MANAGEMENT IN CONFIDENCE
Long Hours Gratuity
3. For the purpose of calculating LHG claims the number of conditioned days in the LHG period is not to be reduced, nor is any credit for absence to be allowed for any day or part day on which the officer is on strike. For extra attendances given during the week in which strike action is taken, any extra hours worked must be counted towards completion of the weekly conditioned hours for that week. This applies whether or not the officer is claiming LHG for the period. It does not apply, however, when the extra attendance is given outside the week in which strike action is taken. (Examples are provided in Appendix B paragraphs 1 and 2.)
Saturday attendance
34. Premium payments for Saturday attendance should be made to eligible grades whether or not the conditioned hours have been completed for the week. Similarly, hours of attendance on Saturdays for LHG grades will count as time and a half but the premium must not count towards the completion of the weekly conditioned hours. (An example is provided in Appendix B paragraph 3.)
Attendance on Sundays, Bank and Public Holidays
35. Attendance on Sundays and Bank and Public Holidays counts effectively as double time for members of overtime or LHG grades, whether or not the conditioned hours for that week have been worked. Staff working on these days within their conditioned hours will, as under the normal rules, either receive in addition to basic pay a payment at plain time rate for the hours worked (or equivalent time off in lieu) or, if members of LHG grades, be credited 1 hour for each hour worked for the purposes of LHG calculations. Sunday premia must not count towards the completion of weekly conditioned hours. If attendance on a Sunday, or Bank or Public Holiday falls outside the normal pattern of weekly attendance, compensation will follow the normal rules for attendance on these days. The hours of attendance may not count towards completion of the weekly conditioned hours.
Irregular hours
36. Grades whose conditioned hours are expressed in periods in excess of a week, and staff whose patterns of work result in irregular weekly attendance (eg shifts, flexible working hours schemes), must complete the total conditioned hours of the longer period before overtime is payable. In any flexible working hours scheme, the permissible debit or credit hours that may be carried over from one accounting period to the next may be allowed.
Allowances
37. Allowances in the nature of pay (eg proficiency allowances, allowances for additional responsibilities and skills) should be treated in the same way as pay and deducted on an hourly basis for periods of unauthorised absence. These include language allowances, London Weighting, and shift disturbance allowances.
38. Allowances not related to pay (eg travel and subsistence, lodging, night subsistence and excess rent allowances) should be withheld only in respect of whole days of unauthorised absence; part-days absences should not be aggregated for this purpose. Where any allowance is calculated over a period of time (eg allowances expressed as an annual sum or based on rail season tickets in excess fares cases) it should be reduced pro rata. When determining the number of days of a qualifying period towards a reduced benefit (such as the replacement of night subsistence allowance by lodging allowance after 30 days) unpaid absence arising from industrial action should be included.
Superannuation
39. Whole days of unpaid absence resulting from industrial action should not reckon or qualify for superannuation purposes. Absences of less than a whole day should be ignored, although the possibility of adding up a number of such absences may have to be re-examined centrally in the event of a campaign of strikes lasting less than 2 day.
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MANAGEMENT IN CONFIDENCE
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