Conditions of service do vary according to level of staff. All employees should have a copy of the conditions of service related to employment. If this is not the case, the Director: HR’s office can be contacted for a copy of the relevant contract.
The Conditions of Service document covers the following issues:
In terms of the Substantive Agreement between NTEU and Rhodes University, all members of Support Staff in Grades 6 + are required to work 40 hours per week, usually from 08h00 to 17h00 subject to operational demands. The exception is Food Services and Housekeeping as detailed below.
Furthermore, in terms of the Substantive Agreement between NEHAWU and Rhodes University, from 2014 all staff on grades 1 to 5, other than part-time staff and those in Food Services and Housekeeping, will be required to work at least a 40-hour week.
Staff members in Food Services work no more than 90 hours in a two week cycle consistent with the requirements of the Basic Conditions of Employment Act and as negotiated. They work shifts that include alternate weekends where alternate Thursdays are days off.
Staff members in Housekeeping Services work no more than 86 hours in a two week cycle consistent with the requirements of the Basic Conditions of Employment Act and as negotiated. They work shifts that include alternate weekends where alternate weekends are days off.
Subject to changes as a result of the Substantive Agreement concluded with NEHAWU, which sees grade 1 to 5 staff working a minimum of a 40-hour work week, currently staff members in Engineering, Transport, Mechanical, Building Maintenance and Electrical Sections work as follows:
Monday to Thursday: 08h00 - 13h00 and 14h00 to 17h00
Friday: 08h00 – 13h00 and 14h00 to 16h00.
Grade 1 to 5 Overtime worked from 1 March 2014
In terms of the Substantive Agreement between NEHAWU and Rhodes University, staff in the NEHAWU collective i.e. grades 1 to 5, other than part-time staff, will be required to work at least a 40-hour week. This does not impact areas such as Food Services and Housekeeping that already work more than 40 hours per week. This outcome of the Substantive Agreement was communicated by means of a TopList Circular in January 2014.
Also as part of the Substantive Agreement, it was agreed that LILO would apply to the first 2 additional hours work (that is, between 40 and 42 hours) per week across the month i.e. no payment under any circumstances for these hours. The calculation of overtime and LILO credits will however be based on the total hours worked in the calendar month. Please see examples.
The implication of this development, is that in order to submit a claim for overtime and/or LILO, a record needs to be maintained of all hours worked in that particular month. This needs to be in place with effect from 1 March 2014, i.e. for overtime/LILO claims for processing in April 2014.
The register provided for this purpose, needs to be submitted for any claims to be processed.
Please contact your HR Generalist with any queries: http://www.ru.ac.za/humanresources/hr/meettheteam/
Last Modified: Wed, 12 Nov 2014 10:59:29 SAST