We are currently changing shift patterns and preparing for the WTD implementation. Some operational staff, who are paid an hourly rate, will work 8 hour shifts and other 12 hour shifts up to the 48 max in a week. Our challenge is to make sure that we are fair in our approach to holiday pay (and sickness too) – but that means some people will be paid 12 hours for a day off and others only 8. Does anyone have any experience of this in their existing pay system – could you share how you deal with this element of pay? It would be much appreciated!
Barbara Findlay