Todays CWU email regarding holiday pay for O/T

[aposter]

I would imagine if there is a ruling for the nation on holiday pay it won't be back dated as this would bankrupt too many businesses, in the meantime only the employees with enough financial clout themselves will be able to progress a claim through the EU courts. As, we presume, the CWU as this clout and as others have been successful then unless there is a specific clause in our contract that specifically excludes O/T from holiday pay (and this clause is deemed legal) then I would expect Royal Mail to settle out of court with the union with a figure of £XXX per employee possibly per year worked upto a max of x years. I doubt the union would agree to pro-rata as P/T are more likely to have lost out by a greater proportion.

[Sugar]

This is nothing new. Worked for firms in the past that included OT and shift pay into your holiday monies. Basically you saw how much monies you were building up each week on your payslip and then had the chance to take a basic weeks wage or "extra" whenever a holiday rolled around. All monies were then paid at your summer holiday so you could end up with three or four weeks wages by then for two weeks off

Some companies still do this.

[Dalelad]

This is nothing new. Worked for firms in the past that included OT and shift pay into your holiday monies. Basically you saw how much monies you were building up each week on your payslip and then had the chance to take a basic weeks wage or "extra" whenever a holiday rolled around. All monies were then paid at your summer holiday so you could end up with three or four weeks wages by then for two weeks off

Some companies still do this.

When I worked for Yodel, I was paid holiday pay based on my daily average which I got to over £100, happy days. No wonder they made us all redundant and went down the self employed driver route As for the possible back pay, i'm just worried now that ive left Royal Mail and joined the bus driving ranks, im nolonger going to be paying for my CWU membership. So I don't know how I would go about claiming, even though i've kept all my wage slips. I certainly don't want to go down the no win no fee route.

[Mr_Pink]

This is nothing new. Worked for firms in the past that included OT and shift pay into your holiday monies. Basically you saw how much monies you were building up each week on your payslip and then had the chance to take a basic weeks wage or "extra" whenever a holiday rolled around. All monies were then paid at your summer holiday so you could end up with three or four weeks wages by then for two weeks off

Some companies still do this.

Many moons ago when I worked in the print industry (yes there was one once upon a time!) we used to get our holiday pay based on the previous 6 weeks earnings, so you'd hammer the O/T then get you normal pay plus your holiday pay on you last pay day before holiday, back in those days it was easy to hit £1k+ a week thanks to generous shift pay rates, bonus schemes and minimum of double time (all negotiated by the good but now defunct NGA) So with a 2 week holiday your gross pay would be over £3k (tax made did make you wince a bit!) which for a 20 year old back in the late 80's was mental.

[Rcraig]

what do you mean by this? holiday pay overtime?

search this site, there's already a few threads

in laymans terms, say you usually work 39 hrs p/w but contracted to 34
when on a/l you get paid 34 not your average over i believe to be the previous 13 weeks, this is normal for a lot of companies, even my other half who works for the council gets paid her average.
RM will probably be cacking their pants if they had to backdate payments due to the massive amount of p/t staff the employ and will probably cut a deal so every employee gets a £100 waiver,
pro rata of course

as for claiming if you no longer work for the company that'll open another can of worms which you'll probably end up claiming yourself and the no win no fee brigade will clean up

i have been at royal mai lfor almost 4 years on a 24 hour contract.
my 1st year my average was 45 hours a week
my 2nd year was 38 hours a week
my 3rd is about 27 so far.

so no way would i accept a £100 waiver