Payment for an employee taking an alternative day is the same as for a normal working day. The hours actually worked on the real public holiday have no bearing on the Alternate day at all. The alternative day is treated as a completely separate event and is paid at the rate and time normally applicable for the day taken - a normal days pay.
Note:
- That the average leave rate does not apply.
- There is no time limit on when it must be taken although there are provisions for cashing it up.
- The RDP rules do apply. If the employee usually works extra on that day - e.g A Late Night - this should be included to ensure the employee is not disadvantaged. (And yes the replacement employee gets paid it as well - so the employer pays twice. No its not fair, but don't shoot the messenger, just blame the government.)
If the employee ceases employment, all Alternate Days owing must be paid out then and do count for determination of accrued holiday pay. i.e 8% is paid on top. (It is just a regular holiday postponed for another time.)