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Added for You - Are Your Part-Time Staff Entitled To Time Off In Lieu Of Bank Holidays?
Opt in traffic is the best way to market your internet business. When building a stable internet business with a solid foundation it is essential to build an opt in list. You can mainly do this by driving traffic to a squeeze page and getting the visitor to subscribe. In return they will receive a valuable free report. Now the important thing is that you can send your email visitor valuable newsletters or a six week email course. You can also follow up with multiple email messages presenting targeted offers related to that specific niche. This can be very profitable if you know how to do this.The most important part of opt in traffic marketing is that you need a very good squeeze page. You need to test this. If you are driving t
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of on
Depreciation is a way of deducting the purchase cost of a major capital asset, like the land and buildings of your commercial real estate, from your taxes over a fixed period of time, usually five years. This prevents some interesting accounting bobbles that would otherwise happen – for example, if you could deduct the entirety of a building's purchase in the year of acquisition, you'd be underreporting the revenue generated by the property on the year of acquisition, and over reporting its income over the remainder of the time you held it. (This would also create an incredible incentive for owners to churn properties over.)In an ideal world, businesses with major capital assets would do an annual assessment of what percentage of the asse
Four of the eight bank holidays always fall on a Monday (Easter Monday, May Day, Spring Bank Holiday and August Bank Holiday). One is always on a Friday (Good Friday) and the other three vary from year to year. There has been debate for some time about whether part time employees are eligible for pro-rata time off in lieu of bank holidays where they do not work on a Monday. The basis for this argument is the Part-Time Workers (Prevention of Less Favorable) Treatment Regulations 2000 that make it unlawful to treat a worker less favorably on grounds of his or her part-time status.
In this case, Mr. McMenemy worked three days a week (Wednesday, Thursday and Friday). He claimed that he was being treated less favourably than full-time employees, as he did not get the benefit of bank holidays that fell on a Monday. Under his contract of employment, he was entitled to take paid leave on public holidays where they fell on one of his normal working days. His employer’s business operated 7 days a week. This meant that some full-time employees also did not work on Mondays. In fact, Mr. McMenemy’s line manager had worked a Tuesday to Saturday shift for some time. During this period, he did not get time off in lieu of bank holidays that fell on a Monday. The Employment Appeal Tribunal held that the reason that Mr. McMenemy did not get time off in lieu of bank holidays that fell on a Monday was not because he was part-time as full-time employees were treated in the same way. Rather, it was because he did not work on a Monday. Mr. McMenemy therefore lost his claim.
This case is likely to be helpful to many employers in the retail, leisure and manufacturing sectors that operate on a 7-day week basis. However, where does it leave employers who operate 5 days a week from Monday to Friday?
What are the options for employers who operate 5 days a week?
Where an employer operates on a 5-day week basis (Monday to Friday), all full time employees will receive the benefit of bank holidays that fall on a Monday (assuming that their contracts of employment provide for this). A part-time employee who does not work on Mondays will benefit from a maximum of only four bank holidays a year (depending on what day Christmas falls).
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of onl
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In this case, Mr. McMenemy worked three days a week (Wednesday, Thursday and Friday). He claimed that he was being treated less favourably than full-time employees, as he did not get the benefit of bank holidays that fell on a Monday. Under his contract of employment, he was entitled to take paid leave on public holidays where they fell on one of his normal working days. His employer’s business operated 7 days a week. This meant that some full-time employees also did not work on Mondays. In fact, Mr. McMenemy’s line manager had worked a Tuesday to Saturday shift for some time. During this period, he did not get time off in lieu of bank holidays that fell on a Monday. The Employment Appeal Tribunal held that the reason that Mr. McMenemy did not get time off in lieu of bank holidays that fell on a Monday was not because he was part-time as full-time employees were treated in the same way. Rather, it was because he did not work on a Monday. Mr. McMenemy therefore lost his claim.
This case is likely to be helpful to many employers in the retail, leisure and manufacturing sectors that operate on a 7-day week basis. However, where does it leave employers who operate 5 days a week from Monday to Friday?
What are the options for employers who operate 5 days a week?
Where an employer operates on a 5-day week basis (Monday to Friday), all full time employees will receive the benefit of bank holidays that fall on a Monday (assuming that their contracts of employment provide for this). A part-time employee who does not work on Mondays will benefit from a maximum of only four bank holidays a year (depending on what day Christmas falls).
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of on
Halo effect, as defined in Wikipedia, is ‘cognitive bias in which the assessment of an individual quality serves to influence and bias the judgment of other qualities.’ When a person is thought to be good or bad at a particular thing, he is thought to be the same even at other things, though these things are as diverse as possible. When a person’s good or bad qualities seem to spill over from one area to another, this is known as the Halo effect. This effect is also observed on the Google search engine result pages (SERPs).The Halo effect and Google:That getting a top ranking for a particular keyword in Google is difficult, is an understatement. It is easy to be seen in the result pages of other search engines such as MSN or Yahoo. T
This case is likely to be helpful to many employers in the retail, leisure and manufacturing sectors that operate on a 7-day week basis. However, where does it leave employers who operate 5 days a week from Monday to Friday?
What are the options for employers who operate 5 days a week?
Where an employer operates on a 5-day week basis (Monday to Friday), all full time employees will receive the benefit of bank holidays that fall on a Monday (assuming that their contracts of employment provide for this). A part-time employee who does not work on Mondays will benefit from a maximum of only four bank holidays a year (depending on what day Christmas falls).
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of on
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This case is likely to be helpful to many employers in the retail, leisure and manufacturing sectors that operate on a 7-day week basis. However, where does it leave employers who operate 5 days a week from Monday to Friday?
What are the options for employers who operate 5 days a week?
Where an employer operates on a 5-day week basis (Monday to Friday), all full time employees will receive the benefit of bank holidays that fall on a Monday (assuming that their contracts of employment provide for this). A part-time employee who does not work on Mondays will benefit from a maximum of only four bank holidays a year (depending on what day Christmas falls).
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of on
Yes, it is a known fact in the business world that accounting is one of the toughest jobs to handle. You have to be busy in looking deeply into the bills, payment records and other financial documents all the time. This can make you really crazy if the work of entire month gets piled up. To avoid this problematic situation, you can hire an accounting professional to check and record the transaction on regular basis. Who wants to get entangled in the accounting transactions and suffer? Moreover, if you do not maintain the accounting transactions regularly, then you surely might have to face some problem.Every accounting New York professional work towards the benefits of their clients and they keep on having a close watch over all the financi
The Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000 provide that part-time workers should have the same benefits as full-time workers on a pro rata basis. A full-time employee will get 8 days off for bank holidays. Therefore, a part-time employee who works say 3 days a week should get 5 days off in respect of bank holidays. As a maximum of only four bank holidays fall on the part-time employee’s working days, how should the employer make up the additional day(s)? The DTI Guidance on part-time working suggests that it may be necessary to remove the disadvantage suffered by those staff who do not receive particular days off as a result of their particular working pattern, for example, by giving all workers a pro rata entitlement to days off in lieu according to the number of hours they work. In our example above, this would mean giving the employee at least one additional day off in lieu of bank holidays.
The difficulty with such a system is that it is complicated to administer and can have an adverse effect on part-time employees who do work on Mondays. If the part-time employee worked on Mondays, Wednesdays and Fridays, at least five bank holidays would fall on working days (all the Monday bank holidays and Good Friday). If Christmas Day and New Year’s Day also fell on a Monday, seven bank holidays would fall on working days. Under the pro-rata system suggested by the DTI, the employee would only be entitled to five days of bank holidays. What should the employer do about the other two bank holidays for which they would have been paid? There are two options. Either the employee would be required to use some contractual holiday entitlement to cover those days or alternatively be given the option of coming to work on a day they did not normally work. Neither of these options would be favored by employers or part-time employees, as they are difficult to administer and would not fit in with part time working arrangements.
Many employers therefore simply give their part-time staff the benefit of bank holidays if they fall on one of their normal working days. This system clearly does not always give part-time staff the same benefits as full-time staff on a pro-rata basis. As such, it is unlawful discrimination, unless an employer can justify it. There is an argument that an employer could justify this system of restricting the benefit of time off for bank holidays to staff who actually work on those days on the basis that the time off relates to the days worked rather than the part-time status. However, this argument is untested.
This issue may be resolved in the not too distant future as the Government proposed in its 2005 election manifesto that du
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