Holiday Entitlement Research Articles

Distributive Justice Analysis in the Context of Workers' Leave Time Regulation: A Legal Perspective

The controversy surrounding Law No. 6/2023 revolves around the loss of the two-day weekend holiday entitlement for workers, the provision of only one day off in a six-day workweek, changes in working hours, which also affect rest time to only one day per week for a 6-day work schedule. The existence of a law should inherently provide fairness to society and contribute to the happiness of the people, but on the other hand, the government must also strive consistently to foster the economic growth of the population as a means to achieve social welfare. This research aims to investigate the regulation of workers' rest time under Law No. 6/2023 and to assess whether the provisions for rest time under Law No. 6/2023 have met the criteria of fairness for workers. To address these objectives, a normative juridical method with legislative and conceptual approaches is employed. Based on distributive justice theory, Law No. 13/2003 better reflects justice in labor relations in Indonesia as it considers basic needs, equality, and workers' contributions more comprehensively. Conversely, Law No. 6/2023, despite providing benefits to employers and potentially stimulating economic growth, appears to reduce the protection and welfare of workers, which can be deemed less fair according to distributive justice principles. Therefore, strict monitoring and improvements are necessary in the implementation of Law No. 6/2023 to ensure fairness for workers is maintained.

The impact of the COVID-19 pandemic on holiday entitlements

Holiday entitlement is likely the most valued benefits that an employee has. While employers frequently make mistakes in this area, COVID-19 has made the problem worse. Adam Bernstein details the changes that both employees and employers should be aware of

The impact of COVID-19 on holiday entitlements

The massive impact of COVID-19 has had a resounding effect on the way we live and work, and will continue to do so. The way employers manage employee leave is no exception. Adam Bernstein supplies the latest guidance

2020/40 Holiday entitlement in the release phase of partial retirement according to the so-called ‘block model’ (GE)

2020/40 Holiday entitlement in the release phase of partial retirement according to the so-called ‘block model’ (GE)

State substitution for the trade union good: the case of paid holiday entitlements

Purpose The literature on the union wage premium is among the most extensive in labour economics but unions’ effects on other aspects of the wage-effort bargain have received much less attention. The purpose of this paper is to contribute to the literature through a study of the union premium in paid holiday entitlements. Design/methodology/approach The authors examine the size of the union premium on paid holidays over time, with a particular focus on how the premium was affected by the introduction of a statutory right to paid holidays. The data come from nationally representative surveys of employees and workplaces. Findings The authors find that the union premium on paid holidays is substantially larger than the union premium on wages. However, the premium fell with the introduction of a statutory minimum entitlement to paid leave. Originality/value This is the first study to examine explicitly the interaction between union representation and the law in this setting. The findings indicate the difficulties that unions have faced in protecting the most vulnerable employees in the UK labour market. The authors argue that the supplanting of voluntary joint regulation with statutory regulation is symptomatic of a wider decrease in the regulatory role of unions in the UK.

Holiday entitlement for employees: what the law says about taking leave

There are many misunderstandings about how employment law works, and a good number relate to the application of holiday entitlement and pay. It is a subject that is complex and takes some unravelling because mistakes can prove expensive to employers if the matter ends up in a tribunal. Adam Bernstein clarifies what the law tells employers about their employees' rights to take leave

State Substitution for the Trade Union Good: The Case of Paid Holiday Entitlements

The literature on the union wage premium is among the most extensive in labour economics but unions' effects on other aspects of the wage-effort bargain have received much less attention. We contribute to the literature through a study of the union premium in paid holiday entitlements, using large-scale survey data for the UK. We find that the union premium on paid holidays is substantially larger than the union premium on wages. However, the premium fell with the introduction of a statutory minimum entitlement to paid leave. This is indicative of the difficulties that unions have faced in protecting the most vulnerable employees, and symptomatic of their decreasing regulatory role in the UK labour market.

Evaluating the prevalence of employees without written terms of employment in the European Union

PurposeUntil now, there has been scant evidence on the proportion and characteristics of employees working without a written contract or terms of employment. To begin to fill this gap, the purpose of this paper is to evaluate the prevalence and distribution of employees without written contracts or terms of employment in the European Union (EU), examining whether they are unevenly distributed across countries and EU regions, and whether it is vulnerable population groups who are more likely to be without such written contracts.Design/methodology/approachA 2013 Eurobarometer survey comprising 11,025 face-to-face interviews with employees in the 28 member states of the EU (EU-28) is reported.FindingsThe finding is that it is less socio-demographic and socio-economic characteristics, and more firm size, institutional environment and spatial factors that are important in explaining the prevalence of employment without a written contract. Thus, governments should address not individuals but rather the formal institutional failings and asymmetry between civic and state morality, in order to reduce the level of employment without a written contract, and focus their attention on smaller firms, larger towns and Southern European countries, especially Cyprus, Malta and Portugal.Research limitations/implicationsFuture research needs to evaluate whether and how the conditions of employment (e.g. wage rates, health and safety conditions, holiday entitlements) of employees without written contracts or terms of employment differ to their equivalents who have written contracts or terms of employment. This will reveal the implications of workers not being issued with written contracts or terms of employment.Originality/valueThis is one of the first extensive evaluations of the prevalence and distribution of employees without written contracts or terms of employment.

Worktime Reduction as a Solution to Climate Change: Five Scenarios Compared for the UK

Reducing working hours in an economy has been discussed as a policy which may have benefits in achieving particular economic, social and environmental goals. This study proposes five different scenarios to reduce the working hours of full-time employees by 20% with the aim of cutting greenhouse gas emissions: a three-day weekend, a free Wednesday, reduced daily hours, increased holiday entitlement and a scenario in which the time reduction is efficiently managed by companies to minimise their office space. We conceptually analyse the effects of each scenario on time use patterns through both business and worker activities, and how these might affect energy consumption in the economy. To assess which of the scenarios may be most effective in reducing carbon emissions, this analytical framework is applied as a case study for the United Kingdom. The results suggest that three of the five scenarios offer similar benefits, and are preferable to the other two, with a difference between the best and worst scenarios of 13.03 MTCO2e. The study concludes that there is a clear preference for switching to a four-day working week over other possible work-reduction policies.

The ins and outs of holiday entitlement

For most people, a holiday is something to look forward to. Mark Stevens discusses the legal implications of annual leave for both employees and employers, and highlights the importance of being aware that this area of employment law is subject to regular change

Effects of Employee Incentives on Employee Performance in Private Universities in Kenya

Human resource management is the strategic approach to the management of an organizations most vital asset, the people who contribute to the achievement of the objectives of the organization. Employee incentives constitute some of the high performance work practices used by organizations to improve knowledge, skills, and abilities of current and potential employees, increase motivation and enhance retention of quality employees. Kabarak University has a number of employee incentives in place. However, there is scanty empirical study, to determine the influence of these incentives on employee performance. The study examined the relationship between specific employee incentives to employee performance in private Universities in Kenya. The study population was all the employees of Kabarak University, selected as respondents; thereby a census study was carried out .The study involved use of structured questionnaire to collect the data. Secondary data was extracted from the department of Human resource. The analysis of the collected data was done by use of Mann Whitney U test, factor analysis and Chi-square, and presented using descriptive statistics in frequency tables and charts. Financial and nonfinancial incentives are applied to a great extent to motivate the employees. Financial incentives that are perceived to have significant influence on employee motivation include: salary, insurance financing, retirement benefits, performance based rewards, holiday, overtime pay, and loan entitlement. Among the non-financial incentives with significant influence on performance were: creativity at work, organizational goals, challenging tasks, opportunity for personal development, autonomy and responsibility, teamwork, job security, professionally stimulating environment, opportunity to set performance goals, predictable work life, opportunity to lead, training and development and flexible policies. Recommendations include; the need for top management of organizations to design effective incentive schemes that comprise a mix of financial and non-financial incentives, with non-financial incentives being key, supplemented by financial incentives. The findings are vital for policy makers in human capital intensive organizations such as universities.

Workforce-management system boosts efficiency at Sysco

Purpose – Observes how two companies are benefiting from a new workforce-management system. Design/methodology/approach – Examines how new software is helping the Sysco Group and Scan Computers. Findings – Shows how the two companies are better able to track each employee’s working hours and absences including sickness and time-off, to make things easier when it comes to things like payroll and holiday entitlement. Practical implications – Reveals that the biometric employee-attendance software uses fingerprint identification to track employees’ whereabouts throughout the working day. The software can cope with any type of work pattern and calculate overtime using its script engine. Originality/value – Explains that, with so many companies opting for flexible working hours or rotational shifts, the software makes these easier to put into practice.

Job satisfaction and work related variables in Chinese cardiac critical care nurses

To explore critical care nurses' views of their job satisfaction and the relationship with job burnout, practice environment, coping style, social support, intention to stay in current employment and other work-related variables. Nurse shortage is a global issue, especially in critical care. Job satisfaction is the most frequently cited factor linked to nurses' turnover. A convenience sample of cardiac critical care nurses (n=215; 97.7% response rate) from 12 large general hospitals in Shanghai was surveyed from December 2010 to March 2011. Over half of the sample reported satisfaction with their jobs. Nurses with 10-20years of professional experience and those who had taken all their holiday entitlement reported higher levels of job satisfaction. The independent variables of practice environment, intention to stay, emotional exhaustion, personal accomplishment and positive coping style explained about 55% of the variance in job satisfaction. Chinese cardiac critical care nurses' job satisfaction was related to work related variables, which are amenable to managerial action. Our findings highlight the imperative of improving intrinsic and extrinsic rewards, together with the flexibility of work schedules to promote job satisfaction and staff retention. A clinical ladder system is needed to provide promotion opportunities for Chinese nurses.

Holiday pay and entitlement question and answer session

Many things can complicate holiday entitlement. The rules and regulations around holiday pay and conditions can be difficult to navigate. Legal expert, Victoria Patterson, answers questions to tell you all you need to know

HR Update: Do your staff holidays add up?

Nursery WorldVol. 2011, No. 8 FeatureHR Update: Do your staff holidays add up?Jacqui MannJacqui MannSearch for more papers by this authorJacqui MannPublished Online:4 Mar 2014https://doi.org/10.12968/nuwa.2011.8.8.1096447AboutSectionsView articleView Full TextView EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View articleAbstractWhile we all look forward to our holidays, calculating holiday entitlement for staff can be difficult and confusing, especially if you have part-time workers, says Jacqui Mann FiguresReferencesRelatedDetails 1 August 2011Volume 2011Issue 8ISSN (print): 0029-6422ISSN (online): 2059-9358 Metrics History Published online 4 March 2014 Published in print 1 August 2011 Information© MA Education Ltd

Getting Out in the Countryside Walking: The Health, Lifestyle, and Recreational Pursuits of URC Ministers

In order to illuminate self-perceptions of health, lifestyle and recreational pursuits, a sample of 58 ministers of word and sacrament serving on the West Midlands Synod of the United Reformed Church completed an open-ended questionnaire concerned with the following six themes: medical record, home life, holiday entitlement, leisure time, exercise, and strategies for keeping healthy. Content analysis of their replies described a group of challenged professional people, showing high levels of contact with their GPs, who found themselves constrained from taking full use of their holiday entitlement and impeded from taking proper opportunities for exercise and recreation by two matters: pressure of work and lack of finance. In this situation several drew attention to the importance of getting out in the countryside walking as a key resource for keeping healthy amid the pressures of ministry and personal life. Some practical recommendations are offered regarding ways in which rural churches could help to support ministers by enabling them to benefit more readily from spending periods of refreshment in the countryside.

Holiday pay and entitlement question and answer session

Many things can complicate holiday entitlement. The rules and regulations around holiday pay and conditions can be difficult to navigate. Legal expert gareth edwards answers questions to tell you all you need to know.

Socially acceptable annual holiday planning for the crew of a local public transport company in Germany

We consider the problem of socially acceptable annual holiday planning. A new model is developed taking into account legal, company and driver issues. Among others, it includes capacity constraints concerning different qualifications, holiday entitlements and connections between drivers. For each application for leave benefit values depending on family situations (e.g. driver has children of school age), other social criteria and priorities of applications are defined for each possible day of the application.

Practice nurses lose out on holiday entitlement

Practice nurses lose out on holiday entitlement

Working for McDonald's in Europe: The Unequal Struggle?

1. Liberalism, Collectivism and the Multinational Corporation In the ring: liberalism versus collectivism, Regulating employment rights in mulinationals, Clarifying some concepts, Research issues and questions, Outline of the book 2. Welcome to Big Mac From small acorns..., Enter the salesman, Exporting 'McBurgers', The problems of international expansion, Structure and organisation in the European market 3. The Corporate Paradox: McDonald's and its Franchise System The growth of the franchise, The McDonald's franchise system, Financial costs and the application process, Outsiders and insiders, 'Traiters within': the MOA, Imposing uniformity, The distinction between the franchisee and the company restaurant manager, Capital expenditure, Franchises: working the employees harder? Appointment, promotion, recruitment and training, Staffing levels, pay and conditions, The franchise operator: employer or employee? 4. McDonald's at Work McWork, Managing control and consent at McDonald's, Managing subjectivity, McCulture, Labour turnover, Part-time work, Workforce characteristics, Foreign workers, 'Coasters' and ethnic minorities, McJobs, Previous work experience, Recruited acquiescence? 5. There's No Place Like Home: the Impact of Trade Unions and Collective Bargaining Frameworks McDonald's and the unions in North America, It's cold outside: McDonald's and the unions around the world, Trade unions and collective bargaining in Europe, McDonald's and the European unions, 'Do it your way' Ireland and the UK, Unions in the centre: Germany, Austria, Belgium, and the Netherlands, Unions in the south: France, Spain and Italy, Unions in the north: Denmark, Finland, Norway and Sweden, Explaining low membership, Management attitudes towards unions, Franchises: the benefits of small operations, Workforce characteristics and workers' attitudes, It's not always high labour turnover and young workers, Explaining variation in union membership levels 6. 'Co-determination? What the Hell is That!?' Understanding 'participation', 'McParticipation', Germany, Austria, Denmark, France, Netherlands, Spain, Italy, Re-regulating statutory workplace representation 7. For a Few Dollars More: Pay and Conditions McDonald's performance pay system, Comparing basic pay, Overtime and additional rates for unsociable hours, 'For a fist full of dollars': executive pay, Probation period and notice for dismissals, Holiday entitlements, Conclusion and discussion 8. Where's the Beef? The European Works Council The EWC directive. Establishing the McDonald's EWC, Who is an 'employee representative'?, Electing the 'employee' representatives, Electing the German EWC representative, EWC meetings and agendas, The second meeting: amending the agreement, The amended agreement, The third meeting, Co-ordinating an employee-side strategy?, Pre-meetings, Inadequate sanctions?, The EWC as an unrepresentative and ineffective 'talking shop' 9. Conclusion Reviewing the findings, Promoting the