|Title:||Daylight Saving 2006|
|Document ID:||Operational Directive OD 0017/06|
|Date of issue:||Tuesday, 28 November 2006|
|Status:||NO LONGER APPLICABLE|
|Description:||Impact upon employees working arrangements as a result of the implementation of Daylight Saving.|
|Period of effect:||from 2 December 2006 to 25 March 2007|
|Review date:||1 October 2007|
|Authorised by:||Dr Neale Fong, Director General, DEPARTMENT OF HEALTH, 28-Nov-2006|
|Print version:||View print version|
Daylight Saving 2006
The Daylight Saving Act (No. 2) 2006 (the Act) provides that:
Section 7 of the Act provides that performance of work at the time of change is to be referenced to clock time. Accordingly, employees are to be paid by the clock and not for the actual hours worked.
Shift employees working an ordinary time shift at the 0200 change over will observe the new clock time which will result in employees working one hour less but being paid for a full shift.
For example, where the normal rostered shift is 2200 on 2 December 2006 to 0700 on 3 December 2006, with a one hour unpaid meal break, the hours of attendance at work would ordinarily have been 9 hours of which 8 hours would ordinarily be paid. As a result of the change over, the actual hours of attendance at work will reduce to 8 hours (i.e. the shift still ends at 0700) but the actual hours paid remains unchanged. In effect one hour less is worked but the number of hours paid remains the same.
The opposite will apply on 25 March 2007 when clocks are put back one hour from 0300 to 0200, and shift employees will work one additional hour but be paid for one hour less than that actually worked.
For example, where the normal rostered shift is 2200 on 24 March 2007 to 0700 on 25 March 2007, with a one hour unpaid meal break, the hours of attendance at work would ordinarily have been 9 hours of which 8 hours would ordinarily be paid. As a result of the change over, the actual hours of attendance at work will increase to 10 hours (i.e. the shift still ends at 0700) but the actual hours paid remains unchanged. In effect one hour more is worked but the number of hours paid remains the same.
Managers should endeavour to organise rosters so that employees working at the commencement of the daylight saving change over also work the corresponding period at the conclusion of daylight saving change over. This will minimise the potential for inequity.
Where an employee is working authorised overtime on 3 December 2006 or 25 March 2007 at the time clocks are adjusted, the employee shall be paid for the actual overtime hours worked irrespective of clock time.
An employee rostered on call shall be paid by the clock for hours so rostered, similar to an employee working an ordinary time shift.
Where a minimum rest period, such as a 10 hour break is to be observed, the period to be observed is determined by the clock and not by the actual hours elapsed. Managers should ensure however, that where possible, minimum rest periods provided by Industrial Agreements are provided to employees based on hours elapsed. Employees will not be entitled to any additional payment where a minimum rest period is reduced by the change in clock time.
Dr Neale Fong
This circular last updated: Tuesday, 28 November 2006 at 2:51pm