IloveMYredTROLLEY! wrote:So any OPG who was not due to work this Friday, regardless of their post delivery methods revision shift pattern, should get a bank holiday credit day added to their annual leave tally?
Does it make a difference if an OPG works 39/30/22.5 hours?
I'm still not entirely sure that I have been given a BH credit from Boxing Day 2012, when it was a scheduled day off anyway, the same applies to a colleague who is on a different hours contract than me.
... Another shambolic grey area that I'm not aware of being clarified in black and white since P&L, where employment law says says one thing and RM contracts have not been formally changed (including notifying affected individuals, like 22.5 hour PT that went from 4.5hr 5-day weeks to 7.5hr 3-day weeks).
from the harmonisation agreement
"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. "