An employee is entitled to a rostered day off (RDO) on the basis of 1 day for each month of employment, subject to suspension of the entitlement during any period of any authorised leave (sub-clause 20.5).

RDOs must be taken by employees in accordance with the roster but in order to meet the requirements of work, they may be accumulated and taken consecutively.

If RDOs are so accumulated, an employee is entitled to 1 RDO for each month of employment on and after 2 months’ employment - provided the maximum accumulation of RDO’s will be 10 over a period of 10 months’ employment, exclusive of periods of leave. RDOs are often paid out at the time of taking annual leave.

Employees must be paid for an RDO at the rate prescribed by sub-clause 13.1, Minimum Weekly Rates of Pay.

An RDO may be changed by agreement between employer and employee or, in the absence of such agreement, by the employer giving 48 hours’ notice of such change to the employee.

An employee entitled to an RDO falling on pay day must be paid the wages due on the next ordinary working day following the RDO.

An employee can be directed to take an RDO in certain circumstances (eg. annual close down, industrial action, machinery or plant break down, see sub-clause 20.5(g)).