P/T Holiday allowance (28 hours over 5 days but varying shift lengths).

getmore4less

BH are just pre booked holidays if the system can't cope it would have to be done manually for the holiday year based on the days the BH fall(varies) each year.
take off
5*8 + 3*(BH that fall on a Friday 1 or 2 days depending on year)

that would leave 136.2 or 133.2 depending on the year.

Redpetal

getmore4less wrote: »

BH are just pre booked holidays if the system can't cope it would have to be done manually for the holiday year based on the days the BH fall(varies) each year.
take off
5*8 + 3*(BH that fall on a Friday 1 or 2 days depending on year)

that would leave 136.2 or 133.2 depending on the year.

Thanks so much. That makes sense. The problem is we don't have a proper HR system and its done manually on a tracker. Which for FT staff works well as they just have the 8 BH days taken off their 32 days, leaving 24 on the tracker to book. They now have a few part timers and are trying to put us on the same system and it just DOES NOT WORK.

In addition now I have looked into this, they have clearly been miscalculating all the part timers days off thus far due to them misunderstanding how to handle the bank holidays. They have given us the STAT allowance 5.6 x 28 (19.6 days) + still allowed us to have the bank holidays off, meaning I get 28 days off including BH. However, based on your calculation of 6.4 (not 5.6 as they offer 4 more days than stat) its 6.4 x 28 = 179.2 including bank holidays. So what would that be in equivalent days ( sticking to their system) then 23 days, minus the 8 days bank holiday, leaving 15 bookable days?

To complicate things, I have another colleague who does

3 x 6 hours (18 hours/week over 3 days) . She currently has 17 days bookable + the 8 days bank holiday so she get 25 days off total. She is static shifts so is okay with staying in days. I believe my employer has just done 5.6 x 18 = 100.8 / 6 hours = 17 days. Plus then she still gets the 8 bank holidays off. Is this correct for her. Based on what you have said above I don't think it is.

In highlighting their error here, I may be upsetting another colleague's CONTRACTED deal. However, both my current deal and hers are in our written contracts, so I presume we could continue with the current system and not highlight this.

I need to now work out whether I am better off staying as per my contracted allowance (even if this is wrong, its in my contract!!) of 20 bookable and 8 bank holidays versus highlighting to them the issue and then getting 136 (approx bookable hours). Or should I ask them to just give me 20 x 8 = 160 hours and continue to enjoy the bank holidays in addition. As this is what they have currently offered me, I just want to convert it to hours.

I have open a can of worms here I think haven't I?