swpostie wrote:Looks, to me, like you're being diddled out of 22 hours and 48 minutes.
Why not change your leave?
our leave is in days as long as he is getting the correct amount of days off he is not being diddled out of anything, yes he is not gaining extra days off by using his leave in a more efficient way but he is not losing any of his annual leave entitlement
My leave in this circumstance equates to 4 weeks at 4 days an 1 week at 5 which means 21 days a/l in total ... Is that correct then ??
I asked earlier how many days off were you getting and you said 26, now you are saying 21, so let's be clear on this, specifically exactly how many days off are you getting, and I mean exactly I don't mean equates to or equivalent of, how many annual leave days off work have you got this year? not including bank holidays or leave carried forward
My leave entitlement is 170.46 hours according to my "Total Rewards Statement)
I am a 35 hour contract, so 4 weeks accounts for 140 hours, leaving a remainder of 30.46 hours. If I worked 4.54 hours (that is a decimalisation not 4 hours 54 minutes) over my time without booking as overtime payment, would that entitle me to a full 35 hours of remaining leave - or in other words a full 5th week of leave?
steve1873 wrote:My leave entitlement is 170.46 hours according to my "Total Rewards Statement)
I am a 35 hour contract, so 4 weeks accounts for 140 hours, leaving a remainder of 30.46 hours. If I worked 4.54 hours (that is a decimalisation not 4 hours 54 minutes) over my time without booking as overtime payment, would that entitle me to a full 35 hours of remaining leave - or in other words a full 5th week of leave?
Is there a system in place that allows for that?
No as there currently is no toil arrangement in place for opg, though your manager may let you do it but it's completely between him and you
as for your leave amount this is why it's days not hours, by law you must get a minimum of 5.6 weeks leave per year, that is 196 hours if working a 35 hour week, note that 196 is not even your royal mail leave entitlement that will be higher than that when you factor in your bank holidays
swpostie wrote:Looks, to me, like you're being diddled out of 22 hours and 48 minutes.
Why not change your leave?
our leave is in days as long as he is getting the correct amount of days off he is not being diddled out of anything, yes he is not gaining extra days off by using his leave in a more efficient way but he is not losing any of his annual leave entitlement
My leave in this circumstance equates to 4 weeks at 4 days an 1 week at 5 which means 21 days a/l in total ... Is that correct then ??
I asked earlier how many days off were you getting and you said 26, now you are saying 21, so let's be clear on this, specifically exactly how many days off are you getting, and I mean exactly I don't mean equates to or equivalent of, how many annual leave days off work have you got this year? not including bank holidays or leave carried forward
Being on a 9 day fortnight, half his weeks are 4 days and half are 5 days.
If he has been allocated 4 short weeks and 1 long weeks leave, he will have taken 21 days (if Royal Mail consider a day to be a day) out of an entitlement to 26.
swpostie wrote:Looks, to me, like you're being diddled out of 22 hours and 48 minutes.
Why not change your leave?
our leave is in days as long as he is getting the correct amount of days off he is not being diddled out of anything, yes he is not gaining extra days off by using his leave in a more efficient way but he is not losing any of his annual leave entitlement
My leave in this circumstance equates to 4 weeks at 4 days an 1 week at 5 which means 21 days a/l in total ... Is that correct then ??
I asked earlier how many days off were you getting and you said 26, now you are saying 21, so let's be clear on this, specifically exactly how many days off are you getting, and I mean exactly I don't mean equates to or equivalent of, how many annual leave days off work have you got this year? not including bank holidays or leave carried forward
Being on a 9 day fortnight, half his weeks are 4 days and half are 5 days.
If he has been allocated 4 short weeks and 1 long weeks leave, he will have taken 21 days (if Royal Mail consider a day to be a day) out of an entitlement to 26.
Does this mean he has 5 days outstanding?
Thanks SW for explaining and asking the question so precisely
zx135 wrote:in that case he is missing 2.4 days worth of annual leave entitlement,
take half of his entitlement for 5 day weeks (26/2) 13 days
take half of his entitlement for 4 day weeks (26/2 * 4/5) 10.4 days
total leave entitlement 23.4 days
Thanks ZX for your support in this ... I am in the situation where my dom, local rep and seemingly (according to them after discussion) HR are telling me a 'week is a week' and that there are 'winners and losers' ( a term incidentally I hate) ... How do I progress from here to get my 'full' entitlement??
zx135 wrote:in that case he is missing 2.4 days worth of annual leave entitlement,
take half of his entitlement for 5 day weeks (26/2) 13 days
take half of his entitlement for 4 day weeks (26/2 * 4/5) 10.4 days
total leave entitlement 23.4 days
Thanks ZX for your support in this ... I am in the situation where my dom, local rep and seemingly (according to them after discussion) HR are telling me a 'week is a week' and that there are 'winners and losers' ( a term incidentally I hate) ... How do I progress from here to get my 'full' entitlement??
next step is to raise a grievance, rep can help you, even if he disagrees, state that your contract of employment and the employee had book say you should get 26 days leave (pro rata) and your not getting it, you may need to progress it through the stages of the grievance process as dom may not cave in at stage 1, the important fact is to emphasise that our contract currently has annual leave in days not weeks or hours, until it's changed nationally then it must be honoured, if several employees in office in same boat as you then alternatively rep can raise a disagreement again even if he personally disagrees he should still do it, as it's his job
Thanks once again ZX for your assistance and advice... Will put in a 'grievance' this coming week and keep you posted either on this thread or via a personal message .... Regards freddy