Page 29 - Thomas Franks Handbook

7. HOLIDAYS & OTHER LEAVE
v. Part-Year or Part-Time entitlements
These will be calculated on a pro-rata basis for each full month worked, or percentage of a 5 day week worked, in the holiday year. For example:
a. If your annual holiday entitlement is 28 days but you only work 6 months in a holiday year, you will be entitled to (28÷12) X 6 = 14 Days paid holiday. (Inclusive of Bank Holidays)
b. If you work 3 days per week and your annual entitlement (for a 5 day week) is 28 days, you will be entitled to (3÷5) X 28 = 17 Days paid holiday. (Inclusive of Bank Holidays)
vi . Casual workers
In line with other workers, you will accrue 12% additional time for every hour worked which will be paid as holiday pay as agreed with your line manager.
vii. Leavers
Your accrued holiday will be calculated as for the ‘Part-Year’ calculation above, less any holidays already taken. Any holiday taken in excess of your entitlement, will be deducted from your final pay.
7.2 Bank Holidays
If your location closes on a Bank Holiday and you are not required to work you will be paid for one days holiday taken from your annual holiday allowance. Where your location is operating on a Bank Holiday, if you are required to work, you will be entitled to take holiday at an alternate time.
7.3 Bereavement
In the unfortunate event of the death of a member of your immediate family, up to 3 days paid leave will be available to you. Immediate family is defined as a husband or wife, partner, child, parent, brother, sister or grandparent. There is no contractual right to paid leave in these circumstances and evidence may be required if any leave is requested. Whilst we do respect the fact that on occasion a longer period heal may be requested (e.g. to attend a funeral overseas), this extended period of leave may only be granted in exceptional circumstances and should be limited to a reasonable timescale. Your manager must authorise any such requests.
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