Sainsburys - Do I need to pay back holidays?

denla

Made a slight mistake. It should be 6 weeks and 1 day holiday entitlement. That's 131 hours of holiday for the 21 hrs I work per week. Started on 17th Feb 2012. I'll be using up week 5 holiday soon. Probably will leave before using week 6 and 1 day holiday up. Assuming I leave in Nov 2012, how many hours will I have to pay back? I suck at maths.

nimbo

denla wrote: »

Made a slight mistake. It should be 6 weeks and 1 day holiday entitlement. That's 131 hours of holiday for the 21 hrs I work per week. Started on 17th Feb 2012. I'll be using up week 5 holiday soon. Probably will leave before using week 6 and 1 day holiday up. Assuming I leave in Nov 2012, how many hours will I have to pay back? I suck at maths.

so that should equate to 25 days ish but dies that include public holidays.....

that 5 weeks would be 20 days of the whole entitlement, and then the bank holidays will take up more if they are included.

denla

nimbo wrote: »

so that should equate to 25 days ish but dies that include public holidays.....

that 5 weeks would be 20 days of the whole entitlement, and then the bank holidays will take up more if they are included.

The Sainsburys store I work in is open during bank holidays. So I think my holiday entitlement includes it already?

LittleVoice

nimbo wrote: »

so that should equate to 25 days ish but dies that include public holidays.....

that 5 weeks would be 20 days of the whole entitlement, and then the bank holidays will take up more if they are included.

I think that 131 hours for someone working 21 hours a week equals 6.3 weeks so there is no need to think about the bank holidays (just deduct any where they would normally have been worked but weren't) and Sainsbury's are actually giving more holiday than the statutory minimum.

DCFC79

Savvy_Sue wrote: »

I note that you're not the OP, but that's a slightly odd date: the leave year can run from your actual start date, or some other date - 1st Jan and 1st March are both quite common. But 18th March? bizarre ...

Im a JS employee and the date i posted is the first sunday on the holiday form for 2012 - 2013. Well when I started last year I received a holiday form soon after I started with a portion of holidays to use from september 2011 to march 2012 and back in marhc/april i received a new holiday form for rest of 2012 till march/april next year.

The holiday year used to run the same as the tax year but over the years is gone out of joint.

Ill get my coat and leave the discussion to those who know more re holidays.

anamenottaken

DCFC79 wrote: »

The holiday year used to run the same as the tax year but over the years is gone out of joint.

I get something similar with an employment agency where I've had assignments for a number of years. Workers have individual holiday years which run from the start of their first assignment. Because they work on weeks when calculating holiday, my anniversary date has been getting earlier and earlier each year (and therefore the year is less than 365 days). For example, started 19 February 2007 so first holiday year supposedly ended on 15 February 2008 and so on so that my current holiday year with them would end on 8 February 2013. By having the holiday year just short of an actual calendar year it means that it is not possible to take holiday accrued in one year after the end of that year.

jbreckmckye

marybelle01 wrote: »

My employer sends you a nasty letter to start off, then takes you to court and you end up owing even more.

I have never heard of a company actually pursuing an employee from civil claims - because the costings are usually just too high to make things worth it. What I have, heard, though, is employers mentioning the event in future references or withholding references altogether - not a great practice in any case!

Savvy_Sue

BTW, the colleague who's planning to just walk out on payday and not go back might want to say as little as possible to as few people as possible: if I were a manager and I got wind of that plan, I'd find grounds for dismissal, or just stop giving shifts.

Savvy_Sue

jbreckmckye wrote: »

I have never heard of a company actually pursuing an employee from civil claims - because the costings are usually just too high to make things worth it. What I have, heard, though, is employers mentioning the event in future references or withholding references altogether - not a great practice in any case!

It's rare, true, but we did have a case on this board either late last year or early this year. In fact the employer made a right pig's ear of it, I think they withheld wages so were unable to argue that they were out of pocket, but it CAN happen and DOES happen. I would imagine that a large employer with an in-house legal team would not find the costs too onerous.

getmore4less

Savvy_Sue wrote: »

BTW, the colleague who's planning to just walk out on payday and not go back might want to say as little as possible to as few people as possible: if I were a manager and I got wind of that plan, I'd find grounds for dismissal, or just stop giving shifts.

if I got wind they were jumping the country on the next flight there would be a payroll error.