Example of good practice: a library employs an equal number of full-time and part-time workers. The lack of financial resources forces the library to reduce the money it spends on staff. The library offers three voluntary schemes: voluntary redundancies, early retirement and reduced working hours. However, there are still savings to be made. The library therefore considers the public interest (in terms of loans and attendances) in relation to its opening hours and its various sections. She found that the library was the least used in the middle of three days of the week and that the fiction and reference sections had experienced marked declines in popularity. As a result, the library compensates for the needs and coverage of staff with three full-time positions and one part-time position in the fields of fiction and reference, as well as two part-time positions for Tuesday to Thursday. Part-time workers are not automatically entitled to pay overtime as soon as they work beyond their normal hours. It is only when part-time workers have worked up to comparable full-time normal hours that they have the legal right to pay overtime. This policy illustrates the approach to the organization of child care work and explains the rights and obligations of staff that are on demand.
You are required to provide each of your employees with a written statement or employment contract with certain conditions that govern your employment relationship, so that they are aware of the main conditions of employment. Such a written declaration is commonly referred to as a „Employment Statement“ (see „Employment Declaration“ (ET003). They are not required to provide this information to workers whose employment does not last at least one month. If you do not respect the limits of night work, the penalties are similar to those applicable to limiting the maximum weekly working time. Full-time workers have current jobs and work an average of 38 hours per week. However, the number of hours per week may vary depending on the type of activity and the agreement itself. Part-time workers often find it difficult to access training, such as career-oriented development or vocational training. Either they are totally excluded or, although they are theoretically entitled to participate, their other responsibilities prevent them from participating because of the uncomfortable hours. Denying access to training for part-time workers is obviously less favourable. The Working Time Act 1997 sets a cap on weekly working time. The general rule is that, for each reference period, working time, including overtime, cannot exceed an average of 48 hours every seven days. All employee obligations and responsibilities and terms of employment with the company remain unchanged, with the exception of those expressly amended by this agreement.
Failure by the worker to comply with this agreement may result in a modification or termination of the flexible labour agreement established by this agreement.