Holiday entitlement being forced away from me

cardiffgrad1

It's not that you're coming across as rude or arrogant. I'm afraid the way you're coming across is very 'me me me.' I think this is what's winding some people up. I can only say how I see it.

What particularly grated on me was when you said you're only trying to keep what you're 'entitled' to. You're not entitled to it - your employer has kindly let you have these arrangements for several years but that doesn't mean your ENTITLED to it. Would you agree if an MP said, 'Well, I've had these expenses for years so you can't take them away, they're my right?!'

The recession means that everyone is now having to adapt. To be honest, in your position, my focus would be on getting better and getting back to work for my colleagues. I'm not sure that now is the best time for you to be kicking up a fuss about your annual leave (you might not see it as kicking up a fuss, but your manager probably will)

You say that YOUR annual leave is being taken away from you - but what about your poor colleagues, who aren't able to take their leave because of you?

getmore4less

worker_bee wrote: »

I work term time and get 13 weeks unpaid leave. I physically work 37.5 hours a week over 5 days but actually get paid for 28.15 hours a week so my pay equals the same every month even when I am off for the school holidays.

Since the past 6 years I have been doing this I have been getting 13weeks unpaid leave for the school holidays and 22 days annual leave to take during the term time ( while the children are at school). All these years it has never been a problem, but because there is now someone else who has been given term time within the last year who has been given the 5 days annual leave they now want to make me have the same contract as that person.

It is not about receiving extra pay its about having that time off as I have had it for the last 6 years. I am only trying to keep what I have been given and entitled to.

Some of the comments here seem to imply the workplace is doing me a favour:
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1) When I applied to work term time 6yrs ago, I had two CHOICES: Take my annual leave and have my holiday included within that (meaning less time unpaid) OR Take the school holidays fully unpaid and have holidays pro rata. I opted for the latter. I do not see this as having my cake and eating it. I applied for it, it was accepted and agreed. This was written into my contract and the policy states this is a PERMANENT change. On the flip side, once accepted, I cannot go back to my old full-time position.
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2) Annualised hours are for new people coming into the trust. This is NOT what I have. They now want to remove my old terms and conditions and put me onto the new one - seeing some of the responses on here, it seems I will have to work under protest.
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Thanks for the help so far, hopefully I’m not coming across as rude or arrogant, I would just like to know my options.

Ok I think I understand what you mean now. (and have some sympathy but stil need to have a good read).

Just another check were the holidays you were getting correct

what holidys does a full timer get?

Working back from your holidays of 22 days taken in (52-13) 39 weeks

you get 4.4 weeks for working 34.6 thats 12.7%

To be prorata to full timers they would be getting around 5.8 weeks so 29 days(that looks low for some parts of the NHS).

(there is probably some rounding issues but that should be close).

Kynthia

I work in the public sector and flexible working arrangements are supposed to be reviewed annually. Often people are left on their arrangements for years without this review, even when circumstances on both sides change. This can make people feel like they're entitled to their arrangement but that isn't the case as they were employed to work standard hours. It also prevents others from applying for flexible working as often teams can only allow so many arrangements before service is affected.

If you honestly feel you had a permanant contract change which is not being honored, speak to your union rep, someone from HR, raise a fairness at work/grievance or if that doesn't work try the ACAS helpline.

Spirit_2

I understand this situation and the terms and conditions you have. I think that when your initial request was granted they did not think through the impact of your working pattern on the delivery of service. They now realise that the way it is structured is not working operationally. The pattern you had as it would be very unfair on the rest of the team '

You have had fair notice of the requirement to change and are not losing overall however the working pattern is not as personally good for you as your present one.

Your choices -

Accept it, be gracious and carry on in your current team.

Look for another job where your pattern is less disruptive to service needs.

Ask if you can work more part-time - then you will have more time off during term time and if you are clinical they may be able to employ more part-time staff to pick up the extra shifts.

worker_bee

Thank you all for your answers. It's makes things clearer now and looks like I'm fighting a losing battle. All I wanted to do was ensure what was being done was correct as this will mean a big change for me, especially when this was an arrangement I applied for, had accepted and agreed.