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NI Calculation

"Andy Pandy" wrote

I disagree. [I chose my use very carefully!]

"Andy Pandy" wrote

Often, *all* employees will have bank holidays off at the same time, and the employer will close for those days. Hence they are *not* "working days".

Whereas, the employer will not usually insist that all staff take their annual leave at the same time - and so when each person takes *their* annual leave, the employer will remain open. Hence they are still "working days".

"Andy Pandy" wrote

Again, I don't agree. Sick leave is something that can be insured for -- even if it is "self-insured" by the employer. Sickness pay is therefore a "benefit" like a pension, or health insurance -- something "in addition" which you get only if you need it.

"Andy Pandy" wrote

Are there limitations on the amount of unpaid leave which can be taken? When I was employed, unpaid leave was very much at the discretion of the employer - and levels granted were slight.

"Andy Pandy" wrote

I've known "single-time" ...

"Andy Pandy" wrote

You mean more like 1.17? ;-) :-(

Reply to
Tim
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Not for employees that take their annual leave on those days! It's no more a working day *for them* as a bank holiday.

Otherwise using that logic, my employer has 365 working days per year!

They're both benefits which have a value, and a fixed value regardless of what overtime you do. Ie your overtime rate should really include the value of your pension, health insurance, sick pay "insurance" etc added to your annual salary..a bit like bank holidays and annual leave.

Yes, it's usually at the discretion of the employer.

Still more than the normal hourly rate. There again, when you include pension benefits etc....

Reply to
Andy Pandy

"Andy Pandy" wrote

Which just shows how inappropriate your use of the phrase "working days" was!

"Andy Pandy" wrote

It often does - in that pensionable salary often includes some element for overtime.

"Andy Pandy" wrote

So you'd pay a healthier person a lower overtime rate than a more poorly person? Sounds a little crazy to me!

"Andy Pandy" wrote

... which simply means they only apply that discretion to allow it, when they accept that it's an extra benefit to the person.

Reply to
Tim

Not always.

Reply to
Jonathan Bryce

"Jonathan Bryce" wrote

That's why I said "usually".... Never mind!

Reply to
Tim

Hi Tim,

Many thanks for all the responses. I will be paid monthly, two weeks in arrears, two weeks in advance.

Joe

Reply to
Joe Hunt

"Joe Hunt" wrote

OK, monthly...

"Joe Hunt" wrote

Hmmmm. So is that actually "four-weekly"?

[Or is it "roughly" two weeks in arrears/advance, making monthly?]
Reply to
Tim

I haven't a clue. I tell you something, come August 16th when I have my first pay slip I will inform you on what happened.

Thanks again to all, Joe

Reply to
Joe Hunt

Well I work in care, which needs to exist 24 hours a day, seven days per week. Our system divides the annual salary by twelve and you get paid that monthly. For leavers or starters during the month it divides the 1/12th salary by the number of days in the month, and pays that rate for every day employed.

This is a bit of a bugger, because the payment does not tally with hours worked, and some of our advertising gives an hourly rate- to help compare with our competitors, who generally quote hourly rates. I regularly get into discussion with new starts who cannot relate the number of hours worked to what they have been paid.

I suppose our advertising should say 'Salary of x thousand pounds per year, which roughly equates to y pounds per hour.'

Neb

Reply to
Nebulous

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