annualised hours

akeem1314

Southend1 wrote: »

Agreed that your union is there to help with issues at work and you should definitely speak with them about this.

Also agreed that this is a collective issue and should be dealt with as such.

However- don't go steaming in accusing your rep of failing to get your rights. They may not even be aware of your situation!

If you approach a branch or regional officer they would most likely assign your case to whoever normally deals with such cases in your workplace, which is likely to be your local rep anyway.

By all means follow your union's procedure for complaints if you don't believe they have helped you in the way they should. But do give them a chance to help you first.

according to fellow colleagues the union reps do know of the situation and there was a collective grievance made beginning of last year regarding this, the outcome is where we are just now with the extra HOLIDAY pay now showing in your wage.

mariefab

' I will do for this year or next years? '


This year please.

Southend1

akeem1314 wrote: »

according to fellow colleagues the union reps do know of the situation and there was a collective grievance made beginning of last year regarding this, the outcome is where we are just now with the extra HOLIDAY pay now showing in your wage.

Sounds like you need to meet with your union rep and find out more then.

getmore4less

akeem1314 wrote: »

I will do for this year or next years?

you beed to check both

akeem1314

getmore4less wrote: »

you beed to check both

will do then ill also add the bank holidays in as well

akeem1314

getmore4less wrote: »

International company! do they have a proper presense in the UK with people that know UK employment law.
I have worked for international companies that used local HR and they had to be trained(by the UK employees) to get thisngs right.


You need to focus on getting the correct work and holiday days paid first.
work out your total pay from that and then divide into the pay periods.

Not entirely sure what you mean here sorry

The key is you should NOT be getting a holiday pay top up.

You should have working hours and the relevent holiday hours and be paid for both.

This will set the total pay for the year and as you get it spread out evenly that will not change.

What should happen is your hours(work/holiday) should match an equivilent worker on "normal" shifts.

eg: your average(1960py) is around 37.7, so if a regular worker does say 37.5 mon-fri but gets the full 5.6 weeks holiday they work 1740 and get holiday pay for 210(1950). Whereas you work the full 1960(depending on how the BH are done)


One thing is if the job is salaried then in the end it may make little difference to the take home pay and hours actualy worked(they can just change the contract to make it legal) but might get you the coorect paid holiday. if hourly paid then this should redult in an increase in pay or the proper paid holidays(less work)


We dont get pay docked even though we maybe on holiday due to having to pay back the day(s)

not sure what you mean by this.

I have just been informed that a Day Shift worker works 39 hrs a week and receives minimum 21 days holiday (may increase with service) and the 8 Bank Holiday days

jm2926

I've had a contract like this previously with annualised hours and the holiday was built in. The way it worked was calculated:

pay = 52 x 38 hours = 1976 hours per year, paid monthly.
Holiday = 213 hours
Rota'd hours = 1976 - 213 = 1763

The holiday was mostly in blocks of a week or two and built into the shift pattern e.g. the last 2 weeks in July would have no shifts. If we wanted time off in addition to this we had to swap shifts.

Interestingly enough when this system was introduced, I picked the rota with the fewest shifts prior to the end of September then swapped as many of the shifts between June and Sept to after September and started job hunting. When I handed my notice in I only had 2 days to work in my last month.

akeem1314

mariefab wrote: »

I've seen a case similar to this before and it turned out that the holiday entitlement was included in the total annualised hours.

Just to make sure that the same thing isn't happening here; can you look at your 'full year rota' and fill in the numbers for XX?

XX weeks working 2 days
XX weeks working 3 days
XX weeks working 4 days

22- 4 days. 18-3 days. 10-2days 1 - 1 day 2014 rota
17 - 4 days, 26-3 days, 8 - days, 1 - 1 day 2013 rota

mariefab

Do you know how much you are paid per hour?

If so, what are you paid each year?

£hourly pay X 1960
£hourly pay X 1960 + up to 8 extra days pay for bank holidays
£hourly pay X 1960 + up to 8 extra days pay for bank holidays + about an extra 20 days pay

akeem1314

mariefab wrote: »

Do you know how much you are paid per hour?

If so, what are you paid each year?

£hourly pay X 1960
£hourly pay X 1960 + up to 8 extra days pay for bank holidays
£hourly pay X 1960 + up to 8 extra days pay for bank holidays + about an extra 20 days pay

9.25 ph going by the latest info i have been given, which i have been told includes holiday pay and inconvenience pay