andy288*:
Slightly different slant on this:
I work for one agency on a PAYE contract full time yearly. Now, yearly means to them 48 consecutive weeks of employment inclusive of any accrued leave I may take within this period of time.
When my 48 weeks is completed, I then HAVE to take 2 weeks unpaid leave to ‘break’ my contract, otherwise within there own T&C’s they would HAVE to offer me full time permanent employment.
So, another agency for me when my 2 week break is here - they leave me no other option really other than to sign on the dole!
So… You’re full time to start with, and you have to avoid being full time lest you be full time at the end of the full time year you’ve just done as a full-timer working full time for PAYE at the agency?
Winseer:
andy288*:
Slightly different slant on this:
I work for one agency on a PAYE contract full time yearly. Now, yearly means to them 48 consecutive weeks of employment inclusive of any accrued leave I may take within this period of time.
When my 48 weeks is completed, I then HAVE to take 2 weeks unpaid leave to ‘break’ my contract, otherwise within there own T&C’s they would HAVE to offer me full time permanent employment.
So, another agency for me when my 2 week break is here - they leave me no other option really other than to sign on the dole!
So… You’re full time to start with, and you have to avoid being full time lest you be full time at the end of the full time year you’ve just done as a full-timer working full time for PAYE at the agency?
No Winseer - my agency has a full time contract with one employer which I am assigned to - I work FOR the agency. They make me ‘break’ my AGENCY contract after 48 weeks else the company I’m assigned to would have to take me on permanently on THEIR books - at an enhanced rate of pay and better T&C’s
No Winseer - my agency has a full time contract with one employer which I am assigned to - I work FOR the agency. They make me ‘break’ my AGENCY contract after 48 weeks else the company I’m assigned to would have to take me on permanently on THEIR books - at an enhanced rate of pay and better T&C’s
My take on it is ‘This driver is OK to be strung along working for us ,for most of the year,but we gonna s**t on you ,so we dont have to offer you a deal’…isnt modern living wonderful
andy288*:
Winseer:
andy288*:
Slightly different slant on this:
I work for one agency on a PAYE contract full time yearly. Now, yearly means to them 48 consecutive weeks of employment inclusive of any accrued leave I may take within this period of time.
When my 48 weeks is completed, I then HAVE to take 2 weeks unpaid leave to ‘break’ my contract, otherwise within there own T&C’s they would HAVE to offer me full time permanent employment.
So, another agency for me when my 2 week break is here - they leave me no other option really other than to sign on the dole!
So… You’re full time to start with, and you have to avoid being full time lest you be full time at the end of the full time year you’ve just done as a full-timer working full time for PAYE at the agency?
No Winseer - my agency has a full time contract with one employer which I am assigned to - I work FOR the agency. They make me ‘break’ my AGENCY contract after 48 weeks else the company I’m assigned to would have to take me on permanently on THEIR books - at an enhanced rate of pay and better T&C’s
If you’re at the same company for 12 weeks or more you’re entitled to the same conditions and rates of pay as the directly employed drivers anyway.
andy288*:
Winseer:
andy288*:
Slightly different slant on this:
I work for one agency on a PAYE contract full time yearly. Now, yearly means to them 48 consecutive weeks of employment inclusive of any accrued leave I may take within this period of time.
When my 48 weeks is completed, I then HAVE to take 2 weeks unpaid leave to ‘break’ my contract, otherwise within there own T&C’s they would HAVE to offer me full time permanent employment.
So, another agency for me when my 2 week break is here - they leave me no other option really other than to sign on the dole!
So… You’re full time to start with, and you have to avoid being full time lest you be full time at the end of the full time year you’ve just done as a full-timer working full time for PAYE at the agency?
No Winseer - my agency has a full time contract with one employer which I am assigned to - I work FOR the agency. They make me ‘break’ my AGENCY contract after 48 weeks else the company I’m assigned to would have to take me on permanently on THEIR books - at an enhanced rate of pay and better T&C’s
Oh, you mean like working for Royal Mail after 20 weeks or whatever it is with pertemps/manpower…
There seems little incentive for you to “Break” in such a manner though huh?
You can’t claim mileage once you’ve spent over 40% of your working year at the same place either. Hitting 48 weeks at the same place will have your entitlement to expenses long gone, so you might as well get the parity pay out of it. Time to move agencies perhaps? - It seems you’re having the ■■■■ taken out of you here. 
If I’m doing RM at my agency, then I have no intention of ever doing the “5 from 7” that those chasing the parity pay have to do. Since I’m ok picking up odds and sods here and there, including over Christmas, the arrangement where I stay on basic agency rates rather than get the enhanced RM rate is not so bad - since I’m not being forced to work more shifts than I want. 5x9 hour shifts @ £16ph would have me taking home about £500 for those 45 hours worked. Picking and choosing 3 shifts on base agency rates (as I have done this week for instance) would have me taking home around £330 for only being at work 30 hours. In other words, despite the lower base agency rate, it actually works out hour for hour the same sort of takehome pay for the same number of hours at work. 
One could say, the extra pay one gets doing the “overtime amounts of hours” all goes in additional deductions. 
truckman020:
nobody knows this drivers personal circumstances but why on earth would you want to work on your time off,why dont he just say if possible can he have the money instead of holidays and carry on working
The company cannot (legally) do that.
Zeddman, you pretty much hit the nail squarely on the head!!!