Common use of Recall to work overtime Clause in Contracts

Recall to work overtime. If the employee is recalled to work overtime after leaving the place of employment (whether notified before or after leaving such place of employment) the employee shall be allowed a minimum of three hours pay at the appropriate overtime rate. In such circumstances, time reasonably spent in getting to and from work shall be regarded as time worked. This sub- clause shall not apply when the overtime is continuous (subject to a reasonable meal break) with the completion or commencement of ordinary working hours. This clause shall not apply in cases where it is customary for the employee to return to the Authority‟s premises to perform a specific pre-arranged job outside the normal working hours. Time worked in these circumstances shall not be regarded as overtime for the purposes of the preceding sub-clause when the actual time worked is less than one hour on each such occasion. Any additional call out within the initial 3 hour minimum does not incur any additional penalty. Where an employee is requested to work overtime the employee will be entitled to reimbursement for out of pocket expenses (e.g. child minding) upon provision of a receipt or ATO compliant tax invoice. The employee should obtain approval of out of pocket expenses from Management at the time they are requested to work overtime.