2 x 8 hour days - bank holiday entitlement

[Stella102]

if a postman works 2 fixed days a week (thur/fri) meaning mon,tue, wed sat always day off. What is their entitlement regarding bank holidays. in the past year 5 bank holidays have fallen on monday so do they get this pro rata or none at all. Is there any paperwork to clarify this.

Many thanks

[aiden01]

if a postman works 2 fixed days a week (thur/fri) meaning mon,tue, wed sat always day off. What is their entitlement regarding bank holidays. in the past year 5 bank holidays have fallen on monday so do they get this pro rata or none at all. Is there any paperwork to clarify this.

Many thanks

don,t think there is any entitlement and majority of bank holidays are on a mon.

[IloveMYredTROLLEY!]

An OPG on a two day week is legally entitled to 11.2 holiday days in a full year, which can include bank holidays and cannot be rounded down.

https://www.gov.uk/calculate-your-holid ... l-year/2.0" onclick="window.open(this.href);return false;

9 of those days will come from the basic RM entitlement of 4.5 weeks of holiday per year, the other 2.2 days (rounded up to 3?) should come from bank holidays.

For an OPG on a three day week, they are legally entitled to 16.8 holiday days per year, of which 3.3 days (rounded up to 4) should come from bank holidays.

etc.

[rogersh]

An OPG on a two day week is legally entitled to 11.2 holiday days in a full year, which can include bank holidays and cannot be rounded down.

https://www.gov.uk/calculate-your-holid ... l-year/2.0" onclick="window.open(this.href);return false;

9 of those days will come from the basic RM entitlement of 4.5 weeks of holiday per year, the other 2.2 days (rounded up to 3?) should come from bank holidays.

For an OPG on a three day week, they are legally entitled to 16.8 holiday days per year, of which 3.3 days (rounded up to 4) should come from bank holidays.

etc.

Should it be calculated as 2/5ths of 8 bank holidays = 3.2 days plus 2/5ths of 22.5 days (4.5 weeks) = 9 days = Total 12.2

11.2 is 2/5ths of 28 days MINIMUM entitlement ( i.e 4 weeks plus 8 B/H ) . I believe our basic entitlement is above the minimum by 2.5 Days - being 30.5 Days.

Leave is supposed to be given in hours;
The main change as a consequence of PSP is the allocation of leave in hours instead of days and we have been attempting to reach a satisfactory position on this sensitive subject that is fair to all employees and in line with existing national agreements

EDIT 14/09/15
Annual leave
There is no material change to the amount of leave which employees are entitled to. Annual leave will continue to be allocated to employees based on the hours they work and their contractual entitlements in terms of leave. However the PSP will record and process annual leave in hours instead of days, meaning that leave entitlements will be reduced by the actual hours and minutes taken – not days as is current practice. This means that leave can now be taken in hours if a full day is not required.

For example an employee contracted to work on a Tuesday for 6 hours will have 6 hours deducted from their leave entitlement rather than 1 day, alternatively an employee contracted to work 9 hrs will have 9 hours deducted rather than 1 day.

The leave year will continue to run from April to March. Leave entitlements will be rounded up to the nearest half day and will then be converted into hours. When leave is taken, it will be reduced by hours and minutes with no rounding, except by the conversion to decimals. This is the only change to annual leave. Leave entitlements and the principles of how this is allocated will not be changing whatsoever.
Where someone starts or leaves part way through the year their leave entitlement will be pro-rated by dividing their contractual entitlement by (the total number of days in the holiday year divided by those remaining).

Leave reserves will continue to have their annual leave allocated in days converted to standard 8 hour days. Therefore a day is a standard day for leave, absence, pay deductions etc.

Communications, training and support will be provided to Bookroom staff on how to manage this transition from annual leave in days to hours. This will be rolled out as part of the PSP roll out so not all regions will change at the same time.

The amount of days left at the end of the entitlement year for an employee will be carried over automatically in the system. Negative leave balances created due to transition to the new system will be waived.
Where an individual wishes to take a days leave but has a shortfall in remaining hours to do so they will be allowed, in agreement with their manager, to draw the shortfall in hours down from next years leave allocation with that leave allocation being adjusted accordingly.

The annual leave purchase scheme remains unaffected by this change over to PSP.
Bank & Public Holidays

Normal Bank Holiday arrangements will continue to apply. Employees who work a bank holiday will continue to get either overtime or a day in lieu. The number of hours worked on the Bank Holiday will be credited back into the annual leave quota* (as a bank holiday day off in lieu). The system automatically credits hours worked back to the employee when the correct bank holiday payment is selected. Arrangements for part timers will continue to be pro-rated to ensure everyone is treated fairly regardless of the days in the week they work.
*For clarity where an individual works 2 hours or more and they choose a day in lieu they will be credited with hour’s equivalent to their average attendance for that week.

Where an individual’s rest day coincides with a Bank Holiday they will have the option of being credited with a day in lieu equivalent to the hours they would normally work on that day or alternatively they can claim BH excess equivalent to the hours they would normally work on that day