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

Maz

Looks like the number of people trying to earn a crust on zero hours contracts could be higher than first thought -
http://www.bbc.co.uk/news/business-23570345

Pont

WTD as stated earlier is Working Time Directive. In effect this means that 12.06% (? - may have increased) has been 'added' to your wages to accommodate holiday pay. It is unlawful not to show this on your pay slip as a 'separate' payment.

I think it was paddedjohn in an earlier post who referred to 'rolled up' holiday pay. This has been deemed unlawful unless it is shown clearly as a separate payment on your salary slip.

This is basic advice but scroll down to the part of 'How much holiday pay should I get'.
http://www.adviceguide.org.uk/england/work_e/work_time_off_work_e/holidays_and_holiday_pay.htm

debrag

Gingernutty wrote: »

At our hospital trust, when we work, we are paid an extra premium in lieu of annual leave.

We cannot accumulate annual leave nor are we entitled to take any.

This is stipulated in our contracts and I've just rung to check.

We're entitled to holiday pay, not holidays.

[STRIKE]What trust is that? I better stay away from them[/STRIKE]

Seems that is the deal with 'bank staff', I haven't worked a shift yet.

debrag

Gingernutty wrote: »

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?

on our bank you have to phone up for shifts or put our name on a ward shift book and wait to see if you get booked. I do that on my perm ward.

LittleVoice

Pont wrote: »

WTD as stated earlier is Working Time Directive. In effect this means that 12.06% (? - may have increased - 12.07%, there hasn't been an increase in statutory paid leave entitlement for some years now) has been 'added' to your wages to accommodate holiday pay. It is unlawful not to show this on your pay slip as a 'separate' payment.

I think it was paddedjohn in an earlier post who referred to 'rolled up' holiday pay. This has been deemed unlawful unless it is shown clearly as a separate payment on your salary slip. (Really "rolled up" means included within the hourly rate but many now use it to mean "paid at the same time" - hence why it remains lawful if it is shown separately on payslips.)

This is basic advice but scroll down to the part of 'How much holiday pay should I get'.
http://www.adviceguide.org.uk/england/work_e/work_time_off_work_e/holidays_and_holiday_pay.htm

.......................

debrag

dktreesea wrote: »

One good thing about zero hours contracts is that it has enabled employers like the NHS to not have to pay agency middlemen whenever they need a few extra staff to cover permanent employees who are off for some reason. And there have been plenty of people who have worked like that long before the term "zero hours contract" came into being. Supply teachers, freelance professional staff working through agencies, pretty much anyone who has ever been temping.

The change though has been in the pay. Before, you could get quite a bit more for temping. Nowadays, it is just as likely you would get less than a permanent member of staff.

Our hospital still pays for plenty of agency.

Pont

Apologies littlevoice - 12.07% is correct (was trying to remember off the top-of-my-head - pretty close though!).

In respect of 'zero hours' contracts, Cornwall V Prater has been cited as a/the test case (I think off the-top-of-head [again!] 2006.

dktreesea

Pont wrote: »

Apologies littlevoice - 12.07% is correct (was trying to remember off the top-of-my-head - pretty close though!).

In respect of 'zero hours' contracts, Cornwall V Prater has been cited as a/the test case (I think off the-top-of-head [again!] 2006.

Even if Cornwall vs Prater applies, e.g. in situations like being "bank" staff at a hospital, or, say, a supply teacher, so you have continuity of employment, notwithstanding you have short gaps between each assignment, financially the zero hours contractor can still have a dire time.

It's all very well having rights, but if you try to get them enforced, what happens if the NHS/council/ would be employer just drops you and doesn't use you anymore?

Gingernutty

Well, it seems I panicked unnecessarily.

With less than a week's notice, I've been offered shifts for the two weeks in question.

I've got a total of five days off.

I've got shifts in October listed but I've got nothing at all for September.....












..........yet.

Gingernutty

Spoke too soon.

As I was in the middle of decluttering/rearranging my back/dining/office room I received an utterly unexpected 'phone call from my Boss.

I've now got two shifts for early September. :j

I know, I'm easily pleased.