You will now see the additional options for presenting the state vacation allowance: it would therefore be entirely possible (if we refer to the annualized remuneration rules in a bonus), to set a salary at a (lower) level which provided that all overtime worked would be provided as TOIL, as long as the employer complied with the provisions of the premium in force applicable to THEIL. Many distinctions have provisions that stipulate that TOIL can only be made available if it is agreed to do so in writing with the staff member, and if THE TOIL is not adopted within a specified period of time, it must be paid. It is ultimately a business decision, but we would agree that hourly payment to employees is probably safer than paying a salary for the reasons you mentioned. EI`s payroll solutions have incorporated rewards such as the 2010 Hospitality Industry (General) Award into their system, meaning that the amount an employee is entitled to per hour can be calculated automatically on the basis of hours worked (including penalty interest and overtime, etc.). Please contact us to discuss your business needs in more detail. However, rewards can be complex instruments and cannot be particularly well adapted to the circumstances of a given company. This encourages many employers to rely on “wage agreements” or lump sum “all-ins” to avoid having to deal with the complexity of schedules, overtime, allowances and other obligations that may arise from the bonus system or certain enterprise agreements. Under these schemes, workers receive a rate of pay equal to or above the rate requested by the industrial instrument concerned, but without the changes in peer-to-peer or week-to-week that may occur according to the premium/agreement model. This may be a win-win option for both employers and workers: for the employer, it is less administratively complex, whereas for the worker it means greater predictability of income flows. Whether the external limits are high or low does not affect the amount a worker receives as a whole, but this will have an impact on whether the employer will have to make additional payments to the worker during the year (if the worker is “weak” and if the worker works beyond external borders) or in the annual vote (if the worker is “high” and if the worker does not work beyond external borders but is still working overtime, so that the initial wage is not enough).