I noticed this last year but didn't pay much attention. I used to have 8 days a year holiday plus my personal day (only work a Sunday now 4hrs after break) - been with the company 35 years last year. I wasn't told about the holidays changing (no surprise). I now have 30.5 hours instead of what would have been 32. Which is not a full shift so I asked about this and was told I would need to take the balance of the shift unpaid. Was told apparently this change works for some people not for others. After all these years working for the company I find this just another kick in the teeth. I doubt Tesco would do anything that does not work in their favour so I was wondering if it actually does work for some people as it certainly doesn't for me. Lost out now on pay and very likely pension and now my holidays. Apart from going down to single time on a Sunday which will probably come soon there is not much more to lose.
Maz, been hours now for over a year. So can't believe you didn't know. You would have put all your time off for this years entitlement in by April last year. Any spare hours would be now getting inputted to clear by 31st March. Hrs just alittle different from days but it all works out over Yr. Remember your pd is separate from whats on show from hols icon the mgrs screen. See a mgr , they can sit you down and check with you there what your entitlement is.
@maz if im reading your post right,you saying you got 8 days and a personal day?if thats the case thats 9 weeks holiday,
Maz may have changed working hrs thro the year.
Thinking perhaps MAZ is including BH entitlement in the 8 days previous holiday allowance ???
The length of employment of 35 years would result in 6 weeks ( days) holiday plus personal day, so how much entitlement allowance did it used to be on a one day shift? I'm thinking 2? Which would equate to MAZ's usual 8 days + personal day = 32 hours.
Unsure how working full hour slots result in a holiday entitlement of a half hour?
No one lost out. you get holi hours instead of holidays.
What was happening was people on a shift pattern like 8hrs monday 4 hours tues 4 hours wed 4 hours thurs were earning a holi "day" and taking that day on the Monday ie worked 4 hours to earn that holiday of 8 hours.
Which meens hes benefited over the years with 8 weeks off compared to full timers on over 15 yr service on 39 days(including personal day)
Quote from: madness on 13-01-23, 03:00PMNo one lost out. you get holi hours instead of holidays.
What was happening was people on a shift pattern like 8hrs monday 4 hours tues 4 hours wed 4 hours thurs were earning a holi "day" and taking that day on the Monday ie worked 4 hours to earn that holiday of 8 hours.
What ??? 8-)
On the old holidays weeks, they had a week off on their contracted hours if someone worked an 8 hour shift on a Monday and they had Monday off as holiday, it was based on their contracted shift for that day? They didn't get 8 hours for 4 hours work?
I can see how it helps taking in hours, as people can choose short hour days for a holiday. A problem always used to be that colleagues who took a few days holiday as a part week, blocked others in the dept booking a week as no cover, and limited availability for booking! Has the new hour allowance alleviated this problem? Are there more restrictions now, as theoretically a colleague could now just take a part shift of hours ???
Lucgeo they would take whole weeks but also proportionately more random mondays off (or whatever was their longest shift day)
I lost 1.25 hours off a holiday shift last year because of days to hours, do the same hours on each night shift but it seemed to be if you worked an odd number of nightshift ie you work 3 you lost but not if you worked an even number of nights ie 4 that's what we found so for 1 holiday off in the year I get paid less don't understand it
Its quite simle really,everyone gets bank holidays pro rata against their hours now rather than no of days worked,so as said on 1 or 3 shifts you lose on 2 or 4 you gain,overall the company is even. Bank hols and now 1 contracted day=1.6 bh,2=3.2 bh,3=4.8bh,4 = 6.4bh 5 = 8bh
Hi I've recently started as a customer delivery driver working 17 hours per week.
I requested some holiday days off which were all rejected. I discussed this with my manager and was told I couldn't book individual shifts off and told I need to take my holidays in 17 hour blocks ie. A full week at a time, does anyone know if this is correct/lawful.
Thanks
Marydene
Marydene No it's not right as holidays were changed from days to hours so you could book a half day holiday off instead of a full day holiday and you can take 1 days holiday if you wish so your manager is telling you lies
If your full time and done 15 years service u loose one day befor was 30 days leave 8 bh 1 pd now it works out 38 days 277.5 hours plus pd
8-) Minnie Mouse...go wash your mouth out immediately 8-)
No way would a manager tell bare faced lies :-[
@MARYDENE...do not be fobbed off by this manager it's all lies. They just want an easy life by getting people to book block weeks!!
Quote from: MARYDENE on 15-01-23, 11:51AMHi I've recently started as a customer delivery driver working 17 hours per week.
I requested some holiday days off which were all rejected. I discussed this with my manager and was told I couldn't book individual shifts off and told I need to take my holidays in 17 hour blocks ie. A full week at a time, does anyone know if this is correct/lawful.
Thanks
Marydene
any time a manager comes out with anything like that always ask for them to provide a copy of the official tesco policy document that backs up their stance - if they can't then it can't be enforced as policy, as it is the policy states:
QuoteIn order to provide everyone with an opportunity to book peak holiday dates, the majority of your holiday should be taken as a minimum block of one week. The remaining odd few days can be taken as agreed with your manager, for example, as single days.
Not the answer I wanted but at least I know where I stand that's very helpful thank you.
As long as at least half of your holiday is in full week blocks you will fulfill the "majority" requirement so a few odd single days shouldn't be refused, but using over half of your allowance as single days would be an issue.
Note that the term used is should, meaning it isn't a requirement 😂, must = yes, should = okay maybe.. If that's the only reason you get rejected then take it forward as a complaint. You can always say "I'm willing to take a week here although it only says should, so I'm being more than compliant in trying to work with you" 😂
As I have pointed out before some of us have lives where it makes sense to take a block of holidays that encompass long weekends of Friday through Monday. This is just as valid as booking a week's holiday of Monday through Sunday and the system is flexible enough to allow both to happen.
Once the full role out of schedule to workload is implemented and every colleague can do every job, holiday issues on departments should become less of a issue.
The store has a budget for holiday hours each week and as long as any leave request fits in that budget it shouldn't matter if both Boris and Rupesh are both off on produce. Gladys from tills (who are over hours thar week) will be moved over to cover.
As I understand it holiday will still be based on primary department and not store wide because although everyone will be "Fill-Pick-Serve" trained, the "Fill" part doesn't cover all of the routines or jobs on that department, so for instance Gladys won't be trained to do the Safe & Legal or cleaning routines.
Whole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
A further question, I asked for 1 shift off at fairly short notice approx 4 weeks as I wanted to attend a birthday party that I had only just been invited to.
This request was refused as they had no one to cover my shift. I then asked if I could take unpaid leave but got the same negative response as the manager would still need to get the shift covered. Can anyone advise me when or if unpaid leave can be taken.
Thanks
Marydene
Hi everyone thanks for your replies. As I said I didn't pay much attention at the time. I have only worked a Sunday for quite a few years now. I did not put all my holidays in at the beginning of April last year - they are quite relaxed that way and I had just put three holidays in this month till end of March this year. This is when it caused a problem because I couldn't book it through the app because I didn't have enough for a full shift as my shift pattern is fixed to a contracted 4hrs Sunday. When I spoke to my Manager I was told that I would have to take the balance of my shift unpaid and that's when I was told it works for some and not others. It will be the bank holiday entitlement as someone as commented. I still think it is unfair for contracted hours to be treated in this way, not all of us do different shifts.
Quote from: Redshoes on 16-01-23, 08:10AMWhole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
While there is some merit in that argument that does not automatically mean that the week off *has* to run from Monday through Sunday.
Quote from: londoner83 on 16-01-23, 06:42AMOnce the full role out of schedule to workload is implemented and every colleague can do every job, holiday issues on departments should become less of a issue.
The store has a budget for holiday hours each week and as long as any leave request fits in that budget it shouldn't matter if both Boris and Rupesh are both off on produce. Gladys from tills (who are over hours thar week) will be moved over to cover.
in the training, manager still has to approve it, so they could just be holes and go "we dont want to give it cause we prefer you on there".. so then you've got to go through complaints with it..
Quote from: MAZ on 16-01-23, 10:43AMHi everyone thanks for your replies. As I said I didn't pay much attention at the time. I have only worked a Sunday for quite a few years now. I did not put all my holidays in at the beginning of April last year - they are quite relaxed that way and I had just put three holidays in this month till end of March this year. This is when it caused a problem because I couldn't book it through the app because I didn't have enough for a full shift as my shift pattern is fixed to a contracted 4hrs Sunday. When I spoke to my Manager I was told that I would have to take the balance of my shift unpaid and that's when I was told it works for some and not others. It will be the bank holiday entitlement as someone as commented. I still think it is unfair for contracted hours to be treated in this way, not all of us do different shifts.
in regards to this, most have been getting their hours rounded up on the old system, if you have on the new system like 2 hours 20 minutes to take on a 4 hour shift, you could either take it as finishing 2 hours 20 minutes earlier, starting later or if the option is there provided by your manager, taking the remaining 1.25 hours as unpaid (0.15 break) which would of made it 1.40..
it wouldn't make sense to come in for like 1 hour 25 minutes for a shift for example, so that would be a good way... you could take it inbetween over like 2 shifts though and have an extended break (again not really something of choice but options)
Quote from: gomezz on 16-01-23, 11:16AMQuote from: Redshoes on 16-01-23, 08:10AMWhole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
While there is some merit in that argument that does not automatically mean that the week off *has* to run from Monday through Sunday.
I agree but it depends on the dept. A large dept like checkouts can cope with that. A small dept will find it more difficult. A colleague taking one weeks holiday over two weeks may prevent others being able to get the holiday they want. The most important things to consider are fairness to all and that everybody gets the chance to get a proper break from work.
Checkouts as a dept are very good at getting holiday days in. Next years holiday diary has some weeks that are already full. Last min holiday will depend on how many hours are already booked off for that week. We all have last min things that come up and the general rule is that if not able to get as holiday you can arrange a shift swap. We have a few that do this a lot and they know who to ask, it can be hard sometimes but with a bit of give and take it can be done.
Quote from: Redshoes on 16-01-23, 08:10AMWhole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
Never understood that reasoning and thankfully not enforced by any jobsworth managers in our store
Quote from: Redshoes on 17-01-23, 08:21AMQuote from: gomezz on 16-01-23, 11:16AMQuote from: Redshoes on 16-01-23, 08:10AMWhole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
While there is some merit in that argument that does not automatically mean that the week off *has* to run from Monday through Sunday.
I agree but it depends on the dept. A large dept like checkouts can cope with that. A small dept will find it more difficult. A colleague taking one weeks holiday over two weeks may prevent others being able to get the holiday they want
You can use the exact same argument in reverse. It is unfair to colleagues who want to take long weekends just because other colleagues want to book a "standard week". Given the various all over the place shift patterns used in this business there is no such thing as a standard week anyway.
Isn't this one of the reasons given for having colleagues being allocated to working across the store as and when needed, to cover sickness absence and holidays? Is the holiday % allowance now a store calculation, not a dept %, if holidays are being booked online by colleagues, or has it not fully taken off yet?
The trouble with managers insisting on booking full weeks on a first come first serve basis, without any flexibility, results in colleagues booking the most popular full weeks straight off and then dropping them at a later date.
With schedule to workload, holidays will be booked across the entire store up to that weeks budgets. So you could well find your request for a week off on produce is turned down (even though no one else on produce is off) because checkout staff have used the entire holiday budget.
Morale of the story will be to request holidays ASAP when the window opens.
Hi there has been mention of a holiday diary, where would I find this. I'm currently making blind requests with no idea if the dates are already taken.
Your dept manager team leader should have the holiday diary. If you want to make a request, you can ask for a sit down with your dept manager or whoever allocates the holidays for your dept, and ask to see what dates are available.
You should then hand in a holiday request form for the dates you want to that person, and ask them to sign it. They then have 7 days to get back to you with a nay or yay? If no response in that time then the holiday is yours. Make a dated copy of the request handed in. Do not leave it for their attention, it has to be handed to them personally.
Quote from: gomezz on 17-01-23, 09:47AMQuote from: Redshoes on 17-01-23, 08:21AMQuote from: gomezz on 16-01-23, 11:16AMQuote from: Redshoes on 16-01-23, 08:10AMWhole weeks booked off as holidays is advised to give colleagues a proper break from work. Everybody needs time out.
While there is some merit in that argument that does not automatically mean that the week off *has* to run from Monday through Sunday.
I agree but it depends on the dept. A large dept like checkouts can cope with that. A small dept will find it more difficult. A colleague taking one weeks holiday over two weeks may prevent others being able to get the holiday they want
You can use the exact same argument in reverse. It is unfair to colleagues who want to take long weekends just because other colleagues want to book a "standard week". Given the various all over the place shift patterns used in this business there is no such thing as a standard week anyway.
I 100% agree but there needs to be a balance and a manager needs to think of whole team. There are no hard and fast rules because of this. It's just advised that block holidays are booked to give colleagues a proper time out and that consideration is given to all. I am a services manager, the CSD, pfs, off till and trolleys all talk to others they work with and it's rare for me to get an unsuitable booking from them. I even have some colleagues on checkouts that do the same but this is harder. I try never to say no to holidays and if I do have to I go and see colleague first to see if they were just booking for something they need or if it's just time out. I don't like people booking birthdays off with two weeks notice, I get that they may have not expected a birthday being made into a special one, there is a huge difference. I just don't like "but it's my birthday and I never work my birthday" as they have had since previous year to book this. I also don't like a bunch of long weekends booked as it's retail. You took the job, weekend work was required and if you really don't want to work the hours you committed to leave retail. I don't mind some, as long as some block bookings are also in place
I'm guessing when the holiday booking option appears for more colleagues in the my Tesco app the hassle for managers (or interference) will be greatly reduced
Quote from: Redshoes on 18-01-23, 01:37PMI also don't like a bunch of long weekends booked as it's retail. You took the job, weekend work was required and if you really don't want to work the hours you committed to leave retail. I don't mind some, as long as some block bookings are also in place
Block bookings of Wednesday through Thursday do not mean any more or any less weekends not worked by someone as if they has made block bookings of Monday through Sunday so that argument does not fly - unless you inferred I was talking about booking lots of weekend days compared to weekday days which perhaps I did not make clear which I meant.
see, if you do check with the colleague redshoes, thats probably more than most.. cause I know for ours they just write "refused" and no reason, you have to ask, complain and take it further.. that's the main problem with it.. as I've said before it's usually cause they don't want someone else to do that area, like we have one for yoghurts who does ONLY that, and he will more-so go off sick cause he can't get holidays at times cause they don't want to move people so he's given up asking for some.. when you work with the staff, fair enough... I don't see the problem with booking off a few long weekends, the problems are mainly when it's restricted, thats when staff just go "fine, in future I'll just call in sick and leave you without cover" - Happens at ours around birthdays / christmas and such lol.
How did you ever have 9 weeks off to begin with? I have plenty of one day workers and they have always had 6+personal day
What is your complaint? That your holiday entitlement isn't enough? You work 4 hours a week............
This was very much signed off by the company and by the union, so if you have any complaints, speak to your line manager or USDAW.
Perhaps instead of taking the 1.5 hours off unpaid, you could suggest working 30 minutes extra for 3 weeks to allow for the full days holiday?
At max hols I don't get 9 weeks. After 30+ years in weeks I got 6 weeks, 8 bank holidays and a PD. That does not give me nine weeks but I don't feel that I'm hard done by. It's a lot of holiday compared to a lot of jobs.
In hours I get less than a full time colleague on full entitlement as managers are on 36 hours a week and not the 36.5 that colleagues are on but even so it's not 9 weeks.
Quote from: Mrbline on 15-01-23, 03:10PMIf your full time and done 15 years service u loose one day befor was 30 days leave 8 bh 1 pd now it works out 38 days 277.5 hours plus pd
I've worked it out I'm losing an hour and half.
6 weeks holiday = 36.5 x 6 = 219
8 Bank Holidays = 7.5 x 8 = 60
This equals 279 hours not 277.5
Plus PD of course
Quote from: Redshoes on 20-01-23, 10:01AMAt max hols I don't get 9 weeks. After 30+ years in weeks I got 6 weeks, 8 bank holidays and a PD. That does not give me nine weeks but I don't feel that I'm hard done by. It's a lot of holiday compared to a lot of jobs.
In hours I get less than a full time colleague on full entitlement as managers are on 36 hours a week and not the 36.5 that colleagues are on but even so it's not 9 weeks.
after 15 years i got an extra 3 days which put it up to 30 days plus bank holidays. so is that the max? we don't get any more for 20, 25, or 30 years?
Quote from: Kentuckyfriedchicken on 19-01-23, 04:36PMHow did you ever have 9 weeks off to begin with? I have plenty of one day workers and they have always had 6+personal day
What is your complaint? That your holiday entitlement isn't enough? You work 4 hours a week............
This was very much signed off by the company and by the union, so if you have any complaints, speak to your line manager or USDAW.
Perhaps instead of taking the 1.5 hours off unpaid, you could suggest working 30 minutes extra for 3 weeks to allow for the full days holiday?
maz will get 3 bank holidays which will be 9 days so in their case 9 weeks
Quote from: lackofinterest on 20-01-23, 06:35PMQuote from: Redshoes on 20-01-23, 10:01AMAt max hols I don't get 9 weeks. After 30+ years in weeks I got 6 weeks, 8 bank holidays and a PD. That does not give me nine weeks but I don't feel that I'm hard done by. It's a lot of holiday compared to a lot of jobs.
In hours I get less than a full time colleague on full entitlement as managers are on 36 hours a week and not the 36.5 that colleagues are on but even so it's not 9 weeks.
after 15 years i got an extra 3 days which put it up to 30 days plus bank holidays. so is that the max? we don't get any more for 20, 25, or 30 years?
Max is issued at 15 years, no increase after that.
oh ok. cheers! :)
I noticed PD...Personal Day mentioned in a few comments above, so good to see you guys haven't forgotten about it, but I find it strange that it isn't included in the entitled holiday hours total. In fact (from memory) it isn't mentioned anywhere on our pay slips etc.
I think there must be a load of new starters who aren't even aware they're entitled to it or that there is even such a thing.
Personal day not mentioned in hours because you can take it on your longest shift sure its on bottom of wage slip
It certainly was on the old style pay slips, I'm not sure it's on the new ones though.
It may show up AFTER you've taken it (I haven't taken mine yet so I don't know) but it's not on there saying I have it to take (as far as I can see anyway) which is kinda my point.
It shows up after you've taken it, if you haven't it won't show it yet.
Personal day shows on new wage slip after you have taken it. I think you have to be at Tesco a certain amount of time to be allowed one, maybe 3 months?
Does the 7 day rule still apply giving holidays request via the app and not receiving approval after 7 days are they all mine!
If you join us on or before 30th September in a particular holiday year, then you will be able to take an additional paid day off called a 'Personal Day' at any point in the year. This additional day is given on the basis that you complete at least six months' service within that holiday year.
This should have been briefed with you at the time you had your contract briefing. All holidays and Bank Holidays lumped in to one total. Nobody lost out.
Full timer staff lose out on on one-day
Quote from: Pathfinder on 22-01-23, 08:29PMDoes the 7 day rule still apply giving holidays request via the app and not receiving approval after 7 days are they all mine!
Wait.
You have an app?
We are still all paper at ours! I just text my boss or see him face to face with 2 weeks or more notice and wait for him to reply and put it on the system manually (then check my calander to make sure it's marked off correctly)
Quote from: Pathfinder on 22-01-23, 08:29PMDoes the 7 day rule still apply giving holidays request via the app and not receiving approval after 7 days are they all mine!
Yes it still applies, one of the first questions I asked 😂
@pathfinder ,this is work and pay policy for holiday,a union rep will tell you anything,If there is no response to your Time Away request (hopefully this wouldn't happen), it will be sitting with your manager and will not automatically approve, so pop them a note or perhaps have a quick chat.