If this gets argued well in the IRC, I think AsA might get a shock.
Overtime is just that. OVER TIME. Traditionally used to cover short term increases in labour requirement (big extra job needs completion in short time etc). As someone pointed out earlier, relying on constant overtime, forever, is not reasonable. It is a permanent adjustment to T&Cs, to basic working hours. Hours not agreed to by the employee. The EBA needs to be altered to reflect this ie. "the employee shall be required to work UP TO 44 hours per week". Then there would be overtime on top of this, to cover short term, unplanned increases in labour requirement.
I'm sure the employees would agree, given adequate adjustment to the basic remuneration, annual leave etc.
Just have to decide what's 'adequate".
