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| Reply To This Thread |
| Re: paye |
| Author: | Tom Atkinson |
| Date: | Wednesday, 3rd Dec 2008 18:17 |
| Views: | 42 (excluding Digests and RSS feeds) |
| Category: | Other | | URL: | http://web.ukrecruiter.co.uk/forum/Forum/read.php?i=160941 |
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Hi Moneyyyy,
You can do this whichever way you like as long as you are clear in your contract. I.e. "would you take it" etc is to be avoided. You should be specific. Either say it is included or it is not; so that there is no room for doubt.
The terms should say words to the effect, "Inclusive of Holiday Pay" (which can be paid weekly if in England provided shown on pay slip - yes I know there is an argument to be had about Scotland.)
OR alternatively words to the effect:-
"Holidays breaks must be taken in the Holiday Year (which should be specified) and cannot be carried forward into the next Holiday Year. Holiday pay accrued will be paid at the time Holiday is taken etc etc.
I hope that helps. Tom.
P.S. if you want some contract advice off Forum send me an e mail and I'll try to help. |
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| Reply To This Thread |
| Re: paye |
| Author: | Liz |
| Date: | Wednesday, 3rd Dec 2008 19:25 |
| Views: | 47 (excluding Digests and RSS feeds) |
| Category: | Other | | URL: | http://web.ukrecruiter.co.uk/forum/Forum/read.php?i=160941 |
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You should agree that with the candidate before you send the contract out.
Find out at the initial meeting what sort of hourly rate they were looking for and then holiday pay is normally on top.
Then for each assignment it's different. So you would phone the candidate and say it's paying such and such with however much holiday pay.
If you haven't confirmed already and have told them £20ph they'll probably expect holiday on top. |
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| Reply To This Thread |
| Re: paye |
| Author: | fiona |
| Date: | Thursday, 4th Dec 2008 12:06 |
| Views: | 40 (excluding Digests and RSS feeds) |
| Category: | Other | | URL: | http://web.ukrecruiter.co.uk/forum/Forum/read.php?i=160941 |
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I havent done any temp recruiting for about 2 years now but am sure that you have to pay above hourly rate, so £20 + and can be accumalated until candidate wants it. you therefore need to offset this as an additional cost in your margins. |
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| Reply To This Thread |
| Re: paye |
| Author: | Tom Atkinson |
| Date: | Thursday, 4th Dec 2008 12:32 |
| Views: | 40 (excluding Digests and RSS feeds) |
| Category: | Other | | URL: | http://web.ukrecruiter.co.uk/forum/Forum/read.php?i=160941 |
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Hi,
I replied in some detail yesterday evening but whilst recognised in numbers of replies, the site has not updated the text.
I have alerted Louise by separate e mail. Knowing her efficiency, if she is in the office today, I exoect normal service will be resumed shortley. Tom. |
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| Reply To This Thread |
| Re: paye |
| Author: | Tom Atkinson |
| Date: | Friday, 5th Dec 2008 09:18 |
| Views: | 50 (excluding Digests and RSS feeds) |
| Category: | Other | | URL: | http://web.ukrecruiter.co.uk/forum/Forum/read.php?i=160941 |
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Hi Fiona,
Excepting Scotland for the moment; as long as the contract is clear, you can include holiday pay in "in the rate" - and you will be safe if it is shown separately on the payslip so that their is no doubt that it was to be paid weekly as part of the hourly rate and it was in fact paid. The residue must be above the National Minimum Wage of course.
You will be safe to do this until our puppet government, so full of lawyers, is forced to change the Working Time Directive because our lords and masters in Europe have told them they got it wrong and they must deal with their error in due course. Everyone in our dis United Kingdom will then be affected. (At least we will then have some unity on one thing, if not on presciption charges etc)
I do always recommend accruing holiday pay though and making it clear in the contract that holiday must be taken in the holiday year and specifying the holiday year and making it clear that holiday entitlement cannot be carried forward into the next year.
In this way, you can demonstarate that you have done all you should to encourage a temp to take their holiday entitlement and a break from work. Indeed, you have implied a financial penalty if they do not take holiday. If they then fail to take holiday, you have no obligation to make payment after the end of the holiday year.
I hope that helps. Tom. |
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