If your employer does not know how many hours you work on a daily basis you must keep a written record of your hours of work each day. At the end of a pay reference period, you must give this record of working hours to your employer as soon as possible. If you do not provide the record of working hours to your employer, your employer is entitled to calculate your working hours for that pay reference period from a number of alternative sources that includes your contract of employment. It is therefore in your own interest to supply the record of working hours to your employer. It is an offence to supply your employer with information on hours of work which you know to be false or misleading.
Some employees earn more than basic pay.
For example if you do shift work, you may be paid a shift premium. Reckonable pay means those payments that are allowable in calculating your average hourly rate of pay for the purposes of determining if you have been paid your minimum hourly rate of pay entitlement under this Act. Table 2 illustrates what reckonable pay components may be taken into account to determine your average hourly rate of pay. Table 2 Basic Pay. Piece and incentive rates, commission and bonuses which are productivity related.