Zero hours contract, but no shifts for two weeks........

LittleVoice

pelirocco wrote: »

Unless their pay reflects the no holiday bit .........We employ casuals in the summer and they get paid extra per hour instead of holiday entitlement ........not sure if this is the same for people on zero contracts ..probably the same thing

Not actually lawful. You need to separate the "regular" hourly pay for the work and the "holiday" pay, making sure that the holiday pay is at least 12.07% of the regular pay. (Or pay them the holiday element at the end of the summer.)

Southend1

Jayt1987 wrote: »

But they are not really tied to one employer they are just employed with no hours, they can leave, work other places. The whole point is having people on your books to cover the shortfall. Rather than me having 15 people who average 30 hours per week I will cut them down to 10 with 30 hour contracts with average 15 hours per week OT. That means 5 people with no income potential.

They can work other places but often only if they quit - I have seen several posts on here saying that employers won't allow staff on zero hours to take secondary employment. The insecurity for these people is overwhelming.

I understand that employers are looking for flexibility, but as you say, this can be achieved by permanent staff working overtime and/or any number of other methods - fixed term contracts, temp staff, flexi-time working etc

Gingernutty

LittleVoice wrote: »

Probably "bank" staff - like the Trust's own temp agency.

Not with the NHS but I'm on a minimum hours contract (think it is something like a minimum of 7 hours a year) guaranteed. So that is easily achieved and, if it ever looked as though I wouldn't achieve it in a year, I expect my contract would be terminated before they had to pay for hours not actually worked.

Okay, this thread has escalated quickly....:huh:

Yes, I'm on the Admin Bank. Ads for jobs are texted to us, we call in to register our interest and we get a call if we are successful. A bit like a prize draw.

I've had the good fortune to be thought of highly by one section who call me directly now when they have a shift to cover.

I understand the zero hours contract has a use. For a hospital which requires short term staff at short notice, who understand the system and have been through the vetting system it is a good thing.

For part time workers looking to bring in extra money, it is also handy to be able to just respond to the ads which suit them.

As the shifts I currently work are nights, eight shifts a month are enough to cover the bills - so I'm effectively working part time.

As to the legality of my contract, I dunno. They acknowledge the entitlement to holidays and they pay us for it. That's the contract I've signed, they're the payslips I get. I've got to deal with that.

Back to my original question - if I can't find any other work for the two weeks in August, am I unemployed and can I claim anything?

paddedjohn

Don't know if you have put me on ignore but if you have been given rolled up holiday pay then it is meant to be put aside for just such an occurance.

SailorSam

Jayt1987 wrote: »

Thats probably not the best model of staffing in that situation, they should make use of temp posts to cover the time required.

They said on the news that the new recruits would receive 17 days training.
Baring in mind what a dangerous job it can be 17 days doesn't seem a lot.

Takeaway_Addict

Southend1 wrote: »

This kind of attitude has pretty much taken this country back to the dark ages. Countless working poor now tied to one employer but begging each day for a day's work, no certainty in life. How many times these days do you hear employers justifying poor practise by saying "you should be grateful to have any kind of job"? Britain should be better than that.

Never ever heard this.

Also, 0 hour contracts work for both the employer and employee, no commitment from either side.

If the employee decides they need more commitment then they can get another job.

Southend1

Takeaway_Addict wrote: »

If the employee decides they need more commitment then they can get another job.

Easier said than done!

Takeaway_Addict

Southend1 wrote: »

Easier said than done!

Yup but the option is there

Gingernutty

While I understand the need for zero hour contractors to cover the odd shift now and again, it's becoming increasingly common for ads to be texted out to us for people to cover months at a time.

Jobs which would ordinarily be externally advertised to cover maternity or long term sickness.

No annual leave for months at a time. That's a major commitment.

I'm lucky in that I've found a niche role where there is a fair bit of time off between shifts, but others aren't so lucky.

ohreally

Gingernutty wrote: »

I've had the good fortune to be thought of highly by one section who call me directly now when they have a shift to cover

Absolute kick in the teeth to the all the other bank staff who are sitting waiting for work crumbs coming their way. Perhaps you've now had more than your fair share of shifts.

The manager working in this manner should be disciplined - this will most likely not comply with bank procedure.