Monthly Archives: August 2021

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Calculating holiday allowances for part-time staff

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By Victoria Greaves on Small Business – Advice and Ideas for UK Small Businesses and SMEs
Part-time employees are entitled to equal treatment with full-time employees as a result of the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. This means that they should receive the correct pro-rated amount of annual leave as a full-time employee doing the same job. To ensure compliance with this legislation and The Working Time Regulations 1998, you could use the following calculations:
If an employee is contracted to work a set amount of days and works full time five days a week, they are entitled to a minimum of 28 days statutory annual holiday entitlement a year. This amounts to 5.6 weeks. It is up to you whether you allow employees to choose 20 days holiday and require them to take the eight bank holidays as holiday or whether you give them 28 days holiday and no automatic day off on a bank holiday. The minimum statutory holiday entitlement would not increase even if the employee works six or seven days a week.
It doesn’t matter if a part time employee doesn’t usually work on a bank holiday, you still need to make sure that they

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Disciplinary notes

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By Alan Finlay on Small Business – Advice and Ideas for UK Small Businesses and SMEs
Here is what you need to know about notes for disciplinary or other formal employee meetings. 
Taking minutes
Minutes taken at a formal meeting with an employee can constitute important evidence in both your company’s internal proceedings and in any subsequent tribunal claims. Be it a disciplinary, capability, absence or grievance meeting, the minutes should be detailed and accurate and, if possible, agreed by both you and the employee.
You should also consider your company’s position on electronic recording and employees secretly record meetings. It is best to set out your position on this clearly in writing, usually in your company’s staff handbook.
Provisions for note or minute taking
If you are holding any kind of formal meeting with an employee, you should have a minute taker present since it can be difficult for the chair to run the meeting and also take minutes. The minute taker should be another employee and ideally, someone who is not involved with the employee or with any circumstances giving rise to the meeting. The minute taker should not actively participate in the meeting and will act only as a scribe to ensure everything

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