Scheduled Attendance - no paid break?

[andy2007]

Thanks for all the discussion guys.

Interestingly, in the 3 weeks since I started I've never been asked and therefore haven't signed a contract for working SA, therefore should I be paid overtime rate for working on this day, including a paid meal break? As discussed it would be at normal rate until I've worked 40 hours.

As part timers doing overtime don't get any extra supplement or holiday allowances, does this make them worse off over the year than fulltimers doing the same hours?

Do you think I should have chat with the Union or with my manager, or the (sometime sour looking!) staffing office? Who normally decides shifts, rotas and days off?

By the way I'm enjoying the job, even in this weather, and am being paid overtime due to the length of the walk, but don't like the idea of not being paid what I'm entitled to!

I think it would be best to ask your Rep to look into this. As technically, you should have been on normal (pressure) overtime, and a paid break. But your Manager offered you S/A, which is better paid, but no paid breaks. Either way, your Manager is bending the rules. By either denying you the paid break you're entitled to. Or by giving out S/A overtime, when he shouldn't. But your local Rep, should be able to get to the bottom of it for you. By going to see the Manager, and finding out exactly what went on.

[AndyK]

As part timers doing overtime don't get any extra supplement or holiday allowances, does this make them worse off over the year than fulltimers doing the same hours?

Yes , not only holiday pay but sick pay and pension are worse

Do you think I should have chat with the Union or with my manager, or the (sometime sour looking!) staffing office? Who normally decides shifts, rotas and days off?

Maybe , If your not getting SA rate then you don't have too do it, even if you are you can opt out with a month notice just like Rm can, normally the dum or dim would sort out rotas but your CWU rep can have influence so have that chat.

By the way I'm enjoying the job, even in this weather, and am being paid overtime due to the length of the walk, but don't like the idea of not being paid what I'm entitled to!

quite right

[brothermagrew]

As part timers doing overtime don't get any extra supplement or holiday allowances, does this make them worse off over the year than fulltimers doing the same hours?

Yes , not only holiday pay but sick pay and pension are worse

Do you think I should have chat with the Union or with my manager, or the (sometime sour looking!) staffing office? Who normally decides shifts, rotas and days off?

Maybe , If your not getting SA rate then you don't have too do it, even if you are you can opt out with a month notice just like Rm can, normally the dum or dim would sort out rotas but your CWU rep can have influence so have that chat.

By the way I'm enjoying the job, even in this weather, and am being paid overtime due to the length of the walk, but don't like the idea of not being paid what I'm entitled to!

quite right

Worthy of a read if nothing else: http://www.employmentappeals.gov.uk/Pub ... 122004.doc" onclick="window.open(this.href);return false;

[andy2007]

Have Local Reps been given better training on this type of thing since the case?
In the conclusions, is states that both RM Management AND the CWU had made genuine errors. Which lead to the excessive delay.

It's probably asking too much for RM to put their Managers strait on this type of thing. Or am I being too cynical?

[bogstandard]

Hi guys, looking for a bit of advice.

I've just started as a postie (part time 32.5 hours per week) and have been put straight on to a 6 day roster, including a SA day on Tues (!).

I've asked a few times if it would be possible to swap to a rolling day off so at least I'd have a few weekends a year to spend with the family (and so I've not "off" on one of the lightest day of the week) but haven't had any favorable responses from the DOM or staffing office.

The other issue is that as a part timer, the SA day is paid at normal rate, without the meal break, so effectively I'm going to work on my day off to be paid less! This doesn't make sense to me. Is there any easy way round this? Am I right in thinking if I was on a rolling day off and did overtime on my day off that I'd have a paid break?

Cheers

if you go beyond 40hrs you should be paid at s/a rate of an s/a regardless of whether or not you are the holder otherwise you are performing ad hoc work which attracts a lower premium which it clearly isn't.
Work that attracts s/a payment is any piece of work that requires regular and reliable coverage, either on a daily, weekly, fortnightly or even monthly basis.
If for arguments sake the holder is off does this work still need covering, it is in the budget to pay for this 52 weeks of the year, so therefore it still needs covering.