AndieHyde:
Pardon my ignorance ROBB’s but when I left Britain some 16 years ago, the above mentioned contracts were statutory and had always since I left school.
Is the current situation something along the lines of zero hour contracts?
There is not, and never has been, a statutory requirement for overtime or weekend & Bank Holiday working to be paid at enhanced rates. Actually that’s not true - those who work in some areas of the public sector do have their overtime rates dictated by law, but that’s a result of their payscales being set down in legislation, not because of any general legal requirement for it to be so.
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Everything is local deals, what you are willing to do it for or willing not do it for
Unless you work for a good unionist company you still won’t get treble for bank holiday but it will be better than what most get
Bank holidays we paid double and a day in lieu and we weren’t unionized.
AndieHyde:
Pardon my ignorance ROBB’s but when I left Britain some 16 years ago, the above mentioned contracts were statutory and had always since I left school.
Is the current situation something along the lines of zero hour contracts?
There is not, and never has been, a statutory requirement for overtime or weekend & Bank Holiday working to be paid at enhanced rates. Actually that’s not true - those who work in some areas of the public sector do have their overtime rates dictated by law, but that’s a result of their payscales being set down in legislation, not because of any general legal requirement for it to be so.
Sent from my CLT-L09 using Tapatalk
Everything is local deals, what you are willing to do it for or willing not do it for
Unless you work for a good unionist company you still won’t get treble for bank holiday but it will be better than what most get
Bank holidays we paid double and a day in lieu and we weren’t unionized.
Your company sounds like one of the best to work for I would think you would not have a turnover of drivers at anytime or ever
There is probably a waiting list to work there
AndieHyde:
Pardon my ignorance ROBB’s but when I left Britain some 16 years ago, the above mentioned contracts were statutory and had always since I left school.
Is the current situation something along the lines of zero hour contracts?
There is not, and never has been, a statutory requirement for overtime or weekend & Bank Holiday working to be paid at enhanced rates. Actually that’s not true - those who work in some areas of the public sector do have their overtime rates dictated by law, but that’s a result of their payscales being set down in legislation, not because of any general legal requirement for it to be so.
Sent from my CLT-L09 using Tapatalk
Everything is local deals, what you are willing to do it for or willing not do it for
Unless you work for a good unionist company you still won’t get treble for bank holiday but it will be better than what most get
Bank holidays we paid double and a day in lieu and we weren’t unionized.
You are or were a most unusual employer though Albion, and in a specialist field, and dare i say you being the gaffer cherry picked the people you wanted from suitable recommendations from your existing (proven trusted) staff, who because you didn’t employ idiots in the first place were not silly enough to recommend anyone who wouldn’t be an asset to your company, and their futures too.
I doubt your people felt they needed a union, and to be honest from your posts they didn’t need one because you paid quality and got quality.
As i said a most unusual employer.
Thank you Juddian. I hear from my ex drivers there has been pressure to get them to move to the new employers pay structure, which they’ve sensibly refused to do. The new company are very money driven. They wont be asking the drivers to change for the drivers benefit.
albion:
Thank you Juddian. I hear from my ex drivers there has been pressure to get them to move to the new employers pay structure, which they’ve sensibly refused to do. The new company are very money driven. They wont be asking the drivers to change for the drivers benefit.
Ah, now in this case they need some rather specialist advice and if i was them i’d pool a small fund and consult an employment solicitor (not a union) to see exactly where they stand, more importantly how vulnerable they are, if the new company can force a change under the old 90 days notice…ie ‘your job as you know it no longer exists’…then it might pay them to negotiate a substantial one off payment to accept the new terms, rather than be forced into the pay scheme and get nowt
Wouldn’t be surprised if a few of them are thinking of going anyway, in which case a bung as it were might come in handy.
