4. The normal hours of a worker affected in Point 1 may be extended by mutual agreement of up to 15 minutes per day, but not more than 60 minutes per week, so that a worker whose role is to serve the public can continue to perform these tasks after the completion of normal working hours. An employer must provide at least two free combinations or coats per year to a worker who supplies unpacked food, confectionery and/or food in sealed containers. Rain equipment must be given to personnel who, in carrying out their duties, are regularly subjected to wet conditions. Any employee who rubs or is having a hand must receive knees and the employer must keep the clothing provided as part of the agreement. Maintenance should ensure that the clothing is clean and maintained, at no cost to the employee. Clothes remain the property of the employer and the employer should not prohibit the worker from wearing the outfit during the service. b) when an agreement has been reached in accordance with item 3, 40 ordinary hours in one week. (b) if there is no agreement covered in point (a) on a date set by the employer in accordance with this clause.
A worker who regularly commissions must receive at least two-thirds of the current minimum wage to which he is entitled. All employees who earn commissions need a written agreement that describes the employee`s salary and the basis for calculating the commission. It must also indicate the period for which the commission is calculated, and it should not be more than one month. 4. The employer must provide the worker with a copy of the agreement on the performance of commission work. TABLEAU 1 Minimum wages for wholesale and retail workers: sector A TABLEAU 2 Minimum wages for wholesale and retail workers: sector B TABLEAU 3 Minimum wages for wholesale and retail workers: sector C TABLEAU 4 Minimum wages for wholesale and retail workers who were previously excluded from the scope of wage fixing 478, Industrial trade, special sectors: sector A TABLEAU 5 Minimum wages for wholesale and retail workers Until now excluded from the scope of wage setting 478, Industrial trade, specific sectors:domain B TABLEAU 6 Minimum wages for wholesale and retail workers who were previously excluded from the scope of wage setting 478 , Industrial Trade, Specific Sectors: Domain C – In the sense of Section 187 (l) (e) of the Labour Relations Act 1995, the dismissal of an employee because of her pregnancy, intentional pregnancy or any reason related to her pregnancy is automatically unfair. The definition of dismissal in Section 186 of the Labour Relations Act 1995 implies the refusal to allow an employee to return to work after taking maternity leave in connection with a law, collective agreement or contract. b) by appointment between employer and salaried worker, at least the hourly rate set in tables 1 to 2, for each hour or part of an hour worked by the worker.
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