Hours worked vs hours paid query

Jacovs

I have been in my first job, part time (min 20 hours per week), for about 2 months now. I get paid fortnightly. We have a fingerprint clock in system, so HR get a pretty accurate timesheet of each person. I also keep a personal record of hours worked incase of a dispute.
The first 3 fortnights' payments corresponded with my personal recorded hours.
Now the last fortnight I recorded 79,5 hours, clocked the same as far as I am concerned. (39 hours first week, 39,5 hours second week). Taking into account time deducted for breaks it shouldve come to around 75 hours paid.
On my wageslip though I've been put down for 77 basic hours and 4 hours overtime, effectively being paid for 83 hours. So score for me. But im quite honest and would like to point out to HR if they made an error, instead of being called out on it in future.
Where my confusion comes in is im not sure if perhaps because of the length/time of the shifts I worked I was due extra payment which they booked as overtime. I will list the shifts worked across the 2 weeks if it is of any help.

Monday 7am-9pm
Thursday 2pm-9pm
Friday 5am-1pm
Saturday 3pm-1am
Tuesday 6am-2pm
Wednesday 5am-4pm
Thursday 7am-2:30pm
Saturday 2pm-9pm
Sunday 5am-12pm

Thank you for any input.

Shanotheslayer

Do you get time and a half Sunday? That might be why

Jacovs

Ive worked sundays in the previous fortnights but never been paid overtime. The previous fortnights I didnt work nearly 80 hours though, much less, maybe 50. Dont know if that could have anything to do with it.

The_Conductor

Monday 7AM to 9PM = 14 hours
Thursday 2PM to 9PM = 7 hours
Friday 5AM to 1PM = 8 hours (some of which could be @ overtime rate?)
Saturday 3PM to 1AM = 10 hours (some of which could be @ overtime rate?)
Tuesday 6AM to 2PM = 8 hours
Wednesday 5AM to 4PM = 11 hours (some of which could be at overtime rate?)
Thursday 7AM to 2.30 = 7.5 hours
Saturday 2PM to 9PM = 7 hours
Sunday 5AM to 12PM = 7 hours (you may have a different Sunday rate?)

In total you worked 79.5 hours.
Of this 16.5 were on days when you worked over standard 7 hours.

You need to look at your contract- one of two things is happening-

A different rate of pay for Sundays- or more likely- once you go over X number of hours in a given day, you work y number of hours as standard hours and then hit the overtime rate (E.g. standard day = 7 hours, if you work up to 10, you get the 10 at regular rates- and anything over the 10 is at overtime rates- this is just an example).

You need to get out your contract- it'll tell you exactly whats happening

Jacovs

Thank you for the reply. Guess I will look at the contract again. I thought I still had most of it in my head from only reading it 2 months ago, but very possible I forgot some of it.

Is there any law or such saying I have to be compensated if there isnt an 11 hour break between shifts? Such as the saturday and sunday where there was only 8 hours between shifts. I know theres exception for certain jobs. We do get rostered for split shifts sometimes, with only 7 hours between shifts, but that wasnt the case for those 2 specific shifts. I was asked to stay late the saturday and was asked to go in early the sunday.
Not that I want compensation for it, just might explain some of the extra hours paid.

tatli_lokma

why not just ask payroll?
do you have a payslip with your wages? if you got paid OT/shift loading or anything else then it will be stated on there. If its not on there then chances are there was an error in processing your hours.

The simplest and most time effective thing to do is contact payroll and ask them.

Also bear in mind, even if it is their mistake, they can take any overpayment back. So if you were overpaid it is better to be upfront about it and get it sorted before you spend this money otherwise you could find yourself in a week where you had low hours and then also have the overpayment deducted which wouldn't be ideal.

Jacovs

Not really related to the OP, but thought id rather post here than make a new thread.

In my contract it states that I get leave based on 8% of hours worked. Fair enough.
I assumed this meant once ive accumalated 20 hours of leave it would translate into a week's time off, since its a 20 hour per week contract.
I was recently told by fellow colleagues, who have worked there a few years, that when it comes to leave it is based on 40 hours (actually 37,5 hours or something) per week.
Is this legal?
They still pay the same ammount, but the physical time off is halved.

The_Conductor

It would normally be applied on a pro-rata basis- aka- you work a 20 hour week- you accumulate 20 hours leave, in order to take a week's leave.

You need to clarify this with Personnel- but normally it would be on a pro-rata basis.

The 37.5 hours that you're talking about- is probably what a full time worker would work, to complete a full week. You sound as though you're on a much shorter week.

Jacovs

The_Conductor wrote: »

It would normally be applied on a pro-rata basis- aka- you work a 20 hour week- you accumulate 20 hours leave, in order to take a week's leave.

You need to clarify this with Personnel- but normally it would be on a pro-rata basis.

The 37.5 hours that you're talking about- is probably what a full time worker would work, to complete a full week. You sound as though you're on a much shorter week.

I am contracted to 20 hours minimum. So are the other employees I spoke to who have been there a few years.
I figured id need 20 hours leave to take a week off too but apparently need 37,5 hours leave to take a week off. If I put in leave and get denied or some of it as unpaid leave then I will take it up with HR. Might be the lads taking the piss with "the new guy".

The_Conductor

Jacovs wrote: »

I am contracted to 20 hours minimum. So are the other employees I spoke to who have been there a few years.
I figured id need 20 hours leave to take a week off too but apparently need 37,5 hours leave to take a week off. If I put in leave and get denied or some of it as unpaid leave then I will take it up with HR. Might be the lads taking the piss with "the new guy".

The 'minimum' part could be the issue here.
Aka- its not a 20 hour weekly contract- they rather guarantee you a minimum of 20 hours a week. There must be some manner of calculating your holiday entitlements- but the 'minimum' in your contract means its not actually a 20 hour contract- it could be anything at all, within legal limits of course.

You need to talk to personnel for clarification- there is no point on me pontificating on it.....