hours in excess of fifty (50) hours will be paid out.

• At four (4) month intervals (March, July, November) all hours short will be written off and excess hours will be paid out.

The concept of averaging will be revisited four (4) months after implementation of this agreement.

7. Standby

• From 00:00 Monday to 24:00 Friday

Anybody who per the official schedule is to be on standby will receive a two (2) hour credit per standby day or part of a standby day.

• From 18:00 Friday to 06:00 Monday

Anybody who is on standby for a full weekend will receive a eight (8) hour credit for the weekend or a four (4) hour credit for any day or part of a day between 00:00 and 24:00.

All hours worked while on standby will be credited as follows:-

Actual hours worked rounded to the next full two hours (e.g. 1½ hours worked = two (2) hours credit)

Standby will be limited to ten (10) days per month.

8. Emergency Call Outs

Is defined as work performed outside the published schedule and when someone is not on standby and agrees to work. These hours will be paid out at double time.

9. Sunday Work

If a shift pattern could include Sunday work these hours will be credited at a rate of 1½ times hours worked. Personnel who do not normally work on a Sunday will be credited at double time. The time will by agreement (between Management and the staff member) either be paid out or time given off.

10. Public Holidays

Work on public holidays will be dealt with as follows:

0 – 4 Hours = 4 Hours credited + 4 Hours paid
4 – 8 Hours = 8 Hours credited + 8 Hours paid
8 + Hours = Credit equals hours worked + hours paid equals hours
worked.

(10 hours worked – employee will receive 10 hours credit and 10 hours payment)

11. Shift Patterns

A fair distribution of shifts i.e. day/night shifts should be included in a shift pattern.

12. Away from Base

Work away from base will only be performed in terms of an agreement between management and the staff member.

When implementing schedule patterns for staff the current working patterns should form the basis for future schedules. Schedules should be published at least two weeks before the month to which it refers.

This agreement is subject to any amendment to the Basic Conditions of Employment Act.

The agreement will be implemented with effect from 1 February 1998.

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