Are people entitled to book unpaid leave to have teeth out

Sambucus_Nigra

apples1 wrote: »

"it's" the same refers to taking hol and making up the time off being the same. His request was not to make up the time off his request was for unpaid leave!

Your other idea of working extra days jan- feb to offset week off in march is a good idea.

It is a good idea, if you want to bring a TOIL policy in. As that's what you will effectively be doing. Once you let one person do this, you will be opening the doors for anyone to do so.

Which is great, if that's what you want.

seven-day-weekend

My dentist told me that one day I might have to have my wisdom teeth out and that if I did it would be under general anaesthetic, I would need a week off work and would look like I'd done five rounds with Mike Tyson.

Luckily I have never had to have the work done, but if I had I would have booked off sick. I do not think I should have had to take holiday if I was unable to come to work following what is actually a minor operation.

Hmm71

apples1 wrote: »

Ok well our staff are happy, treated well and fairly and get more paid holiday than most of their friends. We have a great team and they like working with us. We took all of them for big night out with fab meal and drinks all on us the weekend before Xmas and they all get Xmas presents from us, wine on their birthday etc as well as me bending over backwards to give them specific days off for special occasions, appointments, children's school activities etc.
Times are much tougher than when we first had the business and I'd love to JUST be Mr Nice guy but for the benefit of their jobs and mortgages as well as ours I have to balance nice and sensible.

How do they get more paid holiday than most of their friends? You are only giving them their minimum lawful entitlement.

You might find that your employee ends up having to take the time as sick leave, depending how he or she reacts to the operation. When my sister had her wisdom teeth removed she was very sick afterwards and could barely open her mouth for fear of breaking the stitches. What a quiet time that was in our house

easy

apples1 wrote: »

Please be fair. I didn't force anything and wouldn't. I asked if unpaid leave could be swapped for holiday. Other posters have since suggested seeing if he'd take sick leave which I will ask him about. As I have now repeatedly said sick leave had not occurred as he asked for a week unpaid.

The worrying point about this is that, as an employer, it is YOUR responsibility to know about employment legislation and the rights (and responsibilities) of both the employee and the employer.

As I said above, you should be prepared to pay this employee according to your sick pay policy, and it should have been you who told him this was the way to go.

I suggest you need to examine your knowledge of employment legislation and practice. Either get some formal training, or sign up to one of the advice schemes that are available to employers - I know for example that Barclays Bank offer such services to their business account customers, other providers are available too.
I recognise that you may not know what you don't know (if you see what I mean), use this experience as a learning opportunity so you don't get tripped up again.

getmore4less

apples1 wrote: »

Your other idea of working extra days jan- feb to offset week off in march is a good idea.

From what you have said it sounds like you would benifit greatly from a TOIL policy to manage demand.

Leave the current holidays on the request basis April-Dec.

Get people to work extra during the busy periods and allocate the TOIL to the quiet days allowing people to also add holiday to have extended time off using less holiday.

One way to impliment would be annualized hours contracts so rather than allocoate TOIL you allocate working hours to meet business needs.


Have a holiday/TOIL/annualized hours year that is Jan-Dec so all holiday/TOIL is used up in your quiet period.


What is your cuurent holiday year?

If it is not Jan-Dec you are open to having to let people take holiday in your closed period if they have not taken it by Dec.

I would also drop the 20+BH and go to 28(or statutroty in case it goes up again) that way you don't have to have any fancy policies to get round working BH, you just pre allocate some holidays each year if you close on BH.

LannieDuck

yvonne13 wrote: »

OP where in that sentence does it say that I accuse you of not allowing holiday!!!!

Do you not know the difference between holiday and ssp????

Looks like your reading something that isn't there.

Yvonne, you're being really unfair on the OP.

The whole palavar started when AP007 asked (post 25) why OP won't let staff member take the time as a holiday ("Since you say he is not allowed holiday..."). OP then replied about holiday (post 28), and you said (post 32) "Wait a minute you've lost me, I didn't see anywhere in any of your post's that you sugessted ssp?". To which OP replied, incorrectly attributing AP007's original post to you.

So, you're right that OP mistook one of AP007's posts for yours, but you also replied to a post about holiday leave by discussing SSP (Post 28 didn't mention SSP anywhere).

You've both made errors in replying in this thread, and I think apples has done a great job keeping up with replying to all the posters. Stop hitting them over the head for their mistake while ignoring yours.

LannieDuck

Apples, I think you've been thoroughly beaten up in this thread. Well done for keeping your cool.

SandC

I agree with Lannie. OP I reckon your employee hadn't considered that SSP was an option either, seeing as like you say it feels a bit weird booking sick leave in advance - but if you were to have an OP for, say, a hysterectomy where you would need about 4-6 weeks off work that would probably be known well in advance also but you would automatically consider it sick leave, I would hope anyway!

LittleMax

Sambucus_Nigra wrote: »

No, paid leave is a statutory right to have days away from work - there are no strings attached to the reasons for the leave.

No strings works both ways ... employer can't dictate the reason for the leave either!

LittleMax

SandC wrote: »

I agree with Lannie. OP I reckon your employee hadn't considered that SSP was an option either, seeing as like you say it feels a bit weird booking sick leave in advance - but if you were to have an OP for, say, a hysterectomy where you would need about 4-6 weeks off work that would probably be known well in advance also but you would automatically consider it sick leave, I would hope anyway!

But reiterate what Easy said, it is not for the employee to know and consider SSP an option, it is for the employer to advise ...

easy wrote: »

The worrying point about this is that, as an employer, it is YOUR responsibility to know about employment legislation and the rights (and responsibilities) of both the employee and the employer.

As I said above, you should be prepared to pay this employee according to your sick pay policy, and it should have been you who told him this was the way to go.

I suggest you need to examine your knowledge of employment legislation and practice. Either get some formal training, or sign up to one of the advice schemes that are available to employers - I know for example that Barclays Bank offer such services to their business account customers, other providers are available too.
I recognise that you may not know what you don't know (if you see what I mean), use this experience as a learning opportunity so you don't get tripped up again.