If you really want a pay rise do this...

mumbles_one

Jinx wrote: »

I look after our company absence and I dont care WHEN you have your hols, you can have it ever 10 months if you like. But you will work the rest of the year to accrue the hols and you wont get any more! 28 days a year, taken whenever, new leave year on 1st Jan. You leave through the year without having accrued all the hols and it'll be deducted from the final pay..... What a mental thread!!!!! Personally I like hols in the summer when its hopefully warm and not raining too much! lol

Edited to say, and no payrise is happening either....... lol

take the story to work tomorrow and ask around the HR dept what happens in these cases ...... I await the reply

wotsthat

Mumbles, I managed to get thirty-seven friends together and used their fingers to represent days of the year. We worked through your strategy and....
- didn't get a pay rise
- didn't get an extra days holiday
- didn't get an improvement in terms and conditions

All we got was a good game of twister.

Why don't you try it in your institution? I'm afraid the strategy doesn't work.

xbrenx

wotsthat wrote: »

All we got was a good game of twister.

Where I work we are not allowed to take all the holidays at once, they have be divided up through the year. In extrmeme circumstances they will let us, given plenty of notice but they wouldn't authorise it every year.

antsea

I think it will work if you can carry your holiday days to next year, and it won't work if you can't.

In some cases you may be told you're not able to carry it over, but HR won't notice anyway.

Is this what you mean mumbles?

redcard

antsea wrote: »

I think it will work if you can carry your holiday days to next year, and it won't work if you can't.

In some cases you may be told you're not able to carry it over, but HR won't notice anyway.

Is this what you mean mumbles?

This is (not) the strategy

mumbles_one

antsea wrote: »

I think it will work if you can carry your holiday days to next year, and it won't work if you can't.

In some cases you may be told you're not able to carry it over, but HR won't notice anyway.

Is this what you mean mumbles?

If you can't carry over you have to make sure that during the year you only take what you have accrued. What puzzles me about a lot of replies is I can't see how their companies operate without allowing carry overs. Why don't all the employees just delay booking all there holidays resulting in everybody having to take a complete month in december? If no carry overs are allowed then companies would have to live with the consequences . The companies I have always worked with always had a rolling year in which you could take any or all accrued holiday on demand, as long as there was no impact on business. The "holiday year"
is only a figure of speech to give HR something to put in the terms and conditions. I wonder in some cases how they can take their holidays at all. If you start work in december as postman how would you take your holidays before january if you couldn't carry over???

antrobus

I can't quite make up my mind whether the OP is merely a simple troll or just a candidate for the most stupid person on the planet.

(Am I allowed to say that? I plead justification and fair comment. m'lud.)

geordie_joe

mumbles_one wrote: »

If you can't carry over you have to make sure that during the year you only take what you have accrued.

Why? The two aren't linked, they are separate things, can't carry over and can't take until you have accrued.

I have never worked for a company that didn't allow you to carry over a certain number of holidays and I have never worked for one which only allowed you to take holidays you had actually accrued. They all allowed you take take holidays in advance.

mumbles_one wrote: »

What puzzles me about a lot of replies is I can't see how their companies operate without allowing carry overs.

It's easy, they just don't allow you to carry over holidays so you have to take them in the same holiday year as you earn them.

The reason why they don't allow carry overs is an employee is more likely to take a longer period off the next year.

Example, an employee earns 4 weeks holiday but only takes 2 and carries 2 forward to the next year. They may well be doing it to take a 6 week week trip to new zealand.

Most companies can cope with an employee being off for a couple of weeks, but it would cause problems if they were off for 6 weeks weeks in a row.

mumbles_one wrote: »

Why don't all the employees just delay booking all there holidays resulting in everybody having to take a complete month in december?

a. Nobody want's a month off in December.
b. Companies will only allow you to take your holidays if it doesn't affect the work too much. i.e. if there are 4 people working in the accounts dept, they won't let more than 2 of them be off at the same time.

mumbles_one wrote: »

If no carry overs are allowed then companies would have to live with the consequences .

No they wouldn't as they wouldn't allow it.

mumbles_one wrote: »

The companies I have always worked with always had a rolling year in which you could take any or all accrued holiday on demand, as long as there was no impact on business.

There you go, if all employees wanted to take the same month off it would impact on the business, it would have to cease trading for a month.

Can you explain what a "rolling year".

mumbles_one wrote: »

The "holiday year"
is only a figure of speech to give HR something to put in the terms and conditions.

Don't be ridiculous, it's a set period of 12 months, regardless of which month it starts and ends in. It's there to ensure that employees take their holidays within a set period and not just keep saving them up.

You work month 1 and gain 2 days holiday and carry them forward to the next month, in month two you do the same, so now you are carry forward 4 days, in month 3 you do the same and carry forward 6 days. The holiday year is there to stop you doing that for more than 12 months in a row. Some companies won't all you to carry over any days into the next year, others will allow you to carry over just a limited number of days.

mumbles_one wrote: »

I wonder in some cases how they can take their holidays at all. If you start work in december as postman how would you take your holidays before january if you couldn't carry over???

You take 2 days off between xmas and new year. Or the companies allows you to carry them over because you have not been in the company long enough to take them.

geordie_joe

antrobus wrote: »

I can't quite make up my mind whether the OP is merely a simple troll or just a candidate for the most stupid person on the planet.

(Am I allowed to say that? I plead justification and fair comment. m'lud.)

He's either a troll of a 15 year old who has never worked, as he seems to have no idea about the adult world of work and holidays.

Who else would come in here thinking we all save up our holidays and take them in December. Then claim that if you take them in November your are getting a pay rise!

mumbles_one

lets start with the rolling year read the link yourself please joe and then tell me if it is possible to carry over holidays

http://www.direct.gov.uk/en/Employment/Employees/Timeoffandholidays/DG_171945

Accruals
Some employers run an 'accrual' system, where holiday entitlement is built up over the first year of employment. This means that for every month you work, you become entitled to one twelfth of your annual entitlement. So, after six months, you would be entitled to a half of your annual entitlement.
Accrual normally continues during statutory absences like maternity leave.
Carrying over holidays
You do not have a right to carry leave over. However, your employer may allow you to carry over any untaken holiday from one leave year to the next.
You must take all of your statutory minimum holiday entitlement each year. Only holiday on top of this can be carried over, and only if your employer gives you permission or it is allowed by your employment contract.
Payment in lieu for holiday or 'buying out'
You are not allowed to exchange any untaken statutory holiday entitlement for pay. You must take all of your statutory holiday entitlement each year.