Bitter/sweet job offer :(

Prothet_of_Doom

sacha28 wrote: »

it is only 26 hrs per week

we would be relocating about 100 miles

They have said that they want to increase my hours as soon as possible but there is always loads of overtime going so could make my hours up that way.

Don't do it. Simple as that. There is no such thing as a dream job.

If they REALLY want you, they'll give you a contract which meets with your needs.

Georgiegirl256

paulineb wrote: »

Where did I get that idea from? Working time regulations. I worked part time in a job a couple of years ago and I accrued holiday pay for every hour I worked, not just my contracted hours. When I was leaving the job I still had holidays to take and my holiday pay entitlement was calculated on every hour I had worked, overtime, not just the contracted hours I did.

The OP isnt on a zero hour contract, shes been offered a 26 hour a week contract.

Just because its part time doesn't mean its a scam.

And if you read my last post, I said holiday entitlement, not holiday pay. Yes she will be paid her contracted wage if she takes a week off work, but if she works extra hours she'll accrue extra holidays, the fact that its overtime and not contracted hours makes no difference.

Another one here who has to disagree with you sorry. I've never known an employer to work the way you mention either.

I've never known a place where you can accrue extra holidays if you work overtime. Holiday entitlement is based on your contracted hours, not any overtime worked. If that was the case, people working lots of overtime, would never be at work hardly! :rotfl:

getmore4less

paulineb wrote: »

Where did I get that idea from? Working time regulations. I worked part time in a job a couple of years ago and I accrued holiday pay for every hour I worked, not just my contracted hours. When I was leaving the job I still had holidays to take and my holiday pay entitlement was calculated on every hour I had worked, overtime, not just the contracted hours I did.

The OP isnt on a zero hour contract, shes been offered a 26 hour a week contract.

Just because its part time doesn't mean its a scam.

And if you read my last post, I said holiday entitlement, not holiday pay. Yes she will be paid her contracted wage if she takes a week off work, but if she works extra hours she'll accrue extra holidays, the fact that its overtime and not contracted hours makes no difference.

As other have pointed out statutory holidays accrue on contracted hours unless the contract allows for more.

Zero hours(and some other variable hour contracts) are ananomoly as holidays accrue on all hours on them.

youu have to be very carefull just because your place of work does thing one way that is the way everyone does it or is even the legal way to do it.

hazyjo

I'll be very surprised if it's not on a contract rather than permanent. Be very sure it's permanent before accepting. Tread carefully!

I would love to be working part time. I can't yet afford to. If something is not right about this job they're offering you, then it's not your dream job. It might as well have another major flaw like the wrong location, hospital, hours... Don't be tempted to compromise on one thing if it's not 100% right for you.

Could they up the part-time salary at all? Might be an option...

Jx

getmore4less

sacha28 wrote: »

cte - I haven't made up my mind. I'm swinging to and fro constantly. I absolutely appreciate everyone's advice and none of it has gone unnoticed!!

Sassy - they only had 1 position but their actual words were 'we liked you very much and we have discussed the position at length. We have filled the position but we can fund for another 26 hours per week. We would like to increase this to full time as soon as possible but in the mean time there is always overtime that you can pick up'

I am very passionate about my job, it's a job you can only do well if you love and enjoy it. Nursing is a vocation, you do it for love not money (total contradiction lol but you get what I maen )

How big is the unit interms of the job you want?
Will this 26hr contractual hours reduce the OT for others?
What sort of turnover is there that will create a vacency for more hours.

if there are other units in the area that you could work at(ok not prefered) then a call to the bank or the units to see how much extra they use might give some idea of the extra hours avaialable.

I know my OH when she went partime and then later on the bank had no problem getting as much work as she wanted.

getmore4less

hazyjo wrote: »

I'll be very surprised if it's not on a contract rather than permanent. Be very sure it's permanent before accepting. Tread carefully!

I would love to be working part time. I can't yet afford to. If something is not right about this job they're offering you, then it's not your dream job. It might as well have another major flaw like the wrong location, hospital, hours... Don't be tempted to compromise on one thing if it's not 100% right for you.

Could they up the part-time salary at all? Might be an option...

Jx

once you have the service there is very little differnce between permanet and fixed term contract for the employee, bot hcan be terminated due to funding chages and the emplyee has the same protections.

tesuhoha

The same thing happened to me. I went for a job that exactly suited me. It was between me and one other person. The other person got that job but they were so impressed by me that they created a job for me where there was a demand.

We were both in the same large office so I could see the other lady working and she had the job I wanted. Her hours were longer and her duties were more what I wanted. I did not like the new job. I was told off by my superiors when I made a small mistake and I did make errors because I was not used to that type of work. Eventually, I gave in my notice because the job was not for me and it was not the job I applied for.

paulineb_2

Heres a tribunal case from the ACAS website on the holiday pay and overtime issue. Im aware from the paragraph at the bottom that it may be appealed because at the moment it only relates to the 4 weeks statutory leave under EU law and not additional leave that workers in the UK get, but it looks like it could have implications for employers and employees with reference to overtime and accrued leave/holiday pay. Case was from september 2013.

Sorry about the bold type, just did a copy and paste
Tribunal ruling links holiday pay to overtime

An employment tribunal recently ruled in favour of an employee who argued that his holiday pay should reflect his overtime pay as well as his basic wages. The case has implications for how employers apply the rules under the Working Time Regulations and has moved the UK closer to EU law.
According to a report on the Chartered Institute of Personnel and Development (CIPD) website, the case moves holiday pay calculations towards workers' average earnings in the 12 weeks leading up to their holiday - including overtime.
The tribunal heard that the employee worked a 35-hour week, plus overtime when necessary, as determined by a roster system. He regularly worked up to nine hours each day and occasionally up to 12 hours to cover for his colleagues.
The employee felt his holiday pay should reflect the actual pay he received rather than his basic salary alone, while the employer maintained that his overtime work was voluntary and his holiday pay should only take account of his basic pay, which was how it had always calculated his holiday pay entitlement.
The tribunal held that hours worked over and above the employee's contractual seven hours were 'intrinsically linked' to his performance of his role, and it was irrelevant whether the overtime was voluntary or not.
The tribunal found the employee had been underpaid in respect of his holiday pay entitlement and the parties arranged an out of court settlement.
This decision could be tested by the higher courts but, for the time being, any paid overtime (whether voluntary or not) should now be considered alongside other premiums in employers' holiday pay calculations, says the CIPD report.
As an added complication, this decision relates to the four weeks' holiday pay that workers are entitled to under European law. It does not apply to the additional 1.6 weeks' holiday that workers receive under UK law. It seems likely that the judgement will be appealed to clear up the confusion and avoid a situation where there are different rules for different weeks of a worker's holiday, says the report.

hazyjo

getmore4less wrote: »

once you have the service there is very little differnce between permanet and fixed term contract for the employee, bot hcan be terminated due to funding chages and the emplyee has the same protections.

At least there'll be some redundancy with permanent - a contract would just end (correct me if I'm wrong!). And if the OP needs a mortgage, it might cause probs there too - although not sure that'll be the case from what I can gather from the posts here.

Jx

fivetide

I think the question you need to ask is about cost of living.

While the wage might be lower - are houses/rent cheaper? Will you save money on a commute? etc etc

The only spanner in the works I can think of is if you want to buy. I'm pretty sure that any mortgage provider will only take into account your guaranteed wage even if you double it each week in overtime. That might limitt he amount you can get but, if, as said, prices are lower and you can achieve the same standard of living then that makes it a lot easier.