The tick boxes are still a bit 'beta' just now... but will settle down in a month.
They are a build up to the new requiremetns to be brought in by the IFA in April 2007... if people start to get used to them now, it won't be such a shock when they become mandatory.
TO confirm: go to the FAQ section
http://www.bajr.org/bajrfaq/type.asp?iType=15
You have this right from your first day of employment. However, this does not mean you can take four weeksâ paid leave on your first day of work. The law says how your paid holiday builds up in your first year of work.
The amount of leave you can take builds up monthly in advance at the rate of one twelfth of your yearly leave each month. If this does not give you an exact number of days leave, your leave is rounded up to the nearest half day. Your employer will deduct any leave you have already taken from the leave you have built up.
For example, if you work full time and have worked for three months, you will have built up five days' leave. Your annual leave is four weeks x five days = 20 days. Your leave after three months is three twelfths of this, because you have worked for three of the twelve months in the year. Three twelfths of 20 is five, so you have built up five days' annual leave.
Some employers and employment agencies may say that your hourly rate of pay includes an amount for holiday pay, and that they expect you to save this part of your pay to cover your holidays. This is known as 'rolled up' holiday pay.
Rolled up holiday pay is against the law.
All employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer, within two months of starting work. The statement describes the main terms of the contract of employment.
The statement must give details about:-
job title
wages
hours of work
holiday entitlement
sick pay
pension schemes
notice
grievance, dimissal and disciplinary procedure.
If you are off for four days in a row or more and you earn more than £84 a week, you will be entitled to statutory sick pay (SSP). SSP is money paid by employers to employees who are away from work because they are sick. It is the minimum amount you can be paid you when you are off work because you are sick. Your contract of employment may give you extra rights to more sick pay than this (contractual sick pay). You should check your contract to see what you are entitled to.
To qualify for SSP you must be a worker aged between 16 and 65. This includes agency workers, workers on fixed-term contracts and part-time workers. SSP can last for up to 28 weeks. Contractual sick pay may last for longer. You will need to check your employment contract to see if this applies to you.
You will be paid either SSP, or, if your contract of employment gives you more pay when you are off sick, you will be paid what it says in your contract. This might not be your normal rate of pay, but it should not be less than SSP. You cannot get SSP for the first three days you are off sick. For these three days you will only be entitled to sick pay if your contract of employment allows for it. After this, you should get the daily rate of SSP for each day you are off sick when you would normally be working.
As to pensions.... you must have ACCESS to a pension scheme...
Another day another WSI?
