3.0 REMUNERATION AND HOURS
3.1 Pay
- Wages are processed fortnightly on Mondays and normally appear in your bank account on Tuesday (depending on your bank).
- If Monday is a public holiday, payroll will be processed on the next business day.
- Payslips will show how your pay is calculated, plus tax and deductions.
Overpayments
- If you are overpaid for any reason, the Employer may seek recovery of the overpayment by negotiating an agreement in writing between the Employer and the employee. You will be given a choice about how money is to be repaid and the amount and frequency of each repayment. The amount and frequency of repayments must be reasonable. The written agreement must set out these things, as well as the reason for the overpayment and the amount of money overpaid. If you refuse to enter into an agreement for repayment, the Employer will need to take independent action to recover the amount overpaid such as through a civil claim to the relevant court.
Overtime
- Overtime must be pre-approved in writing by a manager.
- If you need to stay late because of an error or unfinished work, you must notify a manager immediately.
- Unapproved overtime may not be authorised, except where payment is required under the Award.
- Repeated errors or poor time management that cause additional hours may be addressed as a performance issue.
Pay Reviews
- Pay is reviewed annually to ensure compliance with the minimum wage and Award.
- Pay increases may be given but are not guaranteed.
Questions about pays and payslips
· Must be submitted by email to natasha@karrathaadventuresports.com.au
3.2 Superannuation
Super contributions are made on your behalf in line with legislation.
3.3 Time Recording
You must check in with the closest manager when you arrive, when you leave, and when you take breaks (including the loo). This is so we always know where you are for safety and rostering.
Failing to check in, or deliberately misleading management about your hours or whereabouts, may lead to disciplinary action up to and including termination.
3.4 Hours of Work
- Our standard shop opening hours are:
- Monday to Friday: 8.30 am – 5.00 pm
- Saturday: 8.30 am – 4.00 pm
- Sunday: 9.00 am – 1.00 pm
- Staff may be rostered outside these hours for:
- Opening/closing duties (arriving 30 minutes before opening, or staying after closing)
- Safety meetings (usually Tuesday mornings from 8.00 am)
- Training sessions or special events
- Rosters are published in advance, and you are expected to work your rostered hours.
3.5 Attendance
3.5.1 Sick/Absent
If you are unwell, you must log the absence in the TANDA app, including:
- Reason for absence
- Whether it’s contagious (so we can manage cleaning/precautions)
- Expected return date
3.5.2 Lateness
You are required to be ready for work and present at your designated area at your rostered starting time, with work able to commence immediately.
If you are going to be late, you must record it in the Tanda app with the required details. Including the reason, and your expected arrival time.
If you require time to prepare before starting work such as setting up your workstation, making coffee, organising equipment, or completing any other personal preparation, you must arrive a minimum of 5 minutes prior to your rostered start time to complete these tasks.
Breaches of this policy will result in disciplinary action.
3.5.3 Leaving Early
You must first get approval from a manager before leaving. Once approved, record it in TANDA with:
- Reason for leaving
- Whether it’s contagious (if applicable)
- Expected return time/date
- During a Shift – If you feel unfit for work while on shift, speak with your manager before leaving. Evidence (e.g. medical certificate) may be required.
- Unauthorised absences or lateness may result in disciplinary action.
3.6 Breaks
- Breaks are scheduled by management & in the app.
- Stick to your break length and be ready to restart on time.
- If you’re struggling to take your break, let a manager know so it can be rectified or varied.
3.7 Shortage of Work
If there’s a temporary shortage of work, we’ll try to keep your hours stable. By agreement, we may reduce hours or put you on unpaid leave. You can choose to use your annual leave instead.
3.8 Stand Down
In some situations, you may be stood down without pay if there is no useful work available. Examples include:
- Equipment breakdown
- Industrial action
- Natural disaster (e.g. cyclone shutdowns when directed by the Department of Emergency Services)
- Other events outside our control
Stand down is unpaid leave. You may request to use your accrued annual leave during a stand down, but this must be approved by management and is not guaranteed. Personal/carer’s (sick) leave cannot be used during stand down.
3.5 Rostering
Casual employees must accept or decline rostered shifts a least 1 week prior to the shift date, if you become sick or unavailable for an accepted shift, all employees must follow the correct reporting procedure as per 3.5.1.
If you decline a shift you must then make that date unavailable/ post a leave request. This will prevent the shift being reoffered on accident.
If causals are unavailable for a period, it must be posted in the TANDA app as soon as you know ie school holidays.
This allows other casuals to pick up shifts, not leaving gaps in rosters because of last minute declines. If you are regularly rostered shift that are inconvenient to you please update your availability via the app. Pending shifts will be replaced without notification at a weeks’ notice.