(Please confirm that this policy complies with your National Labour Law)
Regular scheduled working hours
- An employee’s work week is Monday to Friday, 08:30 to 17:00
- Full time employees must work at least (40) hours per work week
- Part time or hourly employees must ensure that their timesheets and tasks are accurately captured
Overtime is any hours worked by employees outside of the normal (40) hours. You may be required to work reasonable overtime. Overtime must be agreed to, and approved by, the employee’s direct manager, with the following qualifications:
- Saturdays are part of the normal work week, and overtime will not be applicable;
- Sundays are not part of the normal work week, and overtime will be paid at one and a half times the normal rate;
- When employees claim overtime, they must ensure their timesheets and tasks are accurately captured; and
- Employees may request ‘time off’ instead of monetary compensation for time worked. This must be approved by the employee’s direct manager.
- Any unpaid breaks must be noted; and
- Employees are allowed 1 paid hour for lunch. This hour may be split as follows: 30 minute meal time, two (2) 15 minute tea breaks.
Employees are entitled to  days of paid time off per year. Annual leave days must be approved by the employee’s direct manager before the commencement date. Employees do not need to submit a reason for annual leave.
Annual leave [may/may not] be transferred to the next year, although it is encouraged that employees use their annual leave throughout the current year.
[Country] has  public holidays for which employees will be paid. Employees are not required to work on these public holidays:
Employees are entitled to  days of sick leave per year. Sick days do not have to be approved by the employee’s direct manager before the commencement date, however, employees must supply a valid reason (e.g. doctor’s note).
Sick leaves are non-transferable.
Employees are entitled to  days of compassionate leave per year. Compassionate leave does not have to be approved by the employee’s direct manager before the commencement date. If an employee needs more time, they will be allowed to use their annual leave, or request unpaid leave.
Disabilities and circumstances all vary and each case will be assessed in it’s own right and the amount of leave will be determined.
The amount of leave will to be related to the amount of time required for treatment, rehabilitation, or assessment.
If more time is required, the employee may apply for a reassessment. Sick leave and annual leave do not apply to disability leave.
Maternity and Paternity Leave
Maternity/paternity leave is a paid leave an employee is entitled to because of the birth of an employee’s own child, or the placement of a child with the employee in case of adoption or foster care. Maternity/paternity leave is not deducted from the employee’s annual leave.
The paid leave is compensated as follows:
- Less than one full year of service – [40%] of salary
- After one full year of service – [60%] of salary
- After 5 full years of service – [100%] of salary
Maternity/paternity leave must be approved by the employee’s direct manager.
If, for any reason not specified above, an employee needs time off from work, but has no annual leave or sick leave accumulated, that employee has the right to request unpaid leave.
The employee’s direct manager will approve or decline the request, and calculate the unpaid based on the average number of working days per year.