How can you ensure that casual employees ...

Hi @Caroline Bethell​ 

If you wish to change the employment status of an employee from Casual to Flexible you need to bear the following in mind.

• Once changed the system will start calculating holiday based on the last 12 or 26 weeks worked on the rotas
• Holiday Allowance will not be calculated pro rata
• Holiday may be negative it the employee has taken more holiday than entitled to before the change

We recommend changes are made at the start of the holiday year.

HOpe this helps

Debbie

Fourth

Hi Debbie. Thanks for this. What would be the best way to verify at the start of the holiday year if an employee should actually be flexible and not casual? The customer is concerned about employees remaining on casual but working full time and accruing excessive holiday if this cannot be capped.

Hi @Debbie Thomas​ I think I should have @ mentioned you in the above :)

Hi @Caroline, it is difficult to compare the two as Casuals accrue in hours and flexible in days regardless of the number of hours they work.

However if a casual employee works 48 hours for 46.4 weeks (52-5.6 weeks )

The total hours they would work is 2227.2 hours a year. @12.07% = 268.82

Assuming 48 hours over 5 days, this is 9.6 hours a day.

268.82/9.6 = 28 days.

So if the employee has not worked the full 46.4 weeks and the employee doesn't work over 48 hours a week there should not be an issue. I would suggest monitoring hours on a weekly basis to ensure casuals do not work more than 48 a week. This can be done using Employee hours worked or Payroll hours worked v 1.

Hope this helps

Debbie

Fourth

Hi @Debbie Thomas​ Thanks for this. I will pass this on. @Sarah Liggett​ FYI if you have any further queries on this