PayCheck
About GWUOvertime & Variation
The 2025 EA keeps the 60-minute overtime trigger. Your variation choice after clock-out affects how that time is paid and how reconciliation sees late finishes.
Variation now matters
If you worked past your rostered finish by any amount, your after-clock-out variation choice determines whether those minutes are visible at reconciliation. Accepting a variation can convert late minutes to ordinary time on the roster, which may hide underpayments. If you actually worked late, it’s usually safer to decline the variation.
Overtime basics (2025 EA)
Overtime is paid after certain triggers. The most common scenarios are below. Use PayCheck for exact rates by day/classification.
| Scenario | How it works |
|---|---|
| Stayed ≤ 60 min past rostered finish | Paid as ordinary time, not overtime. But it must be recorded accurately. Tip: Decline the variation so reconciliation can see that you worked late (even 5–10 minutes adds up). |
| Stayed > 60 min past rostered finish | First 60 min at ordinary time; time after 60 min is overtime (time-and-a-half for the first 2 hours, then double time; Sundays typically double time). Tip: Decline the variation so OT isn’t converted to ordinary time. |
| Other OT triggers (summary) | Depending on your classification: exceeding daily/weekly ordinary hours, or being directed to work beyond rostered span may create OT. Keep clean records and check PayCheck. |
What is "variation"?
You may have noticed when you clock out on Tanda you're asked wether to "Accept Variation" or "Decline Variation". You may even have been told to just accept it because it doesnt matter. But it does matter.
The variation means that if you clock out later than you were rostered to, maybe 9:15pm instead of 9pm, your roster is changed to match your actual clock-out time. This may seem like a minor thing, but if you accept the variation, it actually means you lose out on overtime pay.
Grill'd does not pay overtime until you have worked more than 60 minutes, however with the reconciliation process, it is possible you may end up being paid less than what you would earn under the award ("minimum wage") for working overtime.
You can not be forced to accept a variation, and if you worked late, it is usually best to decline it. If you have been pressured to accept a variation, or have not been paid correctly for overtime work, please contact the union for help.
Keep in mind that if you are explicitly asked to stay back to a specific agreed time, this is usually considered an accepted variation and not subject to reconciliation.
Best practice: decline variations when you worked late
If you finished after your rostered time, decline the variation so overtime and reconciliation aren’t lost. If a manager edits your times without consent, keep screenshots and get help.
Not paid correctly / pressured to accept?
Screenshot the roster and timesheet, note who asked what and when, decline the variation, and contact GWU. Accurate records are essential for reconciliation and backpay.
FAQs
It’s ordinary time, not OT, but it still matters. Declining keeps the late finish visible for reconciliation so patterns of underpayment aren’t hidden.
First 60 minutes ordinary time; remaining 15 minutes at the EA overtime rate. Decline the variation and confirm figures in PayCheck.
No. Variation requires your agreement. If you worked late or believe OT should apply, decline the variation.
Use PayCheck. Select your classification and day to see penalty and OT rates for that shift.