Dear All

I know this is a topic which has had its fair share of coverage in these forums. I now have particular interest in having moved to a company who do not offer part timers a pro-rated share of bank holidays. Quite rightly the company is concerned about exposure to any discrimination claims (part–time regs) and I have been tasked with drafting a proposal for implementation of pro-rating.

I do have a number of areas which I am not sure how to tackle and would welcome any advice from you who have been this process:

• Firstly what do you do with those staff who are worse off through pro-rating (generally those whose fixed days fall on Mondays or Fridays)?
• How do you treat new starters part way through a holiday year?

Any help with this would be much appreciated

Regards

Brain

Brian Moore

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