Staff refusing to work overtime because of tax credits.

laisbojar83

michelle1506 wrote: »

Nothing wrong with helping out when you can! But it could be that someone's else's family committments do not ALLOW them the same flexibility as what your lifestyle does.

According to the original post, the main issue is the loss of tax credit.. not childcare or any other committment.

To the OP, I think offering the time in lieu is a good idea.

melly1980

bitemebankers wrote: »

At the end of the day, does it matter what reason they give? You have no right to demand that they do overtime and they don't owe you an explanation if they're unwilling to do it. If you need more staff, take more people on, either on a casual or part-time basis.

If you knew April was going to be a busy month anyway, it would have been a good idea to ask your existing staff if they were prepared to work overtime back in the early spring, giving you plenty of time to recruit if they were unwilling.

It's the six 'P's, really.
s.

Not really. You have no idea what the role entails. It may be quite specialised where casual labour isnt a possibility.

In addition you are naive if you think you can simple "man up" all year around when work may come in peaks and troughs and that level of manning may be unaffordable. Its also exceptionally poor form to employ people in such circumstances in permanent roles if you know full well that there may not be work for them in 6months time.

You have also completely ignored the significant effect of an imposed 3 day working week next week so we can all watch what are essentially posh doleys get married with our cash. The OP could not have planned for that.

As for the prior preparation and planning bobbins you have come up with, they have planned. They are being completely reasonable to expect some level of overtime to be done and if everyone was to pull their weight and do a bit rather than dumping it all on the few they would cope fine.

If I were the OP I would be making a little mental record of who exactly he can rely on within his organisation. Then, come payrise time, appraisal time, promotion time or redundancy time I would be accessing that mental piece of information with glee. Karma and all that.

dseventy

I have had this from my employees.

If they don't want to work any overtime, I get them to sign an agreement to this effect (to prevent "discrimination" claims against those with families).

I also reward those that do overtime with great rates of overtime pay, perks associated with overtime (contribution to Xmas fund/bonus as a % of overtime worked, meals allowance, enhanced travel card usage) and much faster career progression. Plus I personally interview (most) new applicants and the issue of overtime is written into the offer.

Gradually got rid of any complaints.

D70

flea72

the OP has known for a considerable time that it was going to be a short week - its not like easter sneaks up on you, and the wedding date has also been set a fair while, so he has had plenty of time to plan - although the wedding is classed as a bank holiday, the employer can include this within the staff's statutory entitlement, so they have the option to either take the day off from their holiday allowance, or work it - if the OP has already said to staff they can take the day off, then more fool them, as they have just compounded their problem

also, why when you know its your busy time of year, why are staff not already forewarned that overtime in April is a given. Then to add to matters the OP throws a stocktake into the mix, knowing full well, its holiday time and the staff are already flat out on day to day work

yes, there should be give and take, but if the OP doesnt know their own business well enough to know that they need to write into the staff contracts, that overtime during April is a must, then its their own fault. this cant have just reared its head now, it must have been on ongoing problem for the OP

F

melly1980

flea72 wrote: »

also, why when you know its your busy time of year, why are staff not already forewarned that overtime in April is a given. Then to add to matters the OP throws a stocktake into the mix, knowing full well, its holiday time and the staff are already flat out on day to day workF

It was an end of year stock take you imbicile. Do you want him to change how long a !!!!!!! year lasts

DaisyFlower

I like the idea somebody else said of giving 15 hour contracts to those that only want to work the min hours re tax credits. That way, at least you know any staff you have wont be working and claiming so can take on the extra hours when needed.

katiesmummy

I agree with those who suggested time off in lieu- If my boss offered me this in return for all the overtime I did I would jump at the chance- I currently do around 10 hours a week o/t and I get nowt.

Naf

Its a difficult situation on both sides: as an employee you have to declare if your hours of work change and if your childcare costs increase, and HMRC want to know this straight away. So far as I know they don't stop payment generally so they can reassess, your payments are just altered for the rest of the year to take into account the change. literally they work out your annual entitlement, deduct anything already paid then divide it by the number of months left. Its not to do with the change in income (except for those on housing/council tax benefits; a change in ANYTHING screws those up bigtime, and some councils are atrocious at dealing with the changes.) because, as a previous poster commented, your income only affects the following years' payments unless its 10k+ different.

flea72

melly1980 wrote: »

It was an end of year stock take you imbicile. Do you want him to change how long a !!!!!!! year lasts

erm, no need to get so het up love

but if someones busy period is april, then they would be mad to arrange their year end around this time. not only for the time involved for stocktaking, reduced staffing (70% workforce have kids on school holidays), and collating information for accounts, but for tax payments too

F

kimmy112

i could understand if it was housing benefit, but tax credits go by the year before