PART 12 - GENERAL STAFF SPECIFIC MATTERS |
| | CLASSIFICATION |
| | Single salary structure |
| 373 | It is agreed that the 10 level single stream classification structure of Higher Education Worker (HEW) is to be retained. |
| 374 | The objectives of this salary structure are to:| a) | establish skill levels across the full range of jobs, regardless of whether the positions are administrative, technical, general or professional in nature; | | b) | to ensure an equitable approach to remuneration for positions requiring comparable skill levels; | | c) | to create a simplified classification structure; and | | d) | to provide classification descriptors based on skill levels which will be the primary determinants of the classifications of all general staff. |
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| 375 | This salary structure applies for positions other than apprentices and trainees. |
| | Classification descriptors and criteria |
| 376 | The single stream classification structure will be based on the D.W.M. Classification Descriptors for general staff for the life of this Agreement. The basis for the classification of a position covered by this Agreement will be in accordance with those Descriptors and the University's General Staff Classification Descriptors at Appendix C. |
| 377 | The classification of a position description is based on the qualifications, skills, qualities, abilities and experience required for the position, and knowledge, problem solving, accountability and complexity of the tasks required to perform the key responsibilities of the position, and does not incorporate any assessment of the personal attributes or performance of the occupant of the position. |
| | Classification of positions |
| 379 | Existing positions are classified by a Committee, to be coordinated by HR Services, comprising general employees trained in the use of the classification descriptors. The Classification Committee will comprise:| a) | two employees nominated by the Director, Human Resources | | b) | one employee nominated by the CPSU | | c) | one employee nominated by the NTEU | | d) | the Committee will be chaired by the Director, Human Resources |
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| 380 | If the classification outcome is at a lower classification than the position's current classification, the position is classified at the new level but the occupant retains their existing classification level while they remain in that position. |
| | Review of Classification Outcomes |
| 381 | Requests for a review of the outcome of a classification are considered by a Classification Review Committee, to be coordinated by HR Services, comprising general staff employees trained in the use of the classification descriptors, not involved in the original Classification Committee decision. The Classification Review Committee will comprise:| a) | two employees nominated by the Director, Human Resources | | b) | one employee nominated by the CPSU | | c) | one employee nominated by the NTEU | | d) | the Committee will be chaired by an employee nominated by the Vice Chancellor, who was not a party to the original committee. |
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| | Effective Date of Classification |
| 382 | Where an existing position is reclassified, any resulting salary increase will take effect from the date the reclassification process was commenced by the relevant delegated officer approving the 'Request for Classification Review'. |
| | GENERAL STAFF WORKLOADS |
| 383 | The University is committed to allocating and managing workloads in a fair and equitable manner, without risk to health and safety, and ensuring supervisors are aware of their responsibilities in managing workloads. |
| 384 | The University and its employees recognise the importance of a balance between working life and family/social responsibilities. The University will not make unreasonable demands of employees that are inconsistent with this principle, such as placing unreasonable expectations on employees that result in working excessive hours. |
| 385 | Employee workloads will be managed in the context of the responsibilities within the relevant position description and the employee's level of appointment. |
| 386 | In the first instance, concerns about workload or balance of duties undertaken should be raised by the employee/s with their supervisor, then the Head of Work Unit. If an employee remains concerned about workload after raising the matter with their supervisor, the employee may refer the matter to HR services for review and mediation in a timely manner. |
| 387 | In reviewing workload, the supervisor and/or HR Services will consider a range of relevant and available information impacting on the function/s required to be performed. |
| 388 | If the matter remains unresolved after review by HR Services, the employee may seek redress either under the Grievance Policy for Staff or the Dispute Resolution Procedures. |
| | GENERAL STAFF CAREER DEVELOPMENT |
| 389 | The University commits to continue to provide career development activities and resources to provide opportunities for general staff employees to build their skills and develop their careers so as to benefit the individual employee as well as promote improved University performance and efficiency. |
| 390 | The University is committed to facilitating a supportive environment for career development and to:| a) | promoting equitable access to training; | | b) | enhancing and supporting skills development; and | | c) | equitably providing opportunities, such as secondments and higher duties, for employees to build skill profiles and develop their careers. |
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| 391 | The University will provide a centralised career development fund to support career development objectives. |
| 392 | Training and development opportunities will be identified and, where currently available, offered during an employee's annual performance review. |
| 393 | An employee undertaking an approved course of study in accordance with the University's Study Assistance Policy is entitled to receive study leave based on a maximum of four hours study time per week per study period to attend classes, or for employees studying by distance or required to attend a block release, up to a maximum of 24 hours per unit per study period, for a maximum of two units. The employee may also receive other appropriate study assistance in accordance with relevant policies and procedures. |
| | CASUAL GENERAL STAFF |
| 394 | The hourly rate of pay for casual employees will be calculated by dividing the weekly salary of the classification level by 35. An all-inclusive 25% casual loading in lieu of benefits not provided to casual employees, including all leave entitlements, public holidays and penalties, will apply. |
| 395 | Approved work in excess of ten hours on any day or in excess of 35 in any week Monday to Sunday, will attract overtime rates on the base hourly rate. In respect of such overtime, the employee will receive the greater of either overtime rates or the casual loading, but not both. |
| | Casual Conversion Process |
| 396 | Subject to the clause outlined below, eligible casual employees are entitled to apply for conversion to non-casual employment. |
| 397 | To be eligible to apply for conversion, a casual employee must be employed on a regular and systematic basis in the same or similar and identically classified position in the same work unit either: |
| | a) | over the immediately preceding period of 12 months and, in those immediately preceding twelve months, the average weekly hours worked must have equalled at least 50% of the ordinary weekly hours that would have been worked by an equivalent full-time employee; or | | b) | over the immediately preceding period of at least 24 months. |
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| 398 | For the purposes of clause 397, occasional and short term work performed by the employee in another classification, job or work unit will not:| a) | affect the employee's eligibility for conversion; | | b) | nor be included in determining whether the employee meets or does not meet the eligibility requirements. |
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| 399 | For the purposes of clause 397 'work unit' refers to an organisational unit with control over the appointment and deployment of casual general staff within that unit. |
| 400 | The University will take reasonable steps from time to time to inform casual employees of the conversion provisions and how a casual employee can apply. |
| 401 | The University shall not unreasonably refuse an application for conversion. However, the University may refuse an application for conversion on reasonable grounds. Reasonable grounds include, but are not limited to, the following: |
| | a) | the employee is a student, or has recently been a student, other than where his/her status as a student is irrelevant to his/her engagement and the work required; | | b) | the employee is a genuine retiree; | | c) | the employee is performing work which will either cease to be required or will be performed by a non-casual employee, within 26 weeks from the date of application; | | d) | the employee has a primary occupation with the University or elsewhere, either as an employee or as a self-employed person; | | e) | the employee does not meet the essential requirements of the position; or | | f) | the work is ad hoc, intermittent, unpredictable or involves hours that are irregular. |
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| 402 | For the purposes of this clause, employees who work a limited number of weeks each year, even if those weeks are regular (including persons such as exam invigilators and persons employed to assist in enrolment periods) will be seen as working on an intermittent basis. |
| 403 | The University must determine an application for conversion either by offering conversion to non-casual employment or by rejecting the application. If the University rejects the application, it must provide written reasons for rejecting it. |
| 404 | Conversion may be to either a continuing appointment or to a fixed-term appointment consistent with the provisions of this Agreement. The offer of conversion will indicate the hours and pattern of work, subject to due consideration of the employer's operational requirements and the desirability of offering the employee work which is as regular and continuous as is reasonably practicable, will be consistent with the employee's casual engagement. |
| 405 | Conversion may be, but is not required to be, to part-year, annualised hours or seasonal employment. Conversion of a casual employee to part-year, annualised hours or seasonal employment may occur where by custom and practice the work has been performed by casual employees on such a basis, or otherwise by agreement with the employee. |
| 406 | An employee whose application for conversion is rejected will not be entitled to apply again within 12 months, except where: |
| | a) | that rejection is solely based on the ground set out in clause 401 above; and | | b) | that ground ceased to apply. |
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| 407 | An employee must not be engaged and re-engaged nor have their hours reduced in order to avoid any obligation under clauses 396-407. |
| | Minimum Engagement |
| 408 | The minimum period of engagement for a casual employee will be as follows: |
| | a) | one hour for students employed Monday to Friday in teaching weeks, and for persons with a primary occupation elsewhere. | | b) | three hours for all other casuals, except that a casual employee may request, and the University may agree to, an engagement for less than the minimum three hours. |
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| | SHIFT PENALTIES AND ALLOWANCES |
| 409 | The following shift definitions will apply to all employees other than those working flexitime as defined in clauses 437-454, or variable hours as defined in clauses 487-504, and the following allowances (shown in brackets) for shift work will be payable in addition to salary:| a) | day means the periods from midnight to midnight; | | b) | early morning shift - any shift commencing before 6.00 a.m. (10%); | | c) | afternoon shift - any shift finishing after 6.00 p.m., and at or before midnight (12.5%); | | d) | night shift - any shift finishing subsequent to midnight and at or before 8.00 a.m. (15%); | | e) | night shift non-rotating - any shift system in which night shifts are worked which do not rotate or alternate with another shift so as to give the employee at least one third of their working time off night shift in each roster cycle (30%); | | f) | shifts worked on Saturday (50%), and Sunday (75%). |
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| | OVERTIME |
| 410 | There will be no overtime barrier restricting the payment of overtime to particular classifications. |
| 411 | An employee may be required to perform reasonable overtime, and all such work authorised to be performed outside, or in excess of, the ordinary or rostered span of hours on any one day or in any one week, will be deemed to be overtime and will be paid for at the rate of time and a half for the first two hours on any one day, after which double time will be paid. |
| 412 | For business continuity and other reasons impacting on core university services and operations, employees from relevant work units may be required to work overtime on a regular basis, or at peak times during the year. In such cases, the University will ensure employees do not work unreasonable amounts of overtime as defined in clause 414. |
| 413 | Wherever practicable, employees will be given 48 hours' notice of the requirement to work overtime. An employee is entitled to refuse the requirement to work overtime if the overtime would be unreasonable having regard to any risk to the employee's health and safety, and the employee's personal circumstances, including any family responsibilities. |
| 414 | The University does not condone or encourage employees working unreasonable overtime. Unreasonable overtime is defined as working more than 20% of an employee's ordinary hours averaged over a calendar year. |
| 415 | All overtime worked on Sundays will be paid for at the rate of double time, with a minimum payment of four hours. |
| 416 | All overtime worked on a public holiday will be paid at two and one half times the ordinary rate, with a minimum payment of four hours. |
| 417 | Part-time employees who are directed to work in excess of their agreed ordinary hours of duty will be paid in accordance with the overtime rates, or take time off in lieu of overtime, as provided in this Agreement. |
| 418 | An employee who works so much overtime between the termination of their ordinary work on one day and the commencement of their ordinary work on the next day that they do not have at least ten consecutive hours off duty between those times will be released after completion of such overtime until they have had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. |
| 419 | If an employee is directed by the supervisor to resume or continue work without having ten consecutive hours off duty, then the employee must be paid at the overtime rate until they are released from duty. In these circumstances, the employee is entitled to be absent for ten consecutive hours without loss of pay for working time occurring during that absence. The provisions of this Clause will apply in the case of shift workers as if eight hours were substituted for ten hours when overtime is worked for the purpose of changing shift rosters, or where a shift worker does not report for duty and a day worker or a shift worker is required to replace such shift worker. |
| 420 | Each day's overtime will stand alone and will be calculated to the nearest quarter of an hour. |
| 421 | An employee who has the permission of the University to work flexible or variable hours may work in excess or outside of the prescribed ordinary hours of work in a day or a week, subject to the limits specified from time to time by the University. Time worked to accumulate flexible or variable working hours credits or to extinguish debts will not attract overtime payments. |
| 422 | If an employee works overtime and agrees to take time off in lieu of overtime the University may, instead of paying overtime, give the employee time off for a period equal to the overtime hours that would have been payable. For example, four hours overtime worked at double time is equal to eight hours time off in lieu of overtime payment. |
| 423 | If an employee is called back for work after leaving the University they will be paid at the appropriate overtime rate for a minimum of four hours. Each call stands alone. This does not apply if it is customary for an employee to return to the University to perform pre-arranged overtime or where the overtime is continuous (provided there is a reasonable meal break) with the start or end of normal working time. |
| 424 | If an employee is instructed to report for overtime on a day when they would not have to work, and on reporting for duty finds that there is no work, the employee will be paid three hours overtime at that day's overtime rate. |
| | PUBLIC HOLIDAYS |
| 425 | Except for employees working variable hours, where time is worked on a public holiday an employee will, in addition to being paid for the ordinary hours they work, be paid time and a half for the hours worked. However, the extra payment will be instead of any shift allowance otherwise payable. |
| 426 | In the case of employees working Rostered Hours in accordance with clauses 455-486, if a public holiday falls on a rostered day off, the employee will be entitled to an additional day's leave. The leave will be taken at a time convenient to the employee and the University. At the option of the University, and depending on the needs of the workplace, an additional day's pay at the ordinary rate can be offered as an alternative to the additional day's leave. |
| | ALLOWANCE ABSORPTION |
| 427 | In translating the previous job classifications to the single stream classification structure all salary-related allowances, other than Relieving, First Aid, Shift and Licence Allowances, have previously been absorbed into the annual rates of pay applying prior to the operation of this Agreement and therefore will not be the basis of any further payment. Tool allowances will no longer be payable on the basis that the University undertakes to provide all necessary tools. |
| | HOURS OF WORK |
| | Introduction |
| 428 | Through flexible work attendance arrangements the University aims to assist general staff in reaching a balance between work and family life, as well as support its commitment to environmental sustainability. |
| 429 | General staff employees at Southern Cross University will work one of the following Hours of Work arrangements as detailed in this Clause: |
| | a) | ordinary hours in accordance with clauses 433-436; or | | b) | flexitime in accordance with clauses 437-454; or | | c) | rostered hours in accordance with clauses 455-486; or | | d) | variable hours in accordance with clauses 487-504. |
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| 430 | The Hours of Work arrangement adopted will be in accordance with the needs of the organisational unit as determined by the relevant delegated officer, and will be as a consequence of consultation with the employees so affected. |
| 431 | Requests for variation to any of the above specified Hours of Work arrangements during the term of this Agreement, by the University or its employees, will be referred to the Joint Consultative Forum. Variations to arrangements arising from this Clause may be put in place through the process of consultation and subsequent written agreement between the University and affected employees. |
| 432 | All full-time employees will be entitled to work their daily contract hours on any day Monday to Friday inclusive. A part-time or fractional employee will be entitled to work their contract hours in accordance with their contract of employment, or where not specified, by agreement with their supervisor. |
| | Ordinary hours |
| 433 | Ordinary hours of duty for general staff employees will be 35 per week, to be worked during the normal hours of operation of the University, between 9.00 am to 5.00 pm, Monday to Friday inclusive. |
| 434 | The normal meal break will be one hour. |
| 435 | An employee will not be required to be on duty for more than five hours from the time of commencement without a meal break. |
| 436 | An employee who has the permission of the relevant delegated officer to work flexible or variable hours may work in excess or outside of the prescribed ordinary hours of work to accumulate flexible or variable working hours credits, or to extinguish debits. Time worked for these purposes will not attract overtime payments. |
| | Flexitime |
| | Definition |
| 437 | Flexitime is a system of attendance whereby individual employees select their starting and finishing times from day to day subject to the concurrence of their Work Unit Head and the requirements of the organisational unit within which they work. |
| | Contract hours |
| 438 | An employee's contract hours are seven daily and 140 for a four week settlement period. |
| | Span of hours and hours worked |
| 439 | Unless another 12 hour span of hours is otherwise agreed between the employee and the Head of Work Unit, flexitime may be worked between the hours of 7.00 am and 7.00 pm, Monday to Friday inclusive. |
| 440 | Unless another 12 hour span of hours is otherwise agreed between the employee and the Head of Work Unit, flexitime may be worked between the hours of 7.00 am and 7.00 pm, Monday to Friday inclusive. |
| Hours of attendance |
| 441 | Unless another 12 hour span of hours is otherwise agreed between the employee and the Head of Work Unit, flexitime may be worked between the hours of 7.00 am and 7.00 pm, Monday to Friday inclusive. |
| 442 | An employee may only elect to work up to ten hours in any one day, subject to the availability of work as determined by the supervisor. |
| 443 | An employee may be directed to work more than ten hours in any one day as a consequence of:| a) | plant, equipment, network, software or system failure; | | b) | an emergency or other condition that if not rectified would compromise the normal functioning of the University and or the safety of staff, students or the public; or | | c) | an abnormal peak workload demand. |
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| 444 | In which case, overtime rates will be paid for those hours worked in excess of seven. |
| | Meal breaks |
| 445 | The normal meal break will be one hour. The maximum meal break is two and a half hours, and any meal break in excess of one hour will be approved by the employee's supervisor. |
| 446 | The minimum meal break will be 30 minutes. |
| 447 | An employee will not be required to be on duty for more than five hours from the time of commencement without a meal break. |
| | Accumulated flexitime credits or debits |
| 448 | An employee may accumulate credit or debit hours throughout a settlement period, provided that at the end of the settlement period the number of credit or debit hours carried forward does not exceed 15 hours, except that with prior written approval from the relevant delegated officer an employee may accumulate a maximum of 35 credit hours. |
| 449 | The supervisor will make every effort to ensure that an employee does not consistently or unreasonably forfeit excess credit hours at the conclusion of the settlement period. |
| 450 | Where an employee's accumulation of debit hours at the end of a settlement period exceeds 15 hours, such excess hours will be debited against the employee's accrued annual leave, or where the employee has no such leave available, will be taken as leave without pay. |
| 451 | Where the accumulation of excess credit hours up to the maximum of 35 hours has been approved by a relevant delegated officer, such approval will be conditional upon:| a) | a requirement that the employee utilises such flexitime by or during a specified period or date, or | | b) | that the employee will take in excess of one days flex leave in following settlement periods until the excess hours are exhausted, or | | c) | that the employee will claim for payment, at the ordinary rate of pay of the employee, all or a part thereof of the excess credit hours. |
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| 452 | Accumulated flexitime credits will not be paid out on cessation of employment. |
| 453 | Where an employee has an accumulation of debit hours at the completion of the last day of service, any monies owing to that employee will be adjusted accordingly. |
| | Taking flexi-leave |
| 454 | Unless otherwise varied in accordance with clause 451, the flexi-leave entitlement of an employee will be either one full day or two half days in any settlement period, subject to the prior approval of the supervisor as to when the flexi-leave is to be taken. |
| | Rostered hours |
| | Introduction |
| 455 | The relevant delegated officer will decide, after consultation with the employees involved, whether an employee (one not working in accordance with the flexi-time scheme) will be rostered to work in accordance with either a fixed shift pattern or a rotational shift pattern. |
| 456 | Any proposals relating to rostered work which differ from the provisions of this Clause will be the subject of specific negotiations and agreement between the University and affected employees. |
| | Definitions |
| 457 | A shift roster is a schedule showing how each employee will work their ordinary hours of work within a particular shift pattern. |
| 458 | A shift pattern describes the type of shift arrangement in place with particular reference to the duration of the shift. |
| 459 | A continuous shift is one which is worked from beginning to end without being broken for reasons other than a meal break. |
| 460 | A fixed shift pattern is one where the shift roster sets the same commencing and finishing hours for each shift to be worked on the same days each week throughout the shift roster. |
| 461 | A rotational shift pattern is one where the shift roster sets different commencing and finishing times for the various shifts to be worked, and/or different days each week, throughout a roster. |
| 462 | A week in respect of this Clause is a period of seven days, Monday to Sunday inclusive. |
| 463 | An annual allowance in lieu of shift penalties/allowances is calculated by totalling the shift penalties/allowances payable during the course of the year. The annualised amount is then paid in accordance with the payment of annual salary, in fortnightly instalments. This allowance would not be payable during any period of leave other than annual leave as per clauses 196-202. |
| | Hours of work |
| 464 | The hours of work for employees working shifts will be 35 hours per week, averaged over a 12 week period. |
| 465 | The hours of work may be worked on any day of the week, subject to the shift patterns as specified in clauses 466-472. |
| | Shift patterns |
| 466 | Shift patterns may be fixed or rotational provided that no roster will be established requiring an employee, including a casual employee, to work a fixed night shift. |
| 467 | The standard shift duration to be worked on any day will be a maximum of ten hours, but by agreement may be extended to a maximum of 12 hours. |
| 468 | The minimum shift duration to be worked on any day will be four hours. |
| 469 | Subject to the variation of the maximum shift duration in accordance with clause 467, no employee will be required to work more than four ten hour shifts in any one week. |
| 470 | No employee will be required to work more than five 4-8 hour shifts in any one week. |
| 471 | There will be a minimum ten hour break between concluding one shift and commencing the next shift. In those instances where an employee is directed to resume duty without having taken a ten hour break between shifts, including a situation where the employee did not have a ten hour break because they were required to work overtime at the end of the preceding shift, then the employee will be paid at overtime rates until such time as a ten hour break is allowed. |
| 472 | There will be no broken shifts. |
| | Notice of shift changes |
| 473 | A minimum seven days notice will be given to an employee when that employee is directed to work a different shift than that which is set down in the current shift roster. |
| 474 | A minimum of 28 days' notice will be given to the affected employees prior to the implementation of a new shift pattern. |
| 475 | The implementation of a new shift pattern will take place only at the conclusion of a regular cycle within the shift pattern in operation. |
| 476 | The minimum notice periods required under clauses 473 and 474 will not apply where an employee is absent from duty on account of illness, or on account of an emergency, and the roster or shift pattern is changed so as to enable the normal function of the University to be continued. |
| | Shift and penalty rates |
| 477 | An employee rostered to work shifts will be paid shift penalties in accordance with clause 409 of this Agreement. |
| 478 | Employees, other than casual employees, working a seven day rotational shift pattern may, with the concurrence of the parties to this Agreement, be paid the fortnightly equivalent of an annual allowance in lieu of those shift penalties and allowances payable under clause 409 which are applicable throughout the roster cycle in place under that particular shift pattern. |
| 479 | Casual employees working a particular shift will be paid the shift penalties appropriate to that shift in accordance with clause 409. |
| 480 | Shift penalty rates, including any annual allowance in lieu of shift penalties payable under clause 478, will not apply to any period of leave, except where such penalties or annual allowance are paid as a leave loading payment under clauses 196-202. |
| | Time off |
| 481 | No employee will be rostered off duty for more than a maximum of 14 days, excluding normal leave, per 28 day cycle. |
| 482 | An employee will be rostered off duty for a minimum of eight days per 28 day cycle. |
| | Overtime |
| 483 | In respect of employees working shifts (other than casual employees), overtime will be defined as any time that an employee is directed to work outside the current shift roster. |
| 484 | In respect of casual employees participating in a rotating shift roster, overtime will be defined as any time that a casual employee is directed to work in excess of seven hours on any day. |
| 485 | Every reasonable effort should be made to keep overtime to a minimum. |
| 486 | Overtime payments will be calculated on the ordinary hourly rate of pay for the particular employee. |
| | Variable hours |
| 487 | Variable hours is a system of attendance requiring negotiation and a written agreement between an employee, their supervisor and the relevant delegated officer. |
| 488 | A proposal to work variable hours may be initiated by an employee or a supervisor. |
| 489 | Written agreements are to be lodged with HR Services. |
| 490 | The written agreement will specify the duration which will not normally be longer than one year. |
| 491 | All reasonable requests to work variable hours should be given consideration taking into account the employee's personal and family circumstances and the operational requirements of the work unit. |
| | Full-time employees |
| 492 | Under a variable hours arrangement an employee is required to work 140 hours in a four week cycle. |
| 493 | During any four week cycle, an employee working variable hours will not be entitled to claim overtime or penalty rates unless directed to work more than ten hours on any one day or more than 140 hours in any four week period. |
| 494 | An employee working variable hours is not entitled to accumulate credit or debit hours on completion of the four week period. |
| 495 | The maximum number of hours that may be worked on any one day is ten, and an employee may work up to a maximum of 45 hours in any week, Monday to Sunday. |
| 496 | A minimum of three and a half hours is to be worked on any day an employee attends for duty. |
| 497 | An employee may work up to five days in any seven and must have two consecutive days off in any seven. |
| 498 | Days and times worked during the four week period are to be agreed between the employee and their supervisor in advance. |
| 499 | Any leave taken during a four week cycle will be debited as per the agreed hours of work, for that day. |
| 500 | Public holidays falling Monday to Friday during the period will be recorded as seven hours unless work in excess of seven hours is carried out on that day, in which case the total hours worked will be recorded. |
| 501 | Arrangements for part-time employees working variable hours will be in accordance with the appropriate fraction of full-time employment, except that the maximum number of hours that may be worked on any one day is ten, and an employee may work up to a maximum of 35 hours in any week, Monday to Sunday. |
| | Meal breaks |
| 502 | The normal meal break will be one hour. The maximum meal break is two and a half hours, and any meal break in excess of one hour will be approved by the employee's supervisor. |
| 503 | The minimum meal break will be thirty minutes. |
| 504 | An employee will not be required to work more than five hours without a meal break. |
