Holiday overtime pay.

Post by **TrueBlueTerrier** » 03 May 2018, 20:31

charlatans wrote:Hi all. I work as a processing engineer in a mail centre. i work a 5 week rota which includes a 10.5 hour sunday. What is the criteria for being paid for this overtime when on holiday as we have never been paid for this when on holiday, I believe other sections get paid o/t holiday pay. is this correct.

At the moment the ONLY overtime that is paid when on holiday os Scheduled Attendance. The voluntary overtime and annual leave issue is still going through the courts. But the CWU has said repeatedly that they are in discussions over it with Royal Mail.

Post by **charlatans** » 03 May 2018, 21:51

Thanks trueblue. The problem with it is that it is my Sunday is not voluntary. I have to get a colleague to do it if i'm off. It has never been termed as scheduled either. If it is not "scheduled" can i tell the boss's to cover it themselves if i want the day off.

rehabron · Post by **rehabron** » 04 May 2018, 10:39

charlatans wrote:Hi all. I work as a processing engineer in a mail centre. i work a 5 week rota which includes a 10.5 hour sunday. What is the criteria for being paid for this overtime when on holiday as we have never been paid for this when on holiday, I believe other sections get paid o/t holiday pay. is this correct.

As far as I am concerned this 10.5 hour Sunday is included in your duty rota and expected to be worked on maintaince cover and therfore is compulsory and should be averaged out if the weeks of your annual leave does not include a week where you would be working on a Sunday.
Other sections would have their SA included within their holiday pay although your 10.5 hour Sunday may not be paid at the SA rate it would still be necessary to cover.
How it gets covered if the Sunday has not been signed for as a scheduled attendance agreement by you will have to be checked with your manager.
Another point to consider if you had a sickness absence is the Sunday classed as a working day to you.
I am assuming that in the 5th week thay you have to attend on a Sunday you do not have a mid-week day off to compensate for the Sunday working.

Post by **charlatans** » 04 May 2018, 18:55

Thanks rehabron.
The Sunday is paid as overtime, there is no time off during the rota attached to it. Its always been an anomaly in our rota. I want to get it sorted before we negotiate or get told were doing a rota that includes a Saturday nightshift. Obviously getting monies that are due to us is also important.

rehabron · Post by **rehabron** » 06 May 2018, 11:53

charlatans wrote:Thanks rehabron.
The Sunday is paid as overtime, there is no time off during the rota attached to it. Its always been an anomaly in our rota. I want to get it sorted before we negotiate or get told were doing a rota that includes a Saturday nightshift. Obviously getting monies that are due to us is also important.

If you are working a 10.5 hr Sunday every 5th week over and above your contracted hours and the business requires you to attend this should be classed as scheduled attendance and paid at SA rates.
This then would be averaged out to be incorporated into your holiday pay entitlement so there is no financial loss to you when on annual leave as you have been used to receiving an increase in your payslip every 5th week.
You will realise that if this Sunday is to form a scheduled attendance agreement it becomes your responsibility to find a replacement if unable to attend unless your Sunday falls into the week when you are on A/L.
On the other hand if you are only in receipt of O/T rate then you can refuse to work the Sunday as this would be voluntary unless you have signed a document to the contrary.
It seems that the business wants the best of both worlds by you agreeing to attend every 5th Sunday but are not willing to pay you the correct rate and exclude from you holiday pay packet.
You need to collectively bring this issue up with your union rep to negotiate on your behalf.

Post by **charlatans** » 06 May 2018, 18:13

Thanks Rehabron.
My rep has contacted H.R and is awaiting a Response. I've Been running it past the rest of the engineers. Maybe R.M forgot about us.
I had Brought it up with the union ten years or so ago when i saw scheduled overtime was included in pay deals but not our Sundays.
Fear we are too small a cog in the machine to worry about since we joined the BIG union.

Post by **Navalron** » 06 May 2018, 20:24

You may be a small cog in the machine as you say but it they come don't turn nothing goes anywhere and that's more true these days where mostly everything is machine worked/,sorted in some way of other.

Post by **charlatans** » 06 May 2018, 21:56

The way i was thinking about it was that Royal mail were breaking the law by not paying us holiday o/t payments on involuntary o/t. That should be a given. Not raising the rate saying its not scheduled is more debatable.

Creditshampoo · Post by **Creditshampoo** » 07 May 2018, 12:39

Grievance it

rehabron · Post by **rehabron** » 08 May 2018, 08:05

charlatans wrote:The way i was thinking about it was that Royal mail were breaking the law by not paying us holiday o/t payments on involuntary o/t. That should be a given. Not raising the rate saying its not scheduled is more debatable.

https://www.personneltoday.com/hr/holid ... firms-eat/" onclick="window.open(this.href);return false;

Post by **charlatans** » 08 May 2018, 10:06

Cheers rehabron.

That's a cracker. I will show it to my Union rep today. Looks like HR will have to get the finger out. Will need to get it sorted as we could be losing two more duties and several retirements are close. a lot of this is covered on overtime at the moment.

scirocco'r' · Post by **scirocco'r'** » 13 May 2018, 18:10

The shift or section manager should recruit and train.
If it is not SA it is a structural gap in his resourcing.
This puts the operation at risk.
He is not resourcing to workload !