Advice needed re holidays

[DGP1]

I didn't think any office had sufficient leave slots, last time I was off was early September and not off again until February but then it just makes me even more determined to not give them anything (and the reason we can't get our entire leave entitlement for the year).

[POSTMAN]

By the sounds of it some of you need to question the slots that your office are allocated.
There is no way that there wouldn't be enough slots (over the year) if it was done properly...
Amount of staff x 6 weeks(max holiday each opg could get) divided by 49/50 weeks (52 weeks minus your xmas pressure weeks,which seem to be 2-3 weeks.) = slots per week.

[Bahia Feliz]

So example-100 staff x 5 weeks leave = 500 divided by 50 weeks = 10 staff a week on leave-correct?

[Cheetah]

By the sounds of it some of you need to question the slots that your office are allocated.
There is no way that there wouldn't be enough slots (over the year) if it was done properly...
Amount of staff x 6 weeks(max holiday each opg could get) divided by 49/50 weeks (52 weeks minus your xmas pressure weeks,which seem to be 2-3 weeks.) = slots per week.

It's very apparent that the whole holiday allocation is becoming a major problem in many offices..... Yes Postman you are quite right we do need to ask the questions.
In our office it's my belief that there are not actually enough slots for all to take their leave when credited days are added for the coming year. Things are particularly difficult in our office as our DOM is realy not a nice chap and loves to single individuals out and target them, so a group of us have took the matter to the rep as this is the obvious procedure..... He did didly squat as always (doesn't want to loose his perks), so we took it to Area, who have also done didly squat, in fact haven't even replied to numerous e-mails on the subject (they also have their perks to consider, not the membership)
It appears to me what is happening and we have evidence this was the case in our DO, is that managers are crossing weeks of leave off the annual leave sheet (at least 30 in our office) so when they loose staff and do not replace them, they are covering that position with leave reserves, hence there are less leave reserves to cover actual leave, their answer cut the number of slots !!!!
Surely when all have picked their allocated leave there should still be places available on the list 1. to accomodate credited forth coming bank holidays and 2. to ensure those who are picking last still have some kind of choice as to when they take their leave......
In my opinion a system which is and has been put in by underhanded managers breaking agreements and the guide that Postman has stated is completely unacceptable, as it seems to be ocuring all over should be addressed nationally particularly in cases like ours when the problem is being ignored by the rep and area officials alike......

[fishtank]

If you limit it to a max seven in a group even in the unlikely event that everybody has 6 weeks you still have 8 weeks of play room with 2 weeks Christmas pressure....so even the poor sod at the end has a choice of 9-10 different weeks.

[DGP1]

If you limit it to a max seven in a group even in the unlikely event that everybody has 6 weeks you still have 8 weeks of play room with 2 weeks Christmas pressure....so even the poor sod at the end has a choice of 9-10 different weeks.

The only problem is the lack of staff, we're so understaffed that we can't get ours, and it runs over each year building up more and more for peoples leave.

Ah well, maybe I'll get my extra weeks before the end of the year

[Cheetah]

By the sounds of it some of you need to question the slots that your office are allocated.
There is no way that there wouldn't be enough slots (over the year) if it was done properly...
Amount of staff x 6 weeks(max holiday each opg could get) divided by 49/50 weeks (52 weeks minus your xmas pressure weeks,which seem to be 2-3 weeks.) = slots per week.

Hi Postman......
1.In that equation does the 6 weeks always remain at 6 weeks, as obviously some of us get 23 1/2 days, some 26 and some 30 (6 weeks for 5 day a week staff) ? Obviously if it was always 6 that would give some spare capacity i.e choice in the leave list
2. Again is 6 used for the equation when calculating Part time allocation, as the bulk of P/T staff in our DO only get the 23 1/2 days ?
3. Is this written in to any document which could be made available and used for negotiating purposes ?.....

Thanks in anticipation

[POSTMAN]

Hornets nest?

@Bahia: Should/could really be 100x6 weeks,but as Fish says it's very unlikely that all 100 would have 6 weeks holiday,but if 6 weeks is how it's worked out then we should all use it.
@Cheeta,i've quoted the formula from Dingo.But if 6 weeks is how it's worked out then we should all use it,regardless of what our guys get,who knows,they could go on a buying holiday fest one year.

I would 'guess' that part timers would be worked out the same and it wouldn't matter,if a part timer wanted a week off even if it's 3 or 4 days then at the end of the day it's a week off for them.

Hopefully Dingo will see the thread and tell us exactly how it is,especially with part timers and these other shift patterns.

[Cheetah]

Hornets nest?

@Bahia: Should/could really be 100x6 weeks,but as Fish says it's very unlikely that all 100 would have 6 weeks holiday,but if 6 weeks is how it's worked out then we should all use it.
@Cheeta,i've quoted the formula from Dingo.But if 6 weeks is how it's worked out then we should all use it,regardless of what our guys get,who knows,they could go on a buying holiday fest one year.

I would 'guess' that part timers would be worked out the same and it wouldn't matter,if a part timer wanted a week off even if it's 3 or 4 days then at the end of the day it's a week off for them.

Hopefully Dingo will see the thread and tell us exactly how it is,especially with part timers and these other shift patterns.

Thanks for your reply Postman

[albebb]

sorry to necro a thread, but having real issues regarding next years leave plan that our new Dom is proposing. he wants to reduce the number of leave groups from 5 ( 9 or 10 staff in each group) to 4 (11 or 12 in each) with an average leave entitlement of over 4 weeks per member this means that some groups will not have enough weeks in the year to allow every1 to take even their minimum entitlement.

he proposes to rectify this by lapsing 19 weeks of the year thus free up 19 weeks to cover the fact not everyone can fit into the 4 groups. I've tried to tell him that planning 19 weeks of lapsing is excessive and that he cant really base a leave plan on the traffic always allowing for lapsing and that the leave opened up in that way should be ADDITIONAL leave not 'cover my poor planning ' leave.

he is also proposing to block of 1 week per group every time there is a bank holiday not already blocked by the Xmas pressure(2 in may 1 august and new years day) as well as blocking of another 2 weeks per group in the autumn (sept-nov) for autumn pressure.
any plan for bank holiday lieu days , training days, sick lieu days or days carried over from this year seems to be non existent with the phase, 'let me worry about that' given any time I point something like that out

so basically has any1 found anything in black and white that i can give to my Dom to tell him that this plan is ridiculous and that we need to stay at the 5 groups.

[fishtank]

so basically has any1 found anything in black and white that i can give to my Dom to tell him that this plan is ridiculous and that we need to stay at the 5 groups.

http://www.cwu.org/assets/_files/docume ... and_De.pdf" onclick="window.open(this.href);return false;

holidays.jpg

[Lincox]

It should always be borne in mind
If at all possible.

Another agreement full of get out clauses, which leave us with no come back. The more you see this agreement, the more you reali8se how much our union hierarchy sold us down the swanee.

[POSTMAN]

And they wonder why the sick rate in this firm is so high.
Has the area rep been told?

[Lincox]

We have a company that has been f.cked from the top of management to the bottom, aided and abetted by a tired and aimless union, and the only thing that is holding it together is the goodwill of the coal face workers.

[albebb]

area rep has had it mentioned and is bringing up to the dsm at the end of the week. while the info u posted is nice in theory i can see my manager just ignoring it and say well people can get the first 3 weeks they want even if they have no chance of getting their 4th. i know ive kinda revived this thread but i can see it being an issue in more than just my office and so possibly some high up union person could maybe think about updating the annual leave guidelines as they are now 12 years old?