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Holidays and Bank holidays

Holidays and Bank holidays

I have a part time member of staff who does not work on a Monday. A disproportionate number of Bank Holidays land on a Monday.

So if a full time member of staff is getting 25 days holiday plus bank holidays (8?),
so a total of 33, then I think it is fair for the part timer to get a total of 26.5. The 26.5 to include any bank holidays that land on her normal working day.

Does that seem reasonable? I just want to be fair and logical.

David
David James

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16th Oct 2008 11:19

Dear PT Acct.....
I am afraid that paper returns is as much a reflection on this person than yourself

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16th Oct 2008 08:51

It depends how tight you wish to be!
Hi David

We had the same situation some years ago. Given that we were not so stingy as to pro-rate bank holidays for part timers, we simply said 'what would the situation be if the person took off any other day of the week?'. The answer was that she would get every bank holiday off with full pay. So we simply agreed to pay her an extra day's pay for every week in which a (Monday) bank holiday fell.

We then, of course, had a job's worth who didn't work on Fridays who demanded the same for Good Friday every year. Fair enough, I suppose.

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By Anonymous
15th Oct 2008 21:58

Actually I don't work Mondays...
The reason I replied is merely that I failed to understand your point re part timers with paper returns.

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15th Oct 2008 17:49

Dear Part Ime Monday working Accountant....
all I can say is that they should have had a full time workers hours deducted for each Monday they "had off" and I am surprised that the Full timers didnt twig that the part timers were having it so good .....

Ok I did duck when I put the last posting as well for all those plate weilding part timers
regards
[email protected]

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By Anonymous
15th Oct 2008 17:34

From a part timer
Bill - paper returns?? Are us part timers less likely to be up to speed with filing online??

On to the question, I'd agree that it should be part time hrs/full time hrs x (holiday and bank holidays).

Of course some part timers have been in the situation where they have always worked Mondays and are used to getting the whole day off fully paid. You can't just change those people over to the pro rata approach without their consent. For new people it is the sensible approach though.

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By Anonymous
15th Oct 2008 11:47

It gets more complex
if they work different hours each day - it is not unusual to have a couple of late finishes in a week to spread 9-5 cover over the part-time pool.

But in David's situation I would do as he suggests.

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15th Oct 2008 10:07

Well it could all come down .....
to whether the person is engaged for say X hours per week when the full timers are employed for Y hours per week.

Your calculation would be approx right for someone working 4 days instead of 5 i.e. roughly 4/5ths

However what if instead of that they are working 30 hours instead of 40 hours per week. Then in fairness the part timer should get X/Y times the holidays of the full timers viz. 3/4ths.

However the mischeif can be if the part timer not only works 4 days out of 5 say but also works less than a full day on the working days. In this instance then of course for each working day taken off the part timer will only be getting less hours per day off and will feel badly done to if you go on a daily basis. Clearly answer might be to discuss it with all staff present and my choice would be pro rata on basis of hours worked per week and day off counted as number of hours that would normally be worked on a day of attendance (including bank holidays)

Of course you could take the line that its their hard luck that they chose not to work on a Monday.... ok only joking to all those part time accountants getting ready to file their paper returns by the end of the month
regards
[email protected]
http://www.wamstaxltd.com

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