Posted on April 15, 2021
For mobile workers in general, the main question is whether the duration of the trip is significant – unlike workers with stable employment, travel on the date and first date for a worker without a fixed job is considered a travel period. The night time is defined as a period between 00:00 and 04:00 for truck workers and 01:00 and 05:00 for passenger cars. Night work is any work that begins, ends or extends during these periods. Your work agreement must respect the rules set by the working time provisions. Those who are not legally valid – other than that, workers may choose not to regulate working time, with the exception of annual leave. While employers are responsible for keeping accurate records of working time, mobile workers are also responsible for complying with the rules in this area. To this extent, mobile workers may be prosecuted for knowledge offences, including failure to inform employers of another employer`s work or to knowingly make a false registration. Our opt-out working time directive form gives you a template that you can use to make sure you get a signed agreement from your employee. It can be either a collective agreement or a collective agreement. A collective agreement between the employer and an independent union is a collective agreement. An agreement is reached between the employer and the competent mobile workers of their representatives.
Work schedules define important rights for workers, including: a reference period is the period during which your average weekly working time is calculated. The regulations provide for a standard reference period of 17/18 weeks, with launch dates set. However, alternative deadlines can be agreed with a worker as part of a “relevant agreement.” The 1998 working time provisions (as amended) continue to apply to other workers, i.e. workers who work national driving hours under the UK regime, casual drivers and other non-road workers who are explained in this regard. Compiling procedures and programs to ensure full compliance was an important task at the time, and complexity does not stop any other way today. It was enviable that this task should be part of the cycle of transportation managers/supervisors, as well as the need to train and train the workforce under the “mobile worker” banner. We believe that it is just as true today as in 2005, that it is imperative (subject to your operation) that there be a sufficient number of mobile employees (and vehicles) to keep the level of service within the limits of the directive, and failure at any level to achieve this right will not only concern your own business, but also the people who keep you in business – your customers.