It's a well-known fact: you sign a contract with an employment agreement for a certain number of hours. But your work is enjoyable or never-ending. Soon, you start working overtime.
Or: there's temporarily less work in the business, and you work fewer hours. But how do you find out about your payment then?
VIC is happy to help you on your way!
If you work more hours than stated in your employment agreement (your contract), a distinction is made between overtime and additional hours.
The normal working hours in hospitality are 1,976 hours per year (38 hours per week x 52 weeks). When you exceed this number of hours per year, it is considered overtime.
If you have an employment agreement for less than 38 hours per week, the hours you work beyond your agreed hours are considered additional hours.
Both additional hours and overtime are generally compensated with time off. In hospitality, there are naturally busier and less busy periods. Your working hours sometimes change accordingly. During busy periods, more work is done (considering the Working Hours Act) and in less busy times, you take the accumulated overtime as time off.
At the end of the calendar year, your employer will prepare a balance of hours. If it turns out that there are still overtime hours that have not been compensated, these can be compensated with time off in the first 13 weeks of the following calendar year. If that is not possible, the remaining overtime hours must be paid by the employer within four weeks. The first 218 hours must be paid at 100% of the hourly salary and the rest at 150%.
VIC does point out the following: it's important to keep track of your own hours and regularly discuss and possibly sign off the overview with your employer! Download our shift logbook to keep track of this easily.
Do you have any further questions? Contact us.