ANNOUNCEMENT : ALL OF ROYAL MAIL'S EMPLOYMENT POLICIES (AGREEMENTS) AT A GLANCE (UPDATED 2017)... HERE
ANNOUNCEMENT : NEW CORONAVIRUS FORUM... HERE
23 Jun 2019, 21:57
I stands corrected ,SORRY.
23 Jun 2019, 22:00
stodgy88 wrote:I stands corrected ,SORRY.
My missus always says I make things look confusing...
Also suggests I should never become a teacher ...
23 Jun 2019, 23:02
Nominations for biggest possible losers.
Staff in any geographical region not legally covered by the 2 year back dating limit but who could not claim because a collective agreement was in place. Imagine if your friends or neighbours were getting back dated payments for 20 years and your union agreed you could be limited to 2 years.
Nominations for biggest actual winners; are the directors and corporate management teams that failed to set up a contingency fund for this issue but still got paid hundreds of thousands of pounds and bonuses of 200% for meeting performance targets.(easier to meet targets if you don't pay staff what they are legally entitled to).
Apologies I'm a bit like a dog with a bone on this issue.
25 Jun 2019, 14:57
Trimming? Its blatently stealing off the workforce.
25 Jun 2019, 22:08
is this an issue the union can negotiate a settlement for ? I assumed if the courts say u are entitled to this then the company pays it.
27 Jun 2019, 15:39
hero22 wrote:is this an issue the union can negotiate a settlement for ? I assumed if the courts say u are entitled to this then the company pays it.
Good question. As a CWU PEC candidate stated in a mailshot received today; "AVERAGE PAY ON LEAVE; You are being conned. We must ensure Royal Mail meet their legal entitlement, to pay your average wages whilst on annual leave."
27 Jun 2019, 15:59
They've blatantly put it aside and just earning interest on it until they have to cough up. Still doesn't answer the question as to why they haven't bothered introducing these additional average payments yet on peoples AL, I can only guess that it's not yet a legal requirement.
27 Jun 2019, 16:50
Posted on Jan 25th, 2019 |
So, what should employers do now when calculating holiday pay?
Employers must now include regular overtime and regular commission payments in their holiday pay calculations, or run the risk of a successful “unlawful deduction from wages” claim against them.
27 Jun 2019, 19:25
From the ACAS website...
Overtime, commission and bonus
If you regularly get paid overtime, commission or bonuses, your employer must include these payments in at least 4 weeks of your paid holiday.
Some employers might include overtime, commission and bonus payments in your full 5.6 weeks' paid leave entitlement, but they do not have to. This is because judges in holiday pay cases use the EU Working Time Directive, which is 4 weeks’ leave. The UK Working Time Regulations is 5.6 weeks.
Leave that’s less than 1 full day
If you have part of a day’s leave to take, for example 0.8 of a day, your employer might:
let you leave work early or come in late one day
round it up to the nearest full day (it cannot be rounded down)
If you think your holiday pay should be different
If you think you're not getting as much paid holiday as you’re entitled to or are not sure how it's being calculated, you should talk with your employer.
You could also check your contract or written terms of employment.
Remember, if you believe your holiday pay is incorrect, you have 3 months less 1 day from the date you received the last incorrect payment to take your claim to an employment tribunal. So it’s a good idea to talk to your employer as soon as possible.
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