otquestion
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Hi
Just registered here as I'm trying to work through a question at work that has me metaphorically banging my head against a wall. I'm in discussions with HR but seem to be at an impasse. It would be great if someone on here could cast some knowledgeable experience over my question.
I work for a company that has an annual shutdown for 2 weeks.
I am staff so on a salary but the company does pay overtime to staff for work outside normal hours.
Most of the company does not work during this shutdown - with mainly the exception being the maintenance dept.
All employees have a standard holiday allowance of 19 days to be taken at any time during the year.
In addition the company has a policy where all employees work a 40 hr week which builds up time that allows them to take the shutdown period as worked up holidays. So in effect most of the company have approx. 6 weeks holidays per year
All employees are paid their salaries in 12 equal monthly payments.
The company overtime rate is documented as T + 150% for working during the shutdown period. Which although quite high has been confirmed as correct by HR.
The company does allow overtime to be taken as holidays on an hour per hour basis instead of pay.
I worked during the shutdown period (I don't have to but I had a lot on)
So as I worked shutdown this year, I was expecting to get the actual overtime hours worked paid at a rate of T+150% so for every 8 hours worked that would equate to 20 hrs pay.
Further to this I was also expecting to get the worked up holidays, that I didn't take because I worked overtime, credited to me as either time for time hours or as straight pay at the standard rate (because I worked up these days and didn't get to take them because I worked during the shutdown period)
When I got paid I saw that I was paid at a rate of T + 50% (this was also clearly written on the payslip) for the hours I worked during shutdown and there was no compensation for my worked up holidays.
The HR line is that I was paid T + 150% and that the T part was already paid in my salary that month so the overtime payment as documented on the payslip was the 150%. However my argument is that I would have been paid this amount that they are calling "T" if I didn't work because it is payment for worked up hours - so it cannot also be counted as T for the extra overtime hours worked.
Although it seems simple - it gets quite complicated to work out.
I'd really appreciate it if anyone could throw any light on the problem.
Just registered here as I'm trying to work through a question at work that has me metaphorically banging my head against a wall. I'm in discussions with HR but seem to be at an impasse. It would be great if someone on here could cast some knowledgeable experience over my question.
I work for a company that has an annual shutdown for 2 weeks.
I am staff so on a salary but the company does pay overtime to staff for work outside normal hours.
Most of the company does not work during this shutdown - with mainly the exception being the maintenance dept.
All employees have a standard holiday allowance of 19 days to be taken at any time during the year.
In addition the company has a policy where all employees work a 40 hr week which builds up time that allows them to take the shutdown period as worked up holidays. So in effect most of the company have approx. 6 weeks holidays per year
All employees are paid their salaries in 12 equal monthly payments.
The company overtime rate is documented as T + 150% for working during the shutdown period. Which although quite high has been confirmed as correct by HR.
The company does allow overtime to be taken as holidays on an hour per hour basis instead of pay.
I worked during the shutdown period (I don't have to but I had a lot on)
So as I worked shutdown this year, I was expecting to get the actual overtime hours worked paid at a rate of T+150% so for every 8 hours worked that would equate to 20 hrs pay.
Further to this I was also expecting to get the worked up holidays, that I didn't take because I worked overtime, credited to me as either time for time hours or as straight pay at the standard rate (because I worked up these days and didn't get to take them because I worked during the shutdown period)
When I got paid I saw that I was paid at a rate of T + 50% (this was also clearly written on the payslip) for the hours I worked during shutdown and there was no compensation for my worked up holidays.
The HR line is that I was paid T + 150% and that the T part was already paid in my salary that month so the overtime payment as documented on the payslip was the 150%. However my argument is that I would have been paid this amount that they are calling "T" if I didn't work because it is payment for worked up hours - so it cannot also be counted as T for the extra overtime hours worked.
Although it seems simple - it gets quite complicated to work out.
I'd really appreciate it if anyone could throw any light on the problem.