PT and entitlement to extra day BH this year

KiKi

princessdon wrote: »

BUT this year there are 9 Bank Holidays and they are saying that this additional day is discretionary.

The additional day CAN be discretionary. However, they cannot give it to all full timers and not part timers; that would be discriminatory. You should get the SAME BHs as full timers, pro rata. So if ALL full timers are getting the additional holiday, you should be given it, too - pro rata.

And I agree with paddedjohn - I don't think you're getting your correct paid leave entitlement full stop, because they're calculating you as 0.5, when it should probably be in days if you work the same hours, 4 days a week. And it worries me that you might have been short changed for 5 years!! Can you please confirm:

What is the paid leave entitlement for all full timers? On how many hours a week?

And what are your hours and days? Is it the same each day?

Unless you work vastly different hours each day, I don't think you're getting the right leave.

KiKi

princessdon

No it is correct (AFAIK). My contractual hours are 18.5

6.5 (monday) x 4 (wed) x 4 (thurs) x 4 Friday (tues off)

but I have been working 34 hours a week for 2 years but this is additional hours not contractual. I asked for the additional hours to be contractual but they kept refusing so my contract is at base 18.5 (0.5 FTE).

I work currently full time (3 hours unpaid per week) which gives an additional 6 weeks annual leave a year - to be taken in school holidays - kind of a long toil arrangement - many workers in my field do this.

So ultimately I work on a contractual basis of 18.5 hours a week (ie half a FT) but spread over 4 days.

I hope this makes sense???

BTW - To explain the "unpaid hours". I work 3 hours a week (term time only) from Sept - July unpaid. so I work an additional 3 to those hours up there. 37 weeks (term time) x 3 hours / 18.5 gives me an additional 6 weeks to take in the summer holidays. It was agreed for all staff with children under 12 that they could work this way approx 7 years ago, so staff who choose this have an additional 6 weeks annual leave as part of their child friendly inititiave, but really you have worked the hours between Sept - July so it's just accrued flexi over the year.

getmore4less

Full timer get 32 + 8 = 40 days or 8 weeks.

You should get the same so working 37 weeks, 6 weeks TOIL and 8 weeks is 51 there is a week missing.

pinkshoes

As you don't work equal days, your holiday entitlement needs to be worked out in HOURS, and yes, you SHOULD get the additional bank holiday added to your pro-rata entitlement.

A full timer equivalent would get 32 days plus 9 bank holidays this year, so you should get half of this, so 20.5 days x 7.4 hours = 151.7 hours.

If they give the bank holiday to full timers, they also have to give it to you.

skintandscared_2

I didn't think next Tuesday was a bank holiday. It's a public holiday isn't it? i.e. discretionary - as was the royal wedding public holiday last year. Companies can choose to let staff take it or not, but they can't give it to some staff and not others.

paddedjohn

Everyone is going on about the op being entitled to half the holidays that a full timer gets due to them working half the hours, this is totally wrong.The hours may add up to half those of a full timer but they work 4 days out of 5 so their holidays must be taken in days, ie if the op worked 2hrs per day for 4 days this can't be rounded up to 1days holiday at 8 hrs pay it must be taken at 4 days of 2hrs.
The amount of time earned may be 50% that of a full timer but it has to be spread over 4/5ths of the allocated days,

an9i77

Are there any part timers working on the jubilee day who will get it off? If so, then I can't see how you can say they're treating part timers less favourably than full timers.

princessdon

paddedjohn wrote: »

Everyone is going on about the op being entitled to half the holidays that a full timer gets due to them working half the hours, this is totally wrong.The hours may add up to half those of a full timer but they work 4 days out of 5 so their holidays must be taken in days, ie if the op worked 2hrs per day for 4 days this can't be rounded up to 1days holiday at 8 hrs pay it must be taken at 4 days of 2hrs.
The amount of time earned may be 50% that of a full timer but it has to be spread over 4/5ths of the allocated days,

My annual leave is calculated in hours therefore the 0.5 (20 days) once converted is the same weekly allowance. Ie I get 8 weeks at 20 days, a FTE would get 8 weeks at 37 hours (40 days).

princessdon

getmore4less wrote: »

Full timer get 32 + 8 = 40 days or 8 weeks.

You should get the same so working 37 weeks, 6 weeks TOIL and 8 weeks is 51 there is a week missing.

Sorry I appear to have confused things with TOIL (that was an agreement via the unions when they removed the teaching scale annual leave but raised the weekly pay).

Full timers get - 40 days (incl) BH - They have option of working 5 hours per week to gain additional AL

Part timers get 40 days (pro rate'd incl BH) - We can add upto 10 hours a week - which is discretional to get additional AL. Eg my job share originally only does .5 hour a week, it's a personal choice and you record the future hours in advance on the HR system.

So we work 52/52 - I get 8 weeks AL (32+BH) - Pro Rate'd to my hours.

In addition as I work 3 hours a week (Term time - the additional hours are not required to be worked in holidays). Therefore if I chose not to work Half Term next week (we can take AL at any time and not only school holidays) I would need only 18.5 hours annual leave not 21.5. If I chose to take AL the week after I would need 21.5 hours.

So bacically I get 8 weeks contractual as a 0.5 equiv

Then I accrue flexi which results in 6 weeks (18.5), so 14 weeks AL in total accross the year.

SeduLOUs

It depends entirely on the wording of your contract.

My contract states that I am entitled to 33 days plus 8 statutory bank holidays.

On that basis they don't have to give me the day off, but they have done anyway