working Bank holiday for no extra pay

bigheadxx

normanjay wrote: »

Thanks Angel.cake, that's more the response I was hoping for.

I should add we are getting a day off in lieu for working it but because the bank holidays are a part of our 28 day entitlement we don't actually risk losing any days.

We used to get additional holidays for time served up to a maximum of 5 days but they withdrew them last year. When we questioned the move they admitted it was unfair but it was legal - so tuff! So you could say we already are paying a price for the recession.

Perhaps you should have added this at the beginning.

bigheadxx

slopemaster wrote: »

I am saddened by the number of people whose response is 'be thankful to have a a job'.
Have you thought about looking into joining a union? Perhaps too late for help in negotiating over this issue, but it could be very useful to stop this becoming the thin end of the wedge...

And it is also a great way of funding the labour party if you are that way inclined.

Another typical response from a likley public sector worker yet to feel the full thrust of recession and cutbacks.

whitewing

My DH is getting double time (but no time off in lieu) for working this Easter. It's one of the busiest times of year.

normanjay

bigheadxx wrote: »

Perhaps you should have added this at the beginning.

The issue is my employer has gone from paying enhanced rates for working bank holidays to paying normal rate so the day off in lieu is irrelevant. They are legally obliged to give us this day off in lieu, had they not then we would effectively had our entitlement reduced to 27 days.

I do not follow this "you should be thankful you have a job" school of thought. If I was a Banker I could understand it but I'm not and the way I see it I am providing my services for an ever dwindling fee.

Maybe, the company's profits are also dwindling. That is something I will have to look into. I have no wish to be greedy or take steps that harm the company. I just want to stop a low income from getting even lower for obvious reasons.

normanjay

slopemaster wrote: »

I am saddened by the number of people whose response is 'be thankful to have a a job'.

Me too. What about the Employer being thankful they have you working for them. It's a mutually beneficial relationship only more often than not the workers "scrape by" whilst the employer rakes it in..

slopemaster wrote: »

Have you thought about looking into joining a union? Perhaps too late for help in negotiating over this issue, but it could be very useful to stop this becoming the thin end of the wedge...

We did try and get a union in a few years back. A vote for recognition was called and we fell short by a few votes. People are scared the company would up sticks and move oversees. It's a manufacturing company and this has already happened to many companies in this area so it was a threat made by the company that was taken seriously.

normanjay

bigheadxx wrote: »

And it is also a great way of funding the labour party if you are that way inclined.

Another typical response from a likley public sector worker yet to feel the full thrust of recession and cutbacks.

I'm all for funding the labour party and increasing the powers of unions. This country has less public bank holidays than the rest of Europe and it is time we were brought in line.

Sure, unions have their drawbacks but what are the alternatives? Just let market forces dictate the pay and conditions? With immigration out of control the way it is then we'd all see a steady decline and with less money to spend how is the market to recover?

LondonDiva

bigheadxx wrote: »

Most private sector employees have seen their holiday entitlement increase from 20 days (which included BH, contrary to popular belief) to 28 days including BH increasing the statutory entitlement from 4 weeks to 5.6 weeks. I say private sector because the public sector enjoys a greater entitlement than this.

my annual leave is 27 days + BH - this is standard across the NHS for full time workers.

A lot of my friends in the private sector enjoy 30 days + BH.

terra_ferma

Going through the responses I could not believe people where making so many assumptions.... from your boss sounds awful, to they can't afford to pay bank holidays and you should be thankful to have a job.
Well it looks like some people know you personally, as I could not guess all that from your message.

Glad you found someone who gave you some decent advice to answer your actual query!

If the company were doing this because they are struggling, they should be upfront and let you know. Obviously if that was the case staff would be able to put this sacrifice into prospective.
Many businesses are taking advantage of the recessions to cut back and restructure even if they are not directly effected (in particularly at the beginning of the recession).
On the other hand if they need to make these changes to survive these tough times, this is better than redundancies.

missprice

public sector hols used to be great however with the new rules that all staff have 28 days inc stats then its not so wonderful anymore.

for OP
not exactly sure how long you have been paid bank hols extra

but
if it has been paid as extra for some years (think the law states more than1 year)
this forms part of your terms and conditions of employment
so you would have a claim
this means they would have to ask yourselves if thats ok to stop paying extra and give you day off in lieu, you could say no its not ok
but they could find a reason to sack you i suppose
swings and roundabouts

normanjay

icar36 wrote: »

How many years?

Well I've worked here for 14 years and till now we always got enhanced rates for bank holidays.

icar36 wrote: »

That could amount to Custom and practice...

That is what I was thinking, though it appears to be a tricky avenue to pursue. More so for us because with no union in place we are limited to raising a grievance or getting our elected rep to bring it up at the next Company Forum meeting. These meetings are little more than a talking shop but if the point is argued vociferously enough then perhaps the company will review its plans for making this a regular occurrence. At the very least they will have heard our disapproval and be aware an unhappy workforce are not as conscientious and hard working as a happy one