Employers Reservist Policy

#1
The company I've worked for for a number of years has recently gone through a merger, resulting in some changes to our T&C's.

One of these changes is that instead of an additional 10 days paid leave, this has changed to 10 days unpaid.

It is a large company and a number of TA personnel have complained about these changes. As a result HR have agreed to carry out a review and have asked me to supply the following info:


- the policies of other companies - who do your TA colleagues work for and what do their policies look like?
- the process and procedure that other companies adopt
- how our <change of>policy has impacted you and your ability to undertake your reservist duties
- the MOD view


Any info fellow arrsers could supply would be great.
Most helpful would be company name and how many additional paid/unpaid leave recieved.

Cheers
BB
 
#3
work for a medium international company with 5 days paid 5 days unpaid leave towards camp and any extra leave unpaid at the discreation of my company if needed or wanted, last year got 5 extra days unpaid leave no problem (we were in the quite time)
no issue if we get called up and are very surpportive if i do get called up, have said they would prefer me to go in winter tho as its quiter for the company,
 
#4
I'm not sure TUPE will apply here in respect of a merger but they cannot change terms and conditions at the drop of a hat. My company used to offer an additonal 10 days unpaid but then changed it to 10 days paid without telling anyone bar a small entry on the remotest part of the intranet.
 

the_boy_syrup

LE
Book Reviewer
#5
I was asked about this the other day by someone
I shall check but I believe my company policy has also ghanged
We used to be paid by the company the difference between our TA wage and our company wage when on our 10 day (2 working weeks) camp
We are now salaried and as it was explained to me the company now deduct the two week camp money from your wages making it in effect 10 days unpaid
However it's not 10 days unpaid as you are recieving 10 days TA pay
The company are still (IMHO) being quite supportive in allowing you an extra 10 days leave and not making you use your own holidays

I also belive there are tax implecations if you are getting paid twice once by your company and once by the TA for the same period

Like I say I'll double check and get back to you but as I understand it thats the position ( I must say I personally agree with it)

Edited to add I am sure it's been agreed with the unions as we don't go for a p1ss round here without some sort of agreement
 
#7
My last few jobs have all been, essentially, "don't take the piss out of it and we don't mind". The last one that had a formal policy was 10 days extra paid although all bar my last boss there pretty much let me get away with whatever.
 

Pob02

War Hero
Book Reviewer
#8
BIGBAPS said:
The company I've worked for for a number of years has recently gone through a merger, resulting in some changes to our T&C's.

One of these changes is that instead of an additional 10 days paid leave, this has changed to 10 days unpaid.

It is a large company and a number of TA personnel have complained about these changes. As a result HR have agreed to carry out a review and have asked me to supply the following info:


- the policies of other companies - who do your TA colleagues work for and what do their policies look like?
- the process and procedure that other companies adopt
- how our <change of>policy has impacted you and your ability to undertake your reservist duties
- the MOD view


Any info fellow arrsers could supply would be great.
Most helpful would be company name and how many additional paid/unpaid leave recieved.

Cheers
BB
Were you TUPEd over ?

If so:
"Your responsibilities to employees transferred into your business
Employees who transfer to your employment do so on their pre-existing terms and conditions and with their continuous employment preserved. This also applies to employees who have already transferred on a previous transfer."
TUPE Regulations -Business Link

Similar thing happened to me, and they had to give me the 10 days I had before. The Law can be your friend sometimes....

Just seen TUPE has been mentioned before, questions to ask:
"What is a relevant transfer of an undertaking?


TUPE will apply to what are known as ‘relevant transfers’ which may occur in a wide range of situations. The two broad categories are business transfers and service provisions changes. Some transfers will be both a business transfer and a service provision change.

Business transfers


The question here is whether there is a transfer of an economic entity that retains its identity. This can be broken into two parts:

Is there a ‘stable economic entity’ that is capable of being transferred?
Will the economic entity retain its identity after the transfer in question?
To decide if there is a stable economic entity that is capable of being transferred, the factors to consider include:

Is the type of business being conducted by the transferee (incoming business) the same as the transferor's (outgoing business)?
Has there been a transfer of tangible assets such as building and moveable property (although this is not essential)?
What is the value of the intangible assets at the time of the transfer?
Have the majority of employees been taken over by the new employer?
Have the customers been transferred?
What is the degree of similarity of the activities carried on before and after?
If the answer to all (or in some cases several of) the above questions is 'yes', it is safe to assume that there has been a transfer of a stable economic entity. The absence of a profit-motive is not a determinative factor."

So is the answer Yes ? If so quite possible you should keep your paid 10 days . . . . (just my view, and one that worked for me when I poked it under the nose of my HR Dept)
 
#9
I work for the Home Office and they are quite good about it. get paid too as it is classed as Special Leave

TBS why would there be tax problems? You get taxed on both wages
 
#10
the_boy_syrup said:
I was asked about this the other day by someone
I shall check but I believe my company policy has also ghanged
We used to be paid by the company the difference between our TA wage and our company wage when on our 10 day (2 working weeks) camp
We are now salaried and as it was explained to me the company now deduct the two week camp money from your wages making it in effect 10 days unpaid
However it's not 10 days unpaid as you are recieving 10 days TA pay
The company are still (IMHO) being quite supportive in allowing you an extra 10 days leave and not making you use your own holidays

I also belive there are tax implecations if you are getting paid twice once by your company and once by the TA for the same period

Like I say I'll double check and get back to you but as I understand it thats the position ( I must say I personally agree with it)

Edited to add I am sure it's been agreed with the unions as we don't go for a p1ss round here without some sort of agreement


Oh FFS! SSSHHHHHHHHHHHHHHHHHHHHHHHH! :wink:
 

the_boy_syrup

LE
Book Reviewer
#11
DarkNinja said:
I work for the Home Office and they are quite good about it. get paid too as it is classed as Special Leave

TBS why would there be tax problems? You get taxed on both wages
Like I say I'll check but I believe it's to do with being salaried and te classification of "leave"
We have changed it to reflect the TA wage also being paid and this gets deducted from the salary

Looking the other way many people (including me) got find for going back to work early on POTL by that nice tax man
 
#12
Had a few different policies applied;

Tokheim, medium to large multi-national fuel dispenser manufacturer - 10 days additional holiday paid (until I recruited 2 more work colleagues to the TA and they dropped it to 5 as a result)

NCR large global ATM manufacturer - 10 days additional leave unpaid

National Oilwell Varco huge global oil company - 10 days additional leave unpaid
 
#13
DarkNinja said:
I work for the Home Office and they are quite good about it. get paid too as it is classed as Special Leave

TBS why would there be tax problems? You get taxed on both wages
NHS usually the same, depending on your trust
seeing as we had one of our radiologists on the doctors in afghanistan thing a while back they can't really complain

SPECIAL LEAVE SHALL BE GRANTED FOR THE FOLLOWING
PUBLIC DUTIES

􀂃 Training with the Reserve or Cadet Forces
no mention of limits on numbers of days per year though
and need to suopply full documentation for HR
 
#14
My company's policy states:

msr can have as much time off for the TA as he likes and is free to mobilise when it suits him best. But then I am self-employed :)

msr
 
#16
Local Authority and get 15 days unpaid. Very understanding and supportive though. Last lot gave me 15 days paid and when I worked in the third sector they gave me 15 days paid leave too.
 
#17
Group policy for company I work for

Special Leave

Territorial Army

Policy Purpose and Scope

There is no statutory right for employees to have time off for duties in the territorial or reserved forces.

Employer's Responsibility

In line with Best Practice, the Group is committed to allowing paid leave of up to 10 working days per calendar year for compulsory camps and training courses (in addition to annual leave)

Employee Responsibility

Membership of the reserve forces will not automatically entitle an employee to take paid leave when a camp is held. Employees will be released wherever possible so employees should give line management as much notice as possible.
 
#18
i work for a borough council and i get up to 15 days paid special leave to use with the armed forces.same policy covers mountain rescue, special constabulary, local councillors and charity workers
 
#19
Local Council, 15 days, paid the difference(if any) of TA wage to work wage. Have a very understanding boss who I think knows this so tends to put me in for Special leave meaning I'll get paid for both. I don't take the proverbial and I only use 10 days. Nice man.
 
#20
One of the big four banks:

10 days extra leave, with the difference between civilian and TA pay to be made up by the company.

However in practice it's 10 days extra leave with pay as the paperwork to sort out the pay would be a nightmare.
 

Similar threads

Latest Threads

Top