Annual Leave - has anyone had this one?

[Harry_Perkins]

So last year we went from a 5 day week to a 6 day week. No difference in the amount of hours or days worked. So annual leave was unchanged. Simple, you would think. This year, however, we've had our annual leave sheets returned and have been told that due to the fact that we do not 'accure hours on our rest week', we are losing days from our annual leave? They were 'mistaken' not to do this starting the previous year. So those who have bought the extra, up to '6 weeks' are getting '30 days', ie 5 full weeks, whilst everyone else is getting 23.5 days, ie two full weeks and then two weeks where the annual leave ends on the Friday. Can anyone make sense of this one? When questioned further, we've been told a brand spanking new computer system has worked it all out and so it can't be wrong? Has any other office experienced this?

[TrueBlueTerrier]

Holidays are now based on hours so if your working 39 hours you get 39x6 if you purchase the full wack of 234 hours.


PTimers get the same ie 30hours x 6, 25 x 6.

So not quite sure what they mean - I think they have confused themselves in trying to convert hours back into weeks.

[fishtank]

1 Week Off In 6 Duty Rotations (Wallingtons)
http://www.royalmailchat.co.uk/communit ... 36&t=46894" onclick="window.open(this.href);return false;

Holiday

Employees have the same total annual holiday entitlement as any other five-day
week employee – i.e. 22½ days on entry, rising to 23½ days after five years, to
26 days after fifteen and to 30 days after twenty years’ service.
The simplest way to reckon holidays is to work everything in days. The annual
entitlement is converted into days by multiplying the number of weeks by the
average number of weekly attendances due, which is five (so six weeks’ holiday
= 30 days)
For selecting holidays, units may consider treating the groups of Wallington
employees as a separate work area within the office, which then becomes a
holiday selection unit in line with the national agreement. Where Wallington
employees participate in a wider selection they should be able to choose their
weeks of holiday on a fair and equal basis (noting that a full working week
booked out to holiday will use up six days of the annual entitlement as above)

[worktotime]

1 Week Off In 6 Duty Rotations (Wallingtons)
http://www.royalmailchat.co.uk/communit ... 36&t=46894" onclick="window.open(this.href);return false;

Holiday

Employees have the same total annual holiday entitlement as any other five-day
week employee – i.e. 22½ days on entry, rising to 23½ days after five years, to
26 days after fifteen and to 30 days after twenty years’ service.
The simplest way to reckon holidays is to work everything in days. The annual
entitlement is converted into days by multiplying the number of weeks by the
average number of weekly attendances due, which is five (so six weeks’ holiday
= 30 days)
For selecting holidays, units may consider treating the groups of Wallington
employees as a separate work area within the office, which then becomes a
holiday selection unit in line with the national agreement. Where Wallington
employees participate in a wider selection they should be able to choose their
weeks of holiday on a fair and equal basis (noting that a full working week
booked out to holiday will use up six days of the annual entitlement as above)

hi ive been working for 9 years now and get 23 1/2 days do you get 25 days at 10 years service as I got told you do by some of the lads . thanks

[TrueBlueTerrier]

no - i am the same

[fishtank]

hi ive been working for 9 years now and get 23 1/2 days do you get 25 days at 10 years service as I got told you do by some of the lads . thanks

Bad news...No.
It goes like this...
On entry 22.5 days.
After 5 years 23.5 days.
After 15 years 26 days.
After 20 years 30 days.

[tonyhendrix]

cheers fish thats the best news i have heard in a long while , only 8 more months and i get 26 days entitlement , shame i can't add the extra days to my six weeks off , but on the plus side less money to pay out for extre leave

[aposter]

Do you mean you are working your day off every week in order to take a week off in every 6? So that being the case you work 5 weeks of 6 days accruing 5 days in order to take the 6th week off. If you where to take a weeks annual leave in the middle of this cycle then you would work 2 weeks of 6 days, have a week of hols, work 2 weeks of 6 so you would only accrue 4 days towards your fixed 6th week off, hence you have to pay back a day of leave.

Under the new hourly method you have 10998 minutes of annual leave (23.5 days) and will book however many minutes off you actually work in a normal week (which will depend on your working practice, eg working 3 weeks then a week off etc etc

[michris]

Do you mean you are working your day off every week in order to take a week off in every 6? So that being the case you work 5 weeks of 6 days accruing 5 days in order to take the 6th week off. If you where to take a weeks annual leave in the middle of this cycle then you would work 2 weeks of 6 days, have a week of hols, work 2 weeks of 6 so you would only accrue 4 days towards your fixed 6th week off, hence you have to pay back a day of leave.

Under the new hourly method you have 10998 minutes of annual leave (23.5 days) and will book however many minutes off you actually work in a normal week (which will depend on your working practice, eg working 3 weeks then a week off etc etc

under this system if you have a weeks holiday in the cycle you are deducted 6days holiday not 5 so you do accrue 5 days towards yor fixed 6th week

[harrymortimer]

I've had a similar "discussion" regarding 9 day fortnights. When you're off during a week where you're scheduled to be working 4 days, surely you should only be deducted 4 days leave? At our place, the leave plan can apparently only cope with 5 day weeks, so that's what your given. So some can end up working up to 5 days more than others, depending on when your leave happens to fall.

It reminds me of the out dated cutting off procedure with P and L, RM bring in all these new ways of working, but then forget to change the systems and procedures that go with them.