Time off in lieu, what's the point?
- Thread starter Energize
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I believe the phrase is something along the lines of "they watched you arrive", or similar to that.
Caporegime
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My work is very reluctant to offer payment for extra shifts preferring TOIL. Problem with this is because so much TOIL is given we always run as a skeleton crew. So we're really just making more work for ourselves when we are in - normally the work for two or three doctors falls onto the one remaining while everyone else is off.
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I prefer the OT especially if travelling to the states on double time on a Sunday
haha my fav too. With delays managed 23hrs on a sunday last time
haha my fav too. With delays managed 23hrs on a sunday last time
I hope you were claiming the beers too
I hope you were claiming the beers too
Had to drive at other end. Company will only pay for a holiday inn express but the expenses did get slightly raped that week
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It's just a switch of hours that is all.
Caporegime
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As said earlier - in my role it is actually is worse than just switching hours because as more people spend TOIL everyone picks up the slack as you're never well staffed. Whereas if you get paid overtime then staffing is unaffected.
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Don't worry, I'm in the same boat. The people left always pick up the slack. That's the way it goes.
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The only person that really benefits is the employer, no paying for overtime and everyone else just works harder on the days they're in.
My firm pays for the bank holiday you work and gives a paid day off work to take when I want, does your firm not do the same?
Effectively it is double time for me, does your place just give an unpaid day off?
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You don't get extra time off for a TOIL swap then?
We used to just get paid for overtime without much trouble.
Our employer switched it to "if the customer pays, you get paid"... if it's the company... "TOIL".
I stopped doing any company sponsored overtime as I couldn't be bothered with that.
However... there was a company meeting on the 2nd April, just before Easter UK break.
Over here, that day is a half day bank holiday, effectively... so 4 hours off.
Bank holidays are always paid double time... so I simply said I would join the meeting if I could have a full day off TOIL... there was no problem with this.
Normal overtime (monday-friday) is 1.5x time and weekends/bank holidays are 2x... so on a monday-friday normal day, i would've expected 6 hours TOIL for 4 hours unusual... is this at least how it works for you?
If it was simply 1 day for 1 day... then I would tell them to shove it up somewhere smelly.
This was the first TOIL offer I accepted... but only because it also happened to mean the company paid for my trips to/from the UK for a longer easter break & I also got to travel in company time rather than private time... so I did quite well out of it, really.
We used to just get paid for overtime without much trouble.
Our employer switched it to "if the customer pays, you get paid"... if it's the company... "TOIL".
I stopped doing any company sponsored overtime as I couldn't be bothered with that.
However... there was a company meeting on the 2nd April, just before Easter UK break.
Over here, that day is a half day bank holiday, effectively... so 4 hours off.
Bank holidays are always paid double time... so I simply said I would join the meeting if I could have a full day off TOIL... there was no problem with this.
Normal overtime (monday-friday) is 1.5x time and weekends/bank holidays are 2x... so on a monday-friday normal day, i would've expected 6 hours TOIL for 4 hours unusual... is this at least how it works for you?
If it was simply 1 day for 1 day... then I would tell them to shove it up somewhere smelly.
This was the first TOIL offer I accepted... but only because it also happened to mean the company paid for my trips to/from the UK for a longer easter break & I also got to travel in company time rather than private time... so I did quite well out of it, really.
At my job if I work a bank holiday I can either get paid flat rate + a day in lieu, or get the overtime bank hol rate.
However if I do normal rest day work (overtime) I can choose to get the overtime rate or a day in lieu.
It helps considering we only get 5 annual leave days to do what we like with. So I like to book time off then accrue the days.
However if I do normal rest day work (overtime) I can choose to get the overtime rate or a day in lieu.
It helps considering we only get 5 annual leave days to do what we like with. So I like to book time off then accrue the days.
Similar thing happening at my place at the moment where we get a day off during the week and then time and a half for the 7.5 hours we work on the Saturday instead. Its annoying though as they only offer it so late in the week most people already have plans anyway.
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only 5 leave days?
Do you work full time? If so, that sounds illegal... I'm sure there is a minimum statutory amount along the lines of 21 days?
There is, but I believe employers can tell staff when to use up holiday.
For example, I've known places that have closed over the christmas holiday period to /require/ staff to book it off, given none of the offices would be open.
For example, I've known places that have closed over the christmas holiday period to /require/ staff to book it off, given none of the offices would be open.
I think the key point there is 'to do what we like with' suggesting the rest are enforced and so can't be taken at will, which is entirely legal. I 'lose' a chunk to a Christmas shutdown where the business doesn't operate for 2 working weeks.
The 'point' is that in some cases more flexible hours can be mutually beneficial i.e. the employer gets more resource during critical periods at no extra (financial) cost, and the employee gets to take time off at times which may be more suitable to their personal life.
Personally I believe that if managed properly, flexible working like this is more efficient because in many organisations work is not evenly distributed over time, there are peaks and troughs and being able to smooth labour across across those highs and lows can be beneficial - you get more done during the peaks, but without much reduction in output during the troughs. Where you have dependencies it can be even more valuable i.e. if B cannot start until A is completed then completing A quicker can make better use of the resources allocated to work on B.
Of course the key for employees is whether the arrangement is flexible enough to be of benefit to them i.e. can they take time off when it suits them and/or are the additional hours they are asked to work at convenient times or not.
Personally I believe that if managed properly, flexible working like this is more efficient because in many organisations work is not evenly distributed over time, there are peaks and troughs and being able to smooth labour across across those highs and lows can be beneficial - you get more done during the peaks, but without much reduction in output during the troughs. Where you have dependencies it can be even more valuable i.e. if B cannot start until A is completed then completing A quicker can make better use of the resources allocated to work on B.
Of course the key for employees is whether the arrangement is flexible enough to be of benefit to them i.e. can they take time off when it suits them and/or are the additional hours they are asked to work at convenient times or not.