Day in lieu???

[fishtank]

If a saturday only contract got 30 days he would only work 5 months of the year.
He gets 6 days which equates to 6 weeks holidays.
Somebody on a 3 day week gets 18 days which equates to 6 weeks.
Somebody on a 5 day week gets 30 days which equates to 6 weeks.
You are on a 4 day week,get 24 days which equates to 6 weeks.

[TrueBlueTerrier]

I've paid for extra days
I had 6 weeks -30days
Duty has changed now I'm getting 24 days from my 6 weeks
Though gaffer has me
Down for 5 days each week which equates to 30
But I only working 4 days

See what I'm saying

No

if you work 5 days a week then 6 weeks holiday is 30 days

if you work 4 days a week then 6 weeks 24 days.

if you work 3 days a week then 6 weeks is 18....... etc

However, if you work 30 hours a week (either over 4 or 5 days) then you get 180 hours under the new system.

The bit that confuses me is "Though gaffer has me Down for 5 days each week which equates to 30 But I only working 4 days"

So are you working 30 hours over 5 days - then you should get 30 days leave (180 hours)
or are you working 30 hours over 4 days - then you should get 24 days and (180 hours),
and then working the 5th day on overtime - in that case the 5th day won't figure in your holiday calculation.

[betfair]

7 an a half mate

[betfair]

Been here 10 years
Now working 30 hours over 4 days
But am paying extra to have 6 weeks off
I've just changed from a 5 day week to a 4 day
Surely I should still be getting thirty days
Otherwise I'm paying for days off I'm not getting

[TrueBlueTerrier]

Been here 10 years
Now working 30 hours over 4 days
But am paying extra to have 6 weeks off
I've just changed from a 5 day week to a 4 day
Surely I should still be getting thirty days
Otherwise I'm paying for days off I'm not getting

No

you work 4 days a week

for 6 weeks off you need to use 24 days ( 6 x 4 working days) ....... You don't need any days holiday to cover days you are not due to work.

EDIT: You do not buy holiday to take it to 30 days leave - you buy it to take it to 6 weeks annual leave (either 6 x your weekly hours - or 6 x your working days)

[TrueBlueTerrier]

7 an a half mate

what does that mean - you have confused me.

[weakerthan]

Although this is fascinating......does anyone have any more input about my lieu day?

[graffi]

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.