Reserve staffing

paulk · Post by **paulk** » 21 Apr 2016, 23:32

Hi Everyone,

As a member of my office union committee I am trying to sort out the ridiculous situation that our office finds itself in with some 600 outstanding days of annual leave and not a single gap in the 2016-17 leave period.
My main issue is that as far as I understand it the office reserves should only be allocated to cover annual leave. Our DSM seems to have adopted a policy of allocating 5 of the 21 reserves to cover potential sick leave over recent years, this has lead us to the problem we now have. My question is can he do this and if not is it in black and white so that I can place it on his desk and demand that he uses the reserves to cover the 600 days.

Paul

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 21 Apr 2016, 23:56

simple calculation is there enough leave slots for every single member of staff to take 28 days annual leave? (including bank holidays) If they are not able to take this statutory minimum then the law is being broken

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 22 Apr 2016, 00:04

Also how many extra leave slots have been opened up during the summer months for summer staffing?

paulk · Post by **paulk** » 22 Apr 2016, 00:15

zx135, all of this years leave has been allocated, but we still have the problem of the outstanding 600+ from previous years. I believe that if we can force the issue of releasing reserves from predicted sick cover then we can clear the outstanding days.

Post by **POSTMAN** » 22 Apr 2016, 00:16

I never ever and I don't think I ever will understand how this gets to go on in the business.

Post by **POSTMAN** » 22 Apr 2016, 00:18

It's got f**k all to do with who covers what.
There is a leave process!

motherhubbard · Post by **motherhubbard** » 22 Apr 2016, 07:21

POSTMAN wrote:It's got f**k all to do with who covers what.
There is a leave process!

Isn't this all part of the same problem - the understaffing?
The non-allocation of annual leave is a hidden cost and it only comes to light when everything goes pear shaped.

People carrying days/weeks over because they have been asked to cancel their leave due to shortages (and people being happy to do it)
Days in lieu being allocated against Bank Holidays instead of payment being offered,
Sick leave adding up and then no leave slots being available to counter that.
It is all about short term budget control with no regard for the longer term planning.
Eventually you end up with an unmanageable amount of annual leave but that cost has been hidden away from prying eyes..
Eventually someone points out the Emperor isn't wearing any clothes. It isn't a pretty sight.

Part of the 6 stage revision process should have ensured no annual leave was outstanding in the unit because the introduction of "model week" staffing makes it impossible to clear any backlog while remaining in budget.
I think the business should bite the bullet and pay off all outstanding annual leave and we should return to year zero and start again.

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 22 Apr 2016, 09:21

paulk wrote:zx135, all of this years leave has been allocated, but we still have the problem of the outstanding 600+ from previous years. I believe that if we can force the issue of releasing reserves from predicted sick cover then we can clear the outstanding days.

If everyone has got at least 28 days leave this year, then when you are sorting out next year's leave in september/october that is your best bet to get the backlog sorted out, you are basically too late to do anything for this year, the office has agreed the plan for this summer so the next proper opportunity to fix it is when sorting out next year's leave

k979aaa · Post by **k979aaa** » 22 Apr 2016, 17:58

I have a suggestion EMPLOY MORE STAFF or tell him to do it!