Is my company being unreasonable?

ceridwen

sandiep wrote: »

Does this apply equally balanced the other way around - that all employees should try as hard as they can to make they employers happy.

And that the only reason that employees should upset employers is if they're trying to get themselves sacked, which is unfortunately a common tatic by employees??:rotfl::rotfl::rotfl:
.

You've intrigued me now - as I've never heard of employees deliberately trying to get sacked before now:cool: Can't be that common I would have thought - I've been working for donkeys years now and never come across it...:)

sandiep

You have to remember that ontop of the cost of your wages and employer also has to pay out 12% employers national insurance contributions, and he has to pay for the 28 days a year that you're not working and generating income for them, and he has to pay cover for that 28 days. So basically, for every 10 working employees, and employer is paying for 12.3 people. Plus all costs associated with training, canteens, etc.

When money is tight, and business is tough, it does tend to focus an employers attention on productivity. And three weeks holiday in the last month wouldn't go in your favour when putting in for a holiday leave request.

sandiep

ceridwen wrote: »

You've intrigued me now - as I've never heard of employees deliberately trying to get sacked before now:cool: Can't be that common I would have thought - I've been working for donkeys years now and never come across it...:)

It is sadly very very common. In fact there is a whole industry built up around it!

mikey72

sandiep wrote: »

You have to remember that ontop of the cost of your wages and employer also has to pay out 12% employers national insurance contributions, and he has to pay for the 28 days a year that you're not working and generating income for them, and he has to pay cover for that 28 days. So basically, for every 10 working employees, and employer is paying for 12.3 people. Plus all costs associated with training, canteens, etc.

When money is tight, and business is tough, it does tend to focus an employers attention on productivity. And three weeks holiday in the last month wouldn't go in your favour when putting in for a holiday leave request.

OP has only had one weeks holiday, and in fact should have accrued half a months holiday entitlement for the paternity leave.

ceridwen

sandiep wrote: »

It is sadly very very common. In fact there is a whole industry built up around it!

Really???:cool:

Well - okay....I'm interested to read about this thing that has never "crossed my horizon". I do like to learn a few new facts every week - so do tell....what is this "industry" and what sort of things do these employees do to try and get themselves sacked? - and why do they want to?

Yep...that is a genuine question actually...as I'm sitting there thinking "just what DO they do then?" and "which IS that industry?"

rupee99

mikey72 wrote: »

Maternity, paternity, and parental, are all statutory, they have a duty to allow parental unpaid leave.
I wouldn't push it though, but that's a different arguement.

And what, exactly, amongst the circumstances cited by the OP would constitute a reason for granting additional, unpaid, leave in excess of his statutory entitlement that he has already had?

midnight_ninja

rupee99 wrote: »

And what, exactly, amongst the circumstances cited by the OP would constitute a reason for granting additional, unpaid, leave in excess of his statutory entitlement that he has already had?

Any employee is able to take unpaid leave under certain circumstances such as a family member taking ill , death of a family member etc , this is at the discretion of the manager of the company normally for example our manager took a unpaid leave day as her daughter was sick and no one else could take care of her ,so the only day the OP could get is the 8th if they is a reasonable argument that no one else can take care of his daughter

mikey72

rupee99 wrote: »

And what, exactly, amongst the circumstances cited by the OP would constitute a reason for granting additional, unpaid, leave in excess of his statutory entitlement that he has already had?

You really need to read up on this for yourself, as it is part of his statutory entitlement, not in excess,

but


"enabling your family to spend more time together, for example, taking your child to stay with grandparents"

would do for this.

rupee99

midnight_ninja wrote: »

Any employee is able to take unpaid leave under certain circumstances such as a family member taking ill , death of a family member etc , this is at the discretion of the manager of the company normally for example our manager took a unpaid leave day as her daughter was sick and no one else could take care of her ,so the only day the OP could get is the 8th if they is a reasonable argument that no one else can take care of his daughter

mikey72 wrote: »

You really need to read up on this for yourself, as it is part of his statutory entitlement, not in excess,

but


"enabling your family to spend more time together, for example, taking your child to stay with grandparents"

would do for this.

You are both missing the point

1 The OP asked if the employer was being unreasonable in not granting annual leave for the days in question.

2 The OP has taken nhis paternity leave

3 He may, just, have a case for unpaid maternity leave for 8th February, but doubtful at short notice or at all for 29 Jan/1 Feb or at all.

4 The tenor of his posts are that he wants to be paid for these days, at no time, as far as I can recall did he say he requested unpaid leave.

jdturk

mikey72 wrote: »

You really need to read up on this for yourself, as it is part of his statutory entitlement, not in excess,

but


"enabling your family to spend more time together, for example, taking your child to stay with grandparents"

would do for this.

if someone tried to ask for parental leave for this reason they would straight away get my back up and would go down in my estimations