Q.1 Do arrangements within the establishment to work-in time before  normal starting time, after finishing time or Saturdays require  exemption?
A.1 No, the section is addressed by Clause  4(7) of the Collective Main  Agreement.

Q.2 Under the circumstances how would employees be treated who do  not support the arrangement?
A.2 The minimum of 4 hours payment is made in respect of any period up to  4 hours at work. Periods in excess thereof must be paid for the time  worked.

Q.3 Does “remain at work” and/or an instruction to clock out during the  power cut and resume work upon return of power amount to one  and  the same thing?
A.3 Employees must be paid for the full period including the period during  which instructed to clock out.

Q.4 Does a change in the hours of work to optimize the use of electricity  before or after load shedding require an exemption?
A.4 No, Clause 4(7) encourages employers to consult with employees with a  view to arrive at working times mutually convenient to their establishments.

Q.5. A notice to employees at an establishment read, “when a power  cut  occurs tools must be downed as no one will be paid for the time  lost”.   Under what circumstances, may this instruction be applied?
A.5 This instruction can only be made in the context of the Council’s  advisory guidelines.

Q.6  Where an introduction of alternative working time becomes necessary  due to power outages, how is this process managed?
A.6 By following the procedure outlined in Clauses 4(7) of the Collective Main  Agreement.

Q.7 Where the “load shedding” results in an employer reducing daily  hours of work or fewer shifts per week, how is this managed?
A.7 By following the provisions of consultation with affected employees, party  trade unions and notifying the Regional Council–2 days prior to  implementation.