Working as electrician has just become more interesting, more cut-throat and definitely more challenging with volumes picking up, new competition around every corner and new products and services on an almost daily basis.
At this stage in your business, we don’t want you to be focussed on your human capital more than on your business operations. Let us take your hand and assist with your Human Resources matters while you take care of what really matters – building your business in a cut-throat industry.
There is various aspects which electricians have to focus on and managing overtime is for some one of the more pertinent things to look at.
Do you have a contract of employment in place with all your employees?
If you have a contract of employment in place, your contract will regulate the hours of work an employee has to work and when that employee can and will work overtime.
Do you belong to the bargaining council?
The contract is regulated by the bargaining council’s main agreement.
To be the best you have to work overtime!!!
Overtime refers to any hours worked by an employee that exceed their normally scheduled working hours. The main agreement defines overtime as any number of hours non-exempt employee works over 40 hours in a standard work week that consists of seven consecutive days. E.g., if an employee works 42 hours between Sunday and Saturday of the same week, they have worked two hours of overtime.
Overtime begins, depending on the employee’s contractually bound to work for instance when an employee works 40 hours per week, overtime starts with the 41st hour. When, by reason of any overtime worked, an employer is required to give an employee a second interval, such interval may be reduced to not less than 15 minutes.
Subject to the provision of clause 9 of this agreement shall require or permit any employees too work.
- for more than nine (9) hours in one day, Monday to Sunday.
- For more than forty-four hours in any one week,
- For more than five days in any one week, Monday to Fridays
- On a Saturday or Sunday
- Before 7:00 or after 17:00
Scenario 1:
Ben the electrician normally works a 6-day workweek. Ben goes to work on Monday, he worked 10 hours and then goes home. During the evening Ben falls ill and stays away from work for the rest of the week.
Ben has not completed a 45- hour workweek, but since Ben may not work more than 8 hours in any day, Ben is entitled to 2 hours of overtime payment at a rate of at least 1.5 times Bens’ wage.
Vital Scenario 2:
unless otherwise authorised by the council, the maximum overtime that may be worked, including work on Sundays, shall not exceed 10 hours per week.
- Overtime shall be voluntary and Ben, who works any time more than or outside the hours prescribed shall be paid at the rate of –
one and a half times Ben’s hourly rate of wages for every hour or part of an hour worked after ordinary hours of work on any day from Monday to Friday or for every hour or part of an hour for all hours worked on a Saturday.
- Double Ben’s hourly rate of wages for every hour or part of an hour for all hours worked on a Sunday.
- For paid public holidays which fall on a day on which Ben would ordinarily work in terms of clause 23(1)(b) of the Agreement, his full day’s wages plus his normal hourly rate of wages for every hour or part of an hour for the actual time worked on that day.
Focus
Your focus needs to be on your operations, we all have our strong points. Let Rivers Labour Consultants focus on ours – to maintain your HR/IR matters – while you focus on your operations.