2020



University of LincolnHuman Resources FAQ’s regarding the Christmas Covid Closure DaysBackgroundIt was announced in November that there would be a further two additional closure days on the 21st and 22nd December as an exceptional addition to the current 8 bank holidays and 6 concessionary days already in place. The additional two days are as recognition to acknowledge the outstanding effort of individuals and to reward with a full two week break over the Christmas period. This change will be applicable to the 2020 / 2021 leave year only. The following questions have been created which may help you with your enquiry. However, should you have any queries, please contact payrolldept@lincoln.ac.ukQ1 – I am full time and I have already booked off the 21st and 22nd as the dates were normal working days before the announcement was made. What happens to these days of leave?Where bookings were made and approved before the announcement, these days will be added back on to your entitlement and the holiday booking will be deleted. You do not need to do anything; this will happen automatically.Q2 – I am part time. How will this affect my leave entitlement?All part-time employees receive pro rata annual leave entitlement to that of their full time equivalent. The additional Christmas Covid closure days (pro rata based on your FTE) have been added to your leave entitlement total and this can be found in MyView. Where bank holidays and University closure days fall, this leave is taken throughout the leave year in line with the University annual leave request guidance. Dependent upon the working pattern the bank holiday and closure days may or may not fall on what would normally be a contractual day of work. The University aims to ensure that all part-time employees receive their equal proportionate amount of public holidays and concessionary days in comparison with both other part-time employees and their full-time equivalents. In order to ensure that this happens individuals contractually employed on less than a full-time contract will receive their annual leave allowance in hours. The total leave allowance will also be inclusive of the appropriate proportion of hours in relation to closure days based upon the contractual hours of work.In the event that an employee does not have sufficient entitlement for bank holiday and concessionary closure days that fall on a normal contractual day of work the following options should be discussed and agreed at line management level: Take the balance from their basic annual leave entitlement; or Agreement with their line manager to work the equivalent number of leave hours at an alternative time through a flexible working arrangement (possibly alternating working weeks)Q3 – I work full time but on a compressed work pattern. What will I need to do?The annual leave entitlement for compressed working patterns is shown in hours on MyView based on your full-time equivalent entitlement. The additional Christmas Covid closure days have been added to your leave entitlement. Where the 21st and 22nd fall on a normal working day, please ensure you book your normal working pattern for those days through MyView. Q4 – I am term time and take annual leave outside of my working weeks. How does this affect my leave entitlement?The pro rata leave entitlement based on your contracted hours and working weeks is compensated within your salary. Any leave in your non-working weeks must be agreed with your manager in advance. The pro rata calculation for the two additional days will be paid to those on a term time contract as part of the December payroll as a one-off payment. Q5 – I am on an hourly paid contract and my holiday is paid to me for each hour that I work. Do I need to claim extra?Any individuals paid on an hourly claim basis where there is either no mutual contract of obligation to contracted hours, a variable number of hours, or a stated condition within the contract, will receive payment for their holiday accrual as a separately identified pay element on their payslip. This applies to roles on the single pay spine and that are contracted for through Human Resources. Accrued holiday pay will only be paid in a pay period if a timesheet has been approved and will be proportionate to the full-time equivalent dependent upon the work being delivered. The % pro rata element of annual leave has been increased to reflect the additional two Christmas Covid closure days and this has been backdated to the start of the 2020/2021 leave year. Any hours claimed in September and October 2020 at the old rate has been recalculated and the difference has been paid in the November 2020 payroll and is separately identified on the payslip.Further guidance and calculators:The current list of bank holidays and concessionary days are below to help with planning and booking of your annual leave during the 2020/2021 leave year. 2020Monday 21 December – COVID-19 Concessionary DayTuesday 22 December – COVID-19 Concessionary DayWednesday 23 December – Concessionary DayThursday 24 December – Concessionary DayFriday 25 December – Christmas DayMonday 28 December – Boxing Day (Substitute Day)Tuesday 29 December – Concessionary DayWednesday 30 December – Concessionary DayThursday 31 December – Concessionary Day2021Friday 1 January – Bank HolidayFriday 2 April – Bank HolidayMonday 5 April – Bank HolidayTuesday 6 April – Concessionary DayMonday 3 May – Bank HolidayMonday 31 May – Bank HolidayMonday 30 August – Bank HolidayThe annual leave calculators can be found here:Annual Leave Entitlement Calculators – Human Resources (lincoln.ac.uk) ................
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