Annual Leave - One month to take it...

t0rt0ise

Cause them too much trouble and they'll simply let you go. They don't have to give a reason in the first year of employment and you said you hadn't been there long. Pick your battles and I'd say that this early on in the job isn't the time.

DVardysShadow

t0rt0ise wrote: »

Cause them too much trouble and they'll simply let you go. They don't have to give a reason in the first year of employment and you said you hadn't been there long. Pick your battles and I'd say that this early on in the job isn't the time.

This would not be 'letting people go' it would be stealing their holiday off them and kicking them out. The euphemism is not acceptable on this. While there is a danger of being sacked,I don't think people should stand for having their holidays stolen off them.

People should get angry about this kind of thing and angry that the government are facilitating theft of holiday.

t0rt0ise

Letting them go is the way the employer would put it so argue that point with them and not me.

He was saying that the holiday would be carried over to next year so he can take it in April if he wants it. I don't see that as stealing holiday.

DVardysShadow

t0rt0ise wrote: »

Letting them go is the way the employer would put it so argue that point with them and not me.

I'll argue it with whoever uses the euphemism. You in this instance.

marybelle01

DVardysShadow wrote: »

This would not be 'letting people go' it would be stealing their holiday off them and kicking them out. The euphemism is not acceptable on this. While there is a danger of being sacked,I don't think people should stand for having their holidays stolen off them.

People should get angry about this kind of thing and angry that the government are facilitating theft of holiday.

Much as I hate the government, how on earth do you get to this conclusion? The law on entitlement to annual holiday is absolutely clear.

vindicated

I guess whats meant is the government are facilitating companies in being able to dismiss for whatever reason with no repurcussions in the first year, however as you say the law to holiday entitlement is clear - its a statutory right to have the time off during this holiday period.

Surely if im legally entitled to take them, and the contract states they cannot be carried over then i am able to enforce my right without the risk of dismissal? Thats what seems to me to be the grey area here.

I've contacted unison and will contact ACAS which will hopefully clarify the legal rights i have in relation to the issue.

I would have hoped managers leading by example would be standard practice, but the company is claiming the office i work in was "missed out" on the company holiday schedule...yet this doesnt explain why managers are allowed time off yet others are not

Also, because the company forgot to include us surely doesnt give reason to penalise us and basically force us to carry our entitlement over, with no formal written notification may i add.

In addition to that, there is two weeks left, and given how things are going, notification if any will likely be given in the last week or days of the month giving people almost no choice to argue the point.

As i've mentioned before, the buck is constantly passed with no solid confirmation of anything, HR refuse to get involved which frustrates me as it is their job to ensure their "resource" is managed effectively and issues raised are dealt with accordingly yet they are passing it to local management who from what it appears also dont have the authority to authorise things

getmore4less

The problem with any dismisal is proving it is related to trying to exercise a statutory right.

given the turnover and incompetance, apart from the risk of them no honouring the holiday going forward this place look like it might have a lot of potential for someone smart that can cope in the short term.

certainly room to make the employee relations job grow to make you have some weight and if carefull extra protection, it will take time.

Sambucus_Nigra

vindicated wrote: »

HR refuse to get involved which frustrates me as it is their job to ensure their "resource" is managed effectively and issues raised are dealt with accordingly yet they are passing it to local management who from what it appears also dont have the authority to authorise things

Hi. It's not HR's job to manage the resource - it's their job to ensure that the company don't end up in court on HR issues. However your HR don't seem to even be doing this!

vindicated

getmore4less wrote: »

The problem with any dismisal is proving it is related to trying to exercise a statutory right.

given the turnover and incompetance, apart from the risk of them no honouring the holiday going forward this place look like it might have a lot of potential for someone smart that can cope in the short term.

certainly room to make the employee relations job grow to make you have some weight and if carefull extra protection, it will take time.

So do you think I should let it slide and hopefully get the holidays in the new holiday year to save risking any further potential promotion? To date I've been picked fairly soon for possible promotion so is it best to not cause too much of a fuss considering I nowhere near to a years service and not ruin my future chances?

In all honesty I dont know how long I'll stay there but at the same time I don't want to shoot myself in the foot! I'll also see what unison say!

Advice welcome

Sambucus_Nigra

vindicated wrote: »

To date I've been picked fairly soon for possible promotion

In that case I'd keep it buttoned. Personally. You can sort the leave issue out at a later date.