Hello I am looking for some information regarding the above tittle and how they are credited as it could help benefit the part timers and maybe some full timers in our office as I think the manager is shafting them by not giving them any bank holiday credits.
If the part timers day off falls on a bank holiday they are told that it is just bad luck and tough they are not entitled to a day back.
Others who work a 4 day week, when they are off on annual leave during a bank holiday week the manager changes their leave cards so that their days off for that week change and they no longer qualify for the holiday credits.
Others who's days off fell during the queens jubilee were told tough you dont get them
What are the official guidelines concerning bank holiday credits? who is entitled to them and when
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bank holiday entitlements
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graffi
- MAIL CENTRES/PROCESSING
- Posts: 186
- Joined: 30 Mar 2009, 11:34
- Gender: Male
Re: bank holiday entitlements
If we are looking at say people who make 2 attendances per week, then they should receive two-fifths of the standard 8 bank holidays per year (with a three attendance person getting 3/5ths of the 8 BH entitlement etc). Once you have determined how many BHs someone is due over the course of the year, you then allocate which BHs are BH's to these people (so for a 2 day worker due 3BHs you might say 25th/26th December and 1st of Jan for instance). On these nominated BH's you apply normal BH credit policy i.e. credits equivalent to the scheduled duty time if the BH coincides with duty, or an average attendance credit if the BH coincides with a rest day, with work performed on those days being payable at BH overtime rates. However for the other BH's which are not BH's to these people (so the other 5 BH's to which the 3 day worker is not entitled to), obviously do not attract any credits or BH overtime entitlement, as they are not BH's to these people. In these weeks people should work the hours to which they are contracted, and if th BH means offices are closed etc then the attendance would need to be rescheduled elsewhere.
Harmonisation Agreement
1. It was agreed during the 1994 Union of Communication Workers (UCW) and 1995 Communication Workers Union (CWU) pay awards that all terms and conditions for less than full-time employees would be harmonised with those of full-time employees. These agreements were accepted by the Communication Workers Union (CWU) after a ballot.
This directive sets out the arrangements that will ensure that all such terms and conditions for employees represented by the Communication Workers Union (CWU) are fully harmonised. This will not affect or alter the terms and conditions of employees with casual contracts of employment (full or part-time), nor does it alter any distinctions that exist between permanent and temporary contracts of employment. Special arrangements apply to Job Sharers where two individuals "share" a full-time job.
2. These arrangements will be implemented in full from 5 January 1998. On that date the relevant parts of previous pay agreements that led to differences in terms and conditions for part-time employees (and in particular those parts of the 1985 Securing Future Mails Business (SFMB) and 1998 Shorter Working Week agreements) will cease.
3. Within the implementation of full harmonisation, Royal Mail has agreed to compensate part-time employees in recognition of the lower level of Unconsolidated Permanent Addition to Pay (UPAP) payments made since 1 October 1995.
Terms & Conditions Following Harmonisation
--------------------------------------------------------------------------------
4. This directive removes the historical distinctions between full and part-time employees, who will in future be considered as employees of the same grade but with different contractual hours. All other distinctions between old classifications such as Allowance Deliverer, Part time, Auxiliary, Associate, or Sunday Only Associate, will now cease.
5. Basic pay and all fixed elements of pay (Recruitment and Retention Incentive Scheme (RRIS)) , pay supplements, allowances, etc.) will be paid to part-time employees under the same rules as currently exist for full-time employees but with the amounts being pro-rata to conditioned hours. Elements of pay paid in relation to hours worked (e.g. Sunday Premium) will be earned on the same basis by full and part-time employees.
6. Rules applying to all other elements of pay will be applied on the same basis to full-time and part-time employees.
7. There will be no distinction between full-time and part-time employees for sick pay purposes. Existing full-time entitlements (for permanent and temporary employees) will be extended to all part-time employees (with permanent and temporary contracts respectively) irrespective of contractual hours.
8. Common and equal arrangements for the allocation of overtime and Scheduled Attendance will apply in all units to full and part-time employees, so that the opportunity to work overtime is unaffected by employees' full or part-time status.
9. Overtime of Scheduled Attendance for part-time employees will in all cases be paid at single rate until the total hours worked (i.e. contractual hours plus single-rate overtime hours) equals the full-time weekly or monthly conditioned hours for the grade. Single rate overtime will be paid at the basic hourly rate for the grade, plus the hourly value of any assigned allowances and other fixed elements of pay (i.e. Recruitment and Retention Incentive Scheme (RRIS))
10. Where a part-time employee picks up a Scheduled Attendance running before or after their conditioned attendance, this should generally be incorporated into their basic contractual hours.
11. Any hours worked above full-time conditioned hours during a given week or month will be paid at the same overtime rate(s) that apply to a full-time employee of the same grade. Overtime and Scheduled Attendance (SA) hours will count together for this purpose, with the order in which the hours are reckonable being that there is a variety of rates within each category, the highest rate will be counted first and the lowest last (i.e. in line with existing arrangements).
12. Hours worked on Sunday will be paid to part-time employees at the same rates as currently apply to full-time employees.
13. Annual leave entitlements for part-time employees will be based on length of service, as for full-time employees, and service will not be reduced or adjusted because employees are part-time. If a whole week's leave is broken into odd days, it will be equivalent to the number of attendance's to which the part-time employee is conditioned during that week.
Any balance of entitlement in odd days for employees conditioned to three or fewer attendances during a week will be reduced pro-rata to a five day week (rounded to the nearest half day). The same arrangements will apply to full-time employees in the same position.
14. The annual Bank, Public and Royal Mail Group Holidays will give part-time employees an equivalent benefit of full-time employees. Part-time employees conditioned to at least four weekly attendance's will be entitled to the same number of days off as full-time employees, and where their attendance is constructed so as to "miss" a particular holiday an equivalent day off should be given as near to the appropriate holiday as possible.
Where a part-time employee is conditioned to three or fewer weekly attendance's, the total entitlement should be reduced pro-rata to a five day week (rounded to the nearest half day). Where the pattern of their attendance would either "miss" or "hit" fewer or more holidays than the entitlement then it should be adjusted accordingly during the weeks adjacent to the holidays concerned. Wherever possible this should be done by pre-scheduling the desired attendance pattern in advance across the year. The same arrangements will apply to full-time employees in the same position.
15. Arrangements for the selection of leave will operate equally for full and part-time employees within any leave unit, such that the opportunity to select leave is unaffected by an employees full or part-time status.
16. Common and equal seniority arrangements based on length of service will apply to full-time and part-time employees. and service will not be reduced or adjusted because employees are part-time. For any particular grade a common list will cover all employees irrespective of contractual hours.
17. Part-time secretaries will in future be conditioned to a gross hour week as are existing full-time employees. All existing part-time attendance's will be revised to incorporate a paid meal break in line with the new entitlements.
18. Uniform entitlements will be equal for full and part-time employees.
19. Training and development opportunities will as far as is possible be open on an equal basis to full and part-time employees.
Harmonisation Agreement
1. It was agreed during the 1994 Union of Communication Workers (UCW) and 1995 Communication Workers Union (CWU) pay awards that all terms and conditions for less than full-time employees would be harmonised with those of full-time employees. These agreements were accepted by the Communication Workers Union (CWU) after a ballot.
This directive sets out the arrangements that will ensure that all such terms and conditions for employees represented by the Communication Workers Union (CWU) are fully harmonised. This will not affect or alter the terms and conditions of employees with casual contracts of employment (full or part-time), nor does it alter any distinctions that exist between permanent and temporary contracts of employment. Special arrangements apply to Job Sharers where two individuals "share" a full-time job.
2. These arrangements will be implemented in full from 5 January 1998. On that date the relevant parts of previous pay agreements that led to differences in terms and conditions for part-time employees (and in particular those parts of the 1985 Securing Future Mails Business (SFMB) and 1998 Shorter Working Week agreements) will cease.
3. Within the implementation of full harmonisation, Royal Mail has agreed to compensate part-time employees in recognition of the lower level of Unconsolidated Permanent Addition to Pay (UPAP) payments made since 1 October 1995.
Terms & Conditions Following Harmonisation
--------------------------------------------------------------------------------
4. This directive removes the historical distinctions between full and part-time employees, who will in future be considered as employees of the same grade but with different contractual hours. All other distinctions between old classifications such as Allowance Deliverer, Part time, Auxiliary, Associate, or Sunday Only Associate, will now cease.
5. Basic pay and all fixed elements of pay (Recruitment and Retention Incentive Scheme (RRIS)) , pay supplements, allowances, etc.) will be paid to part-time employees under the same rules as currently exist for full-time employees but with the amounts being pro-rata to conditioned hours. Elements of pay paid in relation to hours worked (e.g. Sunday Premium) will be earned on the same basis by full and part-time employees.
6. Rules applying to all other elements of pay will be applied on the same basis to full-time and part-time employees.
7. There will be no distinction between full-time and part-time employees for sick pay purposes. Existing full-time entitlements (for permanent and temporary employees) will be extended to all part-time employees (with permanent and temporary contracts respectively) irrespective of contractual hours.
8. Common and equal arrangements for the allocation of overtime and Scheduled Attendance will apply in all units to full and part-time employees, so that the opportunity to work overtime is unaffected by employees' full or part-time status.
9. Overtime of Scheduled Attendance for part-time employees will in all cases be paid at single rate until the total hours worked (i.e. contractual hours plus single-rate overtime hours) equals the full-time weekly or monthly conditioned hours for the grade. Single rate overtime will be paid at the basic hourly rate for the grade, plus the hourly value of any assigned allowances and other fixed elements of pay (i.e. Recruitment and Retention Incentive Scheme (RRIS))
10. Where a part-time employee picks up a Scheduled Attendance running before or after their conditioned attendance, this should generally be incorporated into their basic contractual hours.
11. Any hours worked above full-time conditioned hours during a given week or month will be paid at the same overtime rate(s) that apply to a full-time employee of the same grade. Overtime and Scheduled Attendance (SA) hours will count together for this purpose, with the order in which the hours are reckonable being that there is a variety of rates within each category, the highest rate will be counted first and the lowest last (i.e. in line with existing arrangements).
12. Hours worked on Sunday will be paid to part-time employees at the same rates as currently apply to full-time employees.
13. Annual leave entitlements for part-time employees will be based on length of service, as for full-time employees, and service will not be reduced or adjusted because employees are part-time. If a whole week's leave is broken into odd days, it will be equivalent to the number of attendance's to which the part-time employee is conditioned during that week.
Any balance of entitlement in odd days for employees conditioned to three or fewer attendances during a week will be reduced pro-rata to a five day week (rounded to the nearest half day). The same arrangements will apply to full-time employees in the same position.
14. The annual Bank, Public and Royal Mail Group Holidays will give part-time employees an equivalent benefit of full-time employees. Part-time employees conditioned to at least four weekly attendance's will be entitled to the same number of days off as full-time employees, and where their attendance is constructed so as to "miss" a particular holiday an equivalent day off should be given as near to the appropriate holiday as possible.
Where a part-time employee is conditioned to three or fewer weekly attendance's, the total entitlement should be reduced pro-rata to a five day week (rounded to the nearest half day). Where the pattern of their attendance would either "miss" or "hit" fewer or more holidays than the entitlement then it should be adjusted accordingly during the weeks adjacent to the holidays concerned. Wherever possible this should be done by pre-scheduling the desired attendance pattern in advance across the year. The same arrangements will apply to full-time employees in the same position.
15. Arrangements for the selection of leave will operate equally for full and part-time employees within any leave unit, such that the opportunity to select leave is unaffected by an employees full or part-time status.
16. Common and equal seniority arrangements based on length of service will apply to full-time and part-time employees. and service will not be reduced or adjusted because employees are part-time. For any particular grade a common list will cover all employees irrespective of contractual hours.
17. Part-time secretaries will in future be conditioned to a gross hour week as are existing full-time employees. All existing part-time attendance's will be revised to incorporate a paid meal break in line with the new entitlements.
18. Uniform entitlements will be equal for full and part-time employees.
19. Training and development opportunities will as far as is possible be open on an equal basis to full and part-time employees.
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gerardy
- Posts: 315
- Joined: 21 Feb 2009, 12:14
- Gender: Male
Re: bank holiday entitlements
Thank you for the long and detailed reply but can I have the short laymans answer.
If your day off falls on a public holiday are you entitled to a day back yes or no?
For people working a 4 day week with scheduled days off can the manager change your days off just to avoid paying you the bank holiday credits?
Anyone who's day off fell during the queens jubilee are they entitled to these days back or do they lose them?
Any information or pointers in the right direction are greatly appriciated.
A BIG THANK YOU FOR ANY REPLIES
If your day off falls on a public holiday are you entitled to a day back yes or no?
For people working a 4 day week with scheduled days off can the manager change your days off just to avoid paying you the bank holiday credits?
Anyone who's day off fell during the queens jubilee are they entitled to these days back or do they lose them?
Any information or pointers in the right direction are greatly appriciated.
A BIG THANK YOU FOR ANY REPLIES
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albebb
- Posts: 83
- Joined: 18 Feb 2011, 18:16
- Gender: Male
Re: bank holiday entitlements
14. The annual Bank, Public and Royal Mail Group Holidays will give part-time employees an equivalent benefit of full-time employees. Part-time employees conditioned to at least four weekly attendance's will be entitled to the same number of days off as full-time employees, and where their attendance is constructed so as to "miss" a particular holiday an equivalent day off should be given as near to the appropriate holiday as possible.
or failing that the rota shouldn't be altered just to make people be off on bank holidays.if the duties set days off for that week happen to fall on a bank holiday then so be it, but if they don't then managers shouldn't be able just to change it in order to save themselves a bit of budget.
or failing that the rota shouldn't be altered just to make people be off on bank holidays.if the duties set days off for that week happen to fall on a bank holiday then so be it, but if they don't then managers shouldn't be able just to change it in order to save themselves a bit of budget.
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arnold cheshire
- Posts: 5309
- Joined: 14 Oct 2010, 21:28
- Gender: Male
- Location: england
Re: bank holiday entitlements
if he changes your days off from say mon and tue to wed and thur your laughing anyway as you would get the bank holiday monday and wed and thur offgerardy wrote:Thank you for the long and detailed reply but can I have the short laymans answer.
If your day off falls on a public holiday are you entitled to a day back yes or no?
For people working a 4 day week with scheduled days off can the manager change your days off just to avoid paying you the bank holiday credits?
Anyone who's day off fell during the queens jubilee are they entitled to these days back or do they lose them?
Any information or pointers in the right direction are greatly appriciated.
A BIG THANK YOU FOR ANY REPLIES
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chrismurray
- Posts: 4
- Joined: 25 Sep 2011, 19:46
- Gender: Male
Re: bank holiday entitlements
I have two bank Holidays which fell during annual leave; am I entitled to days off 'in lieu' of these?
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feduppostie
- Posts: 947
- Joined: 24 Jun 2007, 19:46
Re: bank holiday entitlements
short answer no - the new PSP system does not take any leave for days which are bank holidays
ie if you book a week off and a bank holiday is in it, the system will only take 4 days instead of 5 ( or one less than a full week for whatever pattern you do)
ie if you book a week off and a bank holiday is in it, the system will only take 4 days instead of 5 ( or one less than a full week for whatever pattern you do)
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bimwhoop
- Posts: 5
- Joined: 04 Nov 2011, 22:20
- Gender: Male
bank holiday entitlements
I know this is an old post but I have a funny one. Due to unforeseen circumstances I have had to reduce my contract to a Tuesday, Wednesday and Thursday only. From what I have been reading I am to be treated fairly and equally to a full time worker. I know I do not work Mondays but it seems I am being disadvantaged just by not working a certain day, so in theory my day off will always be on a monday. Surely I should get credit for these Mondays I do not work? I know that some people will say tough but I gave a list of days that I could work namely mon to thur and they chose tue to thur. Making it easier for the scheduling manager to just slot me in on those three days. I am beginning to think they did it this way to save a few pennies on me not working mondays.
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IloveMYredTROLLEY!
- EX ROYAL MAIL
- Posts: 1923
- Joined: 02 Apr 2010, 06:54
- Gender: Male
bank holiday entitlements
Anyone who works a 4-day week in the UK has exactly the same bank holiday allowance as someone working 5 days or more, all standard 8 bank holidays (or more for special one-offs like the Royal wedding a few years back).
But if you work 3 days per week or less, your annual bank holiday allowance is proportional to to how many days you work over 5. So 3-day PT OPG gets 3/5 (60%) of the standard 8 bank holiday days, 4.8, added to their standard holidays allowance of 22.5 days (27.3 days) which is then rounded up to 28 leave.
As far as I'm aware.
But if you work 3 days per week or less, your annual bank holiday allowance is proportional to to how many days you work over 5. So 3-day PT OPG gets 3/5 (60%) of the standard 8 bank holiday days, 4.8, added to their standard holidays allowance of 22.5 days (27.3 days) which is then rounded up to 28 leave.
As far as I'm aware.
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TrueBlueTerrier
- FORUM ADMINISTRATOR
- Posts: 72675
- Joined: 30 Dec 2006, 10:29
- Gender: Male
- Location: On my couch
bank holiday entitlements
IloveMYredTROLLEY! wrote:Anyone who works a 4-day week in the UK has exactly the same bank holiday allowance as someone working 5 days or more, all standard 8 bank holidays (or more for special one-offs like the Royal wedding a few years back).
But if you work 3 days per week or less, your annual bank holiday allowance is proportional to to how many days you work over 5. So 3-day PT OPG gets 3/5 (60%) of the standard 8 bank holiday days, 4.8, added to their standard holidays allowance of 22.5 days (27.3 days) which is then rounded up to 28 leave.
As far as I'm aware.
Spot On.
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IloveMYredTROLLEY!
- EX ROYAL MAIL
- Posts: 1923
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bank holiday entitlements
I've just realised my 3-day example is wrong as regards total holiday leave!TrueBlueTerrier wrote:IloveMYredTROLLEY! wrote:Anyone who works a 4-day week in the UK has exactly the same bank holiday allowance as someone working 5 days or more, all standard 8 bank holidays (or more for special one-offs like the Royal wedding a few years back).
But if you work 3 days per week or less, your annual bank holiday allowance is proportional to to how many days you work over 5. So 3-day PT OPG gets 3/5 (60%) of the standard 8 bank holiday days, 4.8, added to their standard holidays allowance of 22.5 days (27.3 days) which is then rounded up to 28 leave.
As far as I'm aware.
Spot On.
A 3-day OPG gets 13.5 days leave as standard, before any Purchase Of Annual Leave or long service additions, which is four and a half weeks.
So 13.5 days plus the 4.8 bank holiday allowance gives 18.3 days total (rounded to 19), if they are on a rota that means bank holidays fall on their scheduled day off. To get any of these extra holiday credits, you would need Monday to be a scheduled day off, most years (I think).
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Novakt
- Posts: 2
- Joined: 04 Apr 2013, 12:22
- Gender: Male
bank holiday entitlements
Here is one for You guys.
If anybody could clear this for me please.
I work 2 days -25h contract (Saturdays 04:00 -17:00) and (Sundays-into a Monday 16:00 -04:00).
Whenever B/H comes on Monday our office is closed on Sunday, and Sunday Shift is moved to Mondays and i am expected to work that B/H
So: some would think that i gain Sunday - is not true -cause i simply move one day forward and working hours within period of weeks remains same)
While other RM employees enjoy extra day off.
If X-mas come on Sat/Sun then i gaining that Saturday but have to work on Tuesday as it would be Sunday.
I do not benefit of a Bank Holidays as i should . And no one can explain to me clearly "black&white" what is my entitlement.
Also i missing out on any other B/H that is in my rest week day like , Good Friday or NYday Xmas/Box day( if comes up on Mon-Fri)
according to my RM leave i am entitle to 117.5 hours (over 10years service) -based on irregular working hours (4 weeks 3.5days)
according to RM B/H entitlement for workers attending 3 or less times, it comes as 3 days.
What would mean 3 days (3.2 days rounded to nearest half day =gives 3) in my case?
- would that be 3 shifts/attendances that comes on B/H i can have off?
- which would mean additional 3x12h leave to my entitlement?
or as
3 days pro-rata towards 25h (5h x 5days)
which would give me 15h of a bank holiday entitlement
which would be even less than statutory paid leave entitlement
Statutory paid leave 5.6 weeks (including 8x B/H)
for irregular part timer is 5.6 x 25(working week hours) =140H including B/H
i think RM should give fair 8h(7h48m) for each B/H day to full and appropriately pro rata to their contracted hours to part time.
This would be fair.
Those whose office is closed and do not have to work would not see difference.
For those working
If anybody could clear this for me please.
I work 2 days -25h contract (Saturdays 04:00 -17:00) and (Sundays-into a Monday 16:00 -04:00).
Whenever B/H comes on Monday our office is closed on Sunday, and Sunday Shift is moved to Mondays and i am expected to work that B/H
So: some would think that i gain Sunday - is not true -cause i simply move one day forward and working hours within period of weeks remains same)
While other RM employees enjoy extra day off.
If X-mas come on Sat/Sun then i gaining that Saturday but have to work on Tuesday as it would be Sunday.
I do not benefit of a Bank Holidays as i should . And no one can explain to me clearly "black&white" what is my entitlement.
Also i missing out on any other B/H that is in my rest week day like , Good Friday or NYday Xmas/Box day( if comes up on Mon-Fri)
according to my RM leave i am entitle to 117.5 hours (over 10years service) -based on irregular working hours (4 weeks 3.5days)
according to RM B/H entitlement for workers attending 3 or less times, it comes as 3 days.
What would mean 3 days (3.2 days rounded to nearest half day =gives 3) in my case?
- would that be 3 shifts/attendances that comes on B/H i can have off?
- which would mean additional 3x12h leave to my entitlement?
or as
3 days pro-rata towards 25h (5h x 5days)
which would give me 15h of a bank holiday entitlement
which would be even less than statutory paid leave entitlement
Statutory paid leave 5.6 weeks (including 8x B/H)
for irregular part timer is 5.6 x 25(working week hours) =140H including B/H
i think RM should give fair 8h(7h48m) for each B/H day to full and appropriately pro rata to their contracted hours to part time.
This would be fair.
Those whose office is closed and do not have to work would not see difference.
For those working