Hi
 
Just for interest on this topic, the thing to remember is that the Working Time Regulations were designed to protect people from working hours which may be detrimental to their health, safety or general wellbeing by e.g. limiting the amount of hours worked and ensuring that all workers have the benefit of holidays. On 1st October 2007 the Working Time (Amendment) Regulations 2007 increases the statutory minimum holiday entitlement from 4 to 4.8 weeks which equates to 24 days for a full time worker working 5 days per week. Note the word statutory!
 
Whilst it is a management issue it is also important to be aware of such legislation and the underlying reason for it.
 
Regards,
 
Jane
 
Jane Fairburn
Occupational Health Services Director
Mobile : 07770 638 268
Office :  01925 227 000
www.people-am.com <http://www.people-am.com/> 

________________________________

From: [log in to unmask] on behalf of Greta Thornbory
Sent: Thu 23/08/2007 00:01
To: [log in to unmask]
Subject: [OCC-HEALTH] Working Time question


Glenn
It is not clear if this 'extra work' is for the same company or somewhere different. For example - many people are in the TA - which is extra paid work; some people do voluntary work using their professional qualification in their own time. Some organisations - I understand things like the police and fire services require employees doing other work to apply for permission to do so and it is part of their contract of work. So before one can answer one needs to know the exact circumstances of the extra work and the contract of employment...
 
From an OH perspective all we need to tell management is are they fit for the job or to work, fit to work with reasonable adjustments or not fit to work - the rest is up to management.
 
Cheers, Greta
 

	----- Original Message ----- 
	From: Glenn Raybone <mailto:[log in to unmask]>  
	To: [log in to unmask] 
	Sent: Wednesday, August 22, 2007 2:07 PM
	Subject: [OCC-HEALTH] Working Time question

	Hello
	
	can someone answer this question please or point me in the direction to get 
	a definitive answer.
	
	I have a member of staff who is employed full-time, and undertakes extra 
	work on days off and during annual leave. They have had some sickness (in 
	the full-time role) which management feel may be being caused by the extra 
	work. 
	
	My view is that what people choose to do on their days off, annual leave or 
	any time for which they are not in paid employment is their business. 
	However, I believe HR have a different view to this and have mentioned 
	Working Time Regs. My thought was that this only applies to the full-time 
	role, not every hour in the day.
	
	Am I missing something here?
	
	Regards
	
	Glenn
	
	

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