Topic 4: Wages and Working Time COPY COPY Flashcards

Question

Lock v British Gas

Answer 1

Normal remuneration: may include commission if part of contractual pay. Significant proportion 60% of income of British gas fitters was commission. However, British gas only paid their basic salary when they were on annual leave. Thus 60% was not paid. ET found: if it is part of the normal remuneration they should be paid. Went to CJEU (case below.

Answer 2

**Annual leave continues to accrue during sick leave** The European Court of Justice has held that the right to paid annual leave continues to accrue during sick leave and, on termination of the employment relationship, a worker who has been on sick leave and unable to take paid annual leave is entitled to a payment in lieu.

Answer 3

Only if the person is not performing their duties are they on garden leave

Answer 4

Sleep over in house they were caring for. Found: they had fixed hours and this meant that they were time workers. They had to be there and even when they were sleeping they were time workers.

Answer 5

changed the landscape by providing for minimum standards for all *workers* concerning paid holidays, working time, rest periods and the organisation of work. It has been implemented in the UK by the: ## Footnote **Working Time Regulations (WTR)**

Answer 6

As a general rule, however, the common law allows for deductions from wages for losses suffered by the employer unless the deduction is excessive: **Facts:** Mr Smith worked as a driver. He was required to give four weeks’ notice of termination of employment. There was a clause in his contract stating that, “unless agreed otherwise, failure to give the proper notice and work it will result in a deduction from your final payment equivalent to the number of days short.” When Mr Smith left without giving notice, his employer refused to pay him. The EAT agreed with the employment tribunal and held that the clause in the contract was an unlawful penalty clause rather than a lawful liquidated damages clause. A contract of employment may contain a liquidated damages clause, provided it is a genuine pre-estimate of loss and not a penalty. Under the clause in this case, even if the employer suffered no loss at all, the employee was liable for the whole sum. It was held to be unenforceable. **EAT were influenced that:** 1. the worker who was a driver, could be easily replaced, so that any lossess sufferred byt he employer would probably be minimal. 1. Contrasting El-Hajjali = each case needs to be considered on its facts/

Answer 7

These workers are also entitled to ‘compensatory rest’: workers on an “educational commitment contract” responsible for safety of children. Equivalent of reg 21 concerning “Security” would apply to this. Security was interpreted broadly even though they were educating children. Even though derogation applied to them, still entitled to compensatory rest.

Answer 8

1. Different sources: 1. NMW is a domestic measure 2. WTR implements an EU directive, the approach on call time reflects decisions of the CJEU 2. Purposes are different 1. NMW is designed to ensure that workers are faily remunerated for the work completed 2. WTR is about protecting the heath and safty of workers.

Answer 9

Direct effect of maximum working week provisions and right of reparation under EU law against public sector employers in breach of their obligations:

Answer 10

refusal to reply to councillors’ enquiries during an industrial action. This amounted to a few hour's of work over a period of several weeks. The council make clear that it would not accept or pay for anything other than full performance of his duties, adnd that any work he did during the industrial action would be voluntary. CA upheld employer's right to refuse any payment. the council made clear that it would not accept partial performance of duties - was entitled to deduct wages in full. **Important:** The council had not undermined its statement that it would not accept partial performance * it had not given him work * or instructed him during the industrial action and there was no obligation on the council to prevent him from working. **CRITISISM: Mead questions whether analysis in Wiluszynski is correct as a matter of contract law.** The employee's repudiatory breach entitled the employer to terminate the contract and dissmiss the employee. But if the employer elects not to do this, the employer must be ready and willing to perform its side of the bargain. Therefore, unless the action short of a strike deprives the employer of substantially what it bargained for, it should still make some payment ot the employee. Since the employer is entitled to damages for breach from the employee, the employer wuld be entitled to reduce the paument to reflect the damages. In some cases, this would mean that no pay was due. In cases like Wiluszynski where the harm to the employer was small, it might be argueable that some payment was still owed to the employee. Another suggestion by the courts and some commentators is that the employees could bring a claim in unjust enrichment. **Burrows** thinks this. However, this is hard to argue that the employer is "unjustly" enriched when it makes it clear that it does not want the employee to perform.

Answer 11

15 months after end of leave year not precluded but time period can be limited when there is no longer a health and safety justification for the leave – suggested maximum carry over period of 18 months CJEU took view that 15 months was not precluded (After end of leave) but max carry over period of 18 months (2 and a half years of sickness and contract still in forced, employer not been terminated, there is still entitlement) argument: that the employee is so detached

Answer 12

– increase of hours by part-time worker – no right to retrospective adjustment to annual leave entitlement A worker had their hours increased, they were not entitled to retrospective adjustment during year of annual entitlement. Part of issue is pro rate – that is 1.6 pro rata so it will depend on the number of hours leave in relation to year as a whole to depend how much time of annual leave you have. **When a worker increases their hours, does any statutory annual leave that has already accrued need to be recalculated retrospectively to take account of the increased working hours?** **No says the ECJ**

Answer 13

employee succeeded in showing the Kleinwort Benson factors so they were able to keep the payment.

Answer 14

“rolled-up” holiday pay - the worker must be able actually to take the leave to which he is entitled. The right to annual leave and the obligation of payment are ‘two aspects of a single right’ – payment is necessary as a guarantee of actual rest **Facts:** There was a small addition of payments as if they were on annual leave. When worker took annual leave, they did not get paid because they had already been paid. This type of holiday pay was “rolled-up”, If it is “rolled up” and you use it to cover living costs, you might feel like you cannot go on holiday because you do not get paid. . This opens up for a more transparent scheme, but this money needs to be identified and set aside so they can identify this.

Answer 15

**This is the common law position, but now we have a statutory position** *Prima facie* entitlement to be paid wages for the period of lay-off and for any period of notice was established at common law. The courts here extended protection to other groups of employees by developing the idea that it is the employer's responsibility to provide employees with work so that they have an opportunity to earn money They are entitled to damages but not a right to work.

Answer 16

tribunal found that if the deduction is made under a provision of the worker’s contract then the worker must have seen the term. A notice in a factory on the notice board was not a sufficient way to communicate a lawful deductions clause.

Answer 17

Protection against dismissal – ERA s101A: this will only be for employees a worker

Answer 18

**The EU law definition of working time for the WTD is different to the domestic definition of working time for the NMW purposes.** Claimant was housekeeper in a residential home. She lived on the premises and was expected to be "on call" overnight during the working week. She was paid for her work during the day. it was held that the nights spent "on call" counted for determining the claiamnt's working time but not her entitlement to the NMW. **Critisism:** Davies thinks it is "odd" that the law deems someone to be working but with no entitlement to be paid. – sleeping time excluded except when a worker has to get up to do work certain inconsistency in case law. This is before the two CA cases of Mencap and Shannon But working time counted for the purpose of the Working Time Regulations included sleeping periods when the worker was not entitled to the NLW/NMW This is because under the WTR (based on EU law), the WTR treats all sleeping time where the worker is ‘at the employer’s disposal’ as ‘working time’ – leads to an anomaly when the sleeping time does not count for the NLW/NMW but does for the WTR.

Answer 19

Normal remuneration – includes voluntary overtime that is normally paid if overtime is voluntary, if regular over the year, it will be regarded as normally paid and should be applied

Answer 20

In each case the measures applied must ensure that the workers concerned are afforded ‘an equivalent period of *compensatory rest*’ and in ‘exceptional cases’ when it is not possible for ‘objective reasons’ to grant such rest, workers must be afforded ‘such protection as may be appropriate’ to safeguard their health and safety.

Answer 21

worker does not have to ask for a rest break in order to be entitled to have one. Duty of employer to fix rest breaks and if they do not fix this, the worker is still entitled to take one.

Answer 22

secutiry guard who came under derogation of “security and surveillance”, although he worked more than 6 hours without rest break, he was entitled to compensatory rest and legitimate to argue that this fell within the derogation.

Answer 23

Previous line of case law has been overturned by the Court of Appeal relying strictly on Reg 32(2) – ‘the only time that counts for NMW purposes is time when the worker is required to be awake for the purposes of working’ (per LJ Underhill) * CA said this case law is not compatible with reg 32 because that said you need to be awake. Only time that counts for NMW purposes is when the worker is required to be awake when working. This was similarly found in Hopkins.

Answer 24

Laid down that employer can recover an overpayment of wages by mistake, unless employee can show three things: 1. employer led them to believe the money was theirs. 2. employee acted on good faith (Spent the money), 3. overpayment was not caused by their own fault.

Answer 25

1) common law, through an action for an agreed sum 2) common law, through an action for damages 3) staturory protection.

Answer 26

**The WTR does not give the worker a remedy in the respect of the 48 hour week. This case filled in the gap.** The workers here refused to sign an opt-out, but the employer insisted that they continue working over the limit. The judge held that the 48 hour limit apparently because of its manadtory language in which it was expressed, was intended by Parliament to be a term in the workers' contracts. This opened up the posisbility of an injunction to stop the employer from insisting on longer working hours, though the judge refused to grant the injunction because he did not regard it as appropriate. This is different from equality. READ INTO CONTRACT – unusual. Once established, it opened up possibility of injunction to stop employer insisting longer working hours. ET cannot bring injunctions, ET will simply uphold the right and require it to be enforced, so this case might be a civil case. **Where a worker is forced to work particulrly long hours to the extent that his or her health is damaged, it may be possible to bring a claim against the employer in tort (outside the WTR), where it can be shown that the employer breached its duty of care towards the worker.**

Answer 27

The modern view is that salaried workers accrue their earnings on a daily basis so a deduction for each part not worked would be appropriate rather than refusing to pay their whole year's salary

Answer 28

**Deductions for industrial action – s14(5)** Teachers are contractually bound to comply with the head's reasonable directions for the proper administration of the school, which includes "cover" for absent colleagues. The plaintiffs were teachers employed in a secondary school. It was their normal practice to "cover" for absent teachers. Following union instructions they refused to do so, but remained at school occupied in their normal tasks. The employers deducted a small part of their salary for "breach of contract," The actual written contracts were silent on this point. The teachers issued writs asserting that they were not contractually bound to cover for absent colleagues. Held, that the deductions were properly made; teachers were professionals and it was their contractual duty to discharge all their professional obligations which included the head's reasonable directions on the proper administration of the school

Answer 29

A strike is a repudiatory breach of contract. Therefore, the worker has little right to complain if his pay is docked.

Answer 30

Affired SIMAP in this case, even where the worker was provided with somewhere to sleep when not required to work. doctors at hospital where they were required to rest (and perhaps sleep) and they would be called. Because they were required to be at the work place, at employers disposal, called at any time, this was working hours. This then counted towards 48 hours and this time could not count as rest periods because of absolute division between working time and rest. But established that only 49% of the time on call, they were carrying out their professional activities – strong application of idea of what is working time.

Answer 31

the High Court established that employers, when deciding whether to award discretionary bonuses, must not behave irrationally or perversely. Mr Clark had earned substantial profits for the company during the relevant period. Other senior employees, including one whose department made a loss, were awarded substantial bonuses. C sought damages for breach of contract in failing to make payment of any bonus. For an employer exercising a discretion to be found to be in breach of contract, it must be shown that no reasonable employer would have exercised the discretion in that way and that was expressed as being a test of irrationality or perversity.

Answer 32

Legal status of Government guidance to employers: ECJ struck down part of the UK’s guidelines to employers as ‘meaningless’ and incompatible with the Directive. Member States under an obligation to guarantee that workers ‘must actually benefit’ from daily and weekly rest periods provided for by the Directive. When this came in, employers said this was too strict and would cause problems. Thought no obligation for employers to make employees to take rest breaks. Complaint made to European commission – brought action against UK government that the guidance was contrary to the EU directive. CJEU rules that the UK’S guidelines were not compatible with the directive because they suggested that there was no obligation on the employer to guarantee the worker had taken their rest, no such obligation that every worker must actually benefit from daily and weekly rest breaks.

Answer 33

In the absence of an express term (entitling him to sick pay) in the contract it may be possible to imply a term. employer’s practice well known the practice. = Had parties put their minds to it, they would have agreed and thought it was reasonable for sick pay.

Answer 34

NOTE: The minimum period of paid annual leave is four weeks under the Directive (reg 13) but in the UK bank or public holidays are in addition to this entitlement – an extra 1.6 weeks (reg 13A). The statutory entitlement is therefore a minimum of 5.6 weeks paid annual leave for those working a standard five day week = 28 days (pro-rata for those working part-time or casually)

Answer 35

That thw statutory scheme offers little substantive protection in regards to deductions. For example, there is no rewuirement that the employer should give the worker a hearing before making deductions. It is posisble that the implied term of mutual trust and confidence may be assistence here, though there is no case law on the point and it is difficult to rely on an implied term in the face of clear and express rights on the part of the employer to make deductions.

Answer 36

**If sick, any untaken days will be carried over next year, irrespective of whether they asked for it or not.** Larner confirms that in relation (at least) to the four weeks' leave offered by the Working Time Directive, if employees are off sick and do not take all of this leave, any untaken days will have to be carried over into the next holiday year and paid for upon termination of their employment. This will be the case irrespective of whether the employee requested to take the leave during the relevant leave year.

Answer 37

different types of pay for airline pilots - ***Paid*** **annual leave** - workers are entitled to their ‘normal remuneration’ when on leave: British airways pilots whose wages were split: fixed wage, a supplementary hourly rate for time spent flying and a supplement for time spent away from base. If they were flying transatlantic, and fly back a day later, they got this supplement. BA were only paying them when they were on annual leave their fixed wage, they did not get the supplements. CJEU found the entitlement to normal remuneration during annual leave includes all payment **“intrinsically linked to the performance contractual task”.** payments for airline payments while they fly was part of normal remuneration so this was part of the normal remuneration so should receive normal supplement but not “ancillary” payments arising at the time when performing their ordinary task such as time spent away from their base. * What is intrinsic will be left to the national courts (ET) on a case to case basis. * Calculation is the average over the reference period. In some weeks there are more or less flights, this will be averaged out over the year and payment should be the average over the year

Answer 38

The Burrow Down and Hopkins cases have fundamnetally similar facts, and the worker in Walton received much lower pay than that in British Nursing. **Lauder thought:** * is the distinction between "on call" work as the worker's main job and "on call" work on top of the workers main job. * In this case, it was suggested that the worker's main job was his daytime work during the work * It was argued that this constrasted with cases like British nursing and scottbridge because in those cases, the worker's only job was to work the hsift in question and it was in the nature of the work that it might be intermittent, and therefore it was appropriate to regard the whole shift as working tiem attracting the NMW. * However, this distinction does not account for cases like Walton, in which the carer's main job was to be available for the three-day period, or Burrow Down, in which the night sleeper was found to be entitled to the NMW for the whole shift.

Answer 39

It has been argued that reg 8 WTR does not fully capture the concern addressed by art 13 WTD Bercusson called the principle of the "humanisation of work", the idea that work should be organised around the worker, rather than around the employer.

Answer 40

Used the "unmeasurered work" option and paid the worker on the basis of a "daily average" agreement. If it is “unmeasured work” there is no need to separate out the sleeping time if there is a “daily average” working hours’ agreement. claimant was a care worker who spent 3 days a week living in home of a person she was caring for. She needed to be available for 24 hours a day. There was a written agreement in place that said her dutieis took on average approx 7 hours. She argued that in practise, the person she was caring for was demanding and she was working up to 14 hours a day. Held: paid by reference to tasks performed and not time, so did not fall within time worked category, it was unmeasured work so it depends what the daily hours agreed was. Held: The Regulations distinguished between ‘time work’ and ‘unmeasured work’. If her duties did not fall within the time work definition, the basis became unmeasured. In this case she was not paid by reference to the time she actually worked. It was not therefore time work, but unmeasured work.

Answer 41

– contract allowed for periods of lay-off and short-term working for an indefinite period - no implied term of reasonableness as to the length of lay-off The Claimant was employed by the Respondent as a draughtsman from October 2004 until August 2014, when he resigned and claimed constructive unfair dismissal following a four week period when he was laid-off without pay. He claimed that the lay-off had extended for a period longer than was reasonable and that the Respondent was accordingly in repudiatory breach of contract, notwithstanding the Respondent's express contractual right to lay off staff for an indefinite period without pay. The EAT dismissed the appeal. Parliament had provided a statutory scheme for balancing the rights of employers and employees in circumstances where both were adversely affected by a short-lived downturn in business. That scheme provided for a four-week period, during which there was no entitlement to claim a redundancy payment, which left little room for any term implied by common law to operate. In any event, even were there an implied term that a period of lay-off would extend no longer than was reasonable, Parliament had set out a four-week benchmark, from which "there would have to be cogent, well-evidenced reasons to depart" and there were no such reasons in this case.

Answer 42

CJEU agreed with ET and said otherwise if it was not paid, it would deter the worker from taking the leave, fact it was 60% of remuneration took that it was part of the normal remuneration so it was intrinsically linked (reference to the Williams test) so it was held.

Answer 43

**What is ‘properly payable’?** **where there is an identifiable sum and the employee can point to a quantified loss.** a requirement to consider making a payment under an incentive scheme did not amount to a legal obligation because: ‘the underlying premise … is that the employee is owed a specific sum of money by way of wages which he asserts has not been paid to him’ (per Wall LJ) Brewery employees were entitled to an allocation of shares in their employer's holding company, based on a proportion of annual group profits, at the discretion of directors. This generally resulted in each employee receiving a bonus of about 4–5% of his or her annual wage. However, then targets were not met and no payments were made under the scheme. a complaint of unlawful deductions from wages. This statutory regime applied to cases where an employee is owed a specific sum of money by way of wages which he or she asserts has not been paid to him or her. Accordingly, it applied to essentially straightforward claims, where the employee can point to such a quantified loss. By contrast, the claims in the present case were based on the premise that there was an obligation to replace the previous share scheme.

Answer 44

1. A public body may investigate employees to see if they are complying with the NMW. 1. If they are not, the HMRC may take legal action to compel them to do so, and to secure payment of arrears to the affected workers. A deliberate failure to pay the NMW is a criminal offence and may leave to prosecution.

Answer 45

Normal remuneration may include overtime pay The EAT found that regular overtime, which employees are obliged to perform if requested by the employer, should be included for holiday pay purposes Regular overtime paid, paid at higher hourly rate than normal contractual time. Equivalent of overtime was not included but was a substantial element of normal pay. The EAT did not explicitly deal with this point in the Bear Scotland cases but, in another case that looked at including commission in holiday pay (Lock v British Gas Trading), the European court said that it is for the national courts to work out what reference period is appropriate in order to achieve a “representative” average.

Answer 46

Commision has proposed various safeguards such as barring the employer from introducitng the opt-out at the start of the emploument, and placing an upper limit of 65 hours per week on the workinf time of an opted out worker.

Answer 47

**Can carry over annual leave to use it at the end of sick leave (if sick)** In this situation is it possible to carry over the leave and accrue it to be taken at the end of the period of sickness leave? Yes Worker was on long term sick leave that in these circumstances, the worker is unable to take annual leave because sick. Found: yes if not possible to take annual leave. If not possible to take annual leave, it can carry over. If termination occurs, there is a period of payment in lieu going back (could be more than one year). ECJ has held that the Working Time Directive allows member states to prevent workers from taking annual leave during periods of sickness, provided that they are permitted to take it at some other time. If sickness prevents a worker from taking his or her annual leave entitlement, it must be carried over into the next leave year. Workers whose employment is terminated cannot have their payment in lieu of annual leave reduced on account of a period of sickness prior to the dismissal.

Answer 48

Normal remuneration – if voluntary overtime is paid ‘over a sufficient period of time’ – a question of fact for the ET Suggests if only occasionally overtime, and other times there is not, you would not expect to get it over annual leave.

Answer 49

* any worker refusing to give agreement to working longer hours than the maximum working week *must not be subjected to a detriment*: concerned a station fire officer who was also someone who drove fire engines, required to work 24 hour on call shifts. He was unhappy this was not consistent with right of 48 hour week. Having made a complaint about this, he was transferred to a desk job in control room. Held: this was a detriment, he asserted his right of 48 hour working week. And was subject to detriment, should have been able to continue as front line firefighter.

Answer 50

Offshore workers could be required to take annual leave during their "short time". The workers worked on an oil rig on a "two weeks on, two weeks off basis" and argued that since leave meant time off when they would otherwise be working, they were entitled to take leave during the "on" periods. The SC rejected this argument on the basis that "rest time" simply meant time away from work, and it did not matter if the time in question was fixed by the employer at the time when no work would have been taking place. **Problem:** The SC noted that there appears to be nothing to stop an employer from requiring an employee to work Monday-Friday, to treat Sundaay as the statotury rest day and to take annual leave every Saturday when he or she would not have been workign anyway, thereby denying the worker an opportunity to take leave in any meaninful sense.

Answer 51

gardening leave provision in contract of employment where an employee is required to serve a period of notice at home

Answer 52

If the opt-out is to be retained in a revised form, as appears most likely, it is important to allow for greater autonomy for the individual worker to determine his or her own working time and to offer a more common sense approach to overtime. In light of the rulings in SIMAP and Jaeger, it is necessary to modernize and adapt the Directive to allow for some flexibility in on-call situations but also to recognize the need for an improved balance between work and family life. Ultimately, there needs to be less dependency on the outmoded idea of the worker being in a relationship of subordination in which he or she has to be protected by the employer. Once the present fury subsides the next stage of the process will require a much calmer assessment by all parties of the best method of adapting the Directive to the realities of global work organization in the 2 1 st Century

Answer 53

**Reg 24 was analysed here: it is where a worker is required to work through a rest break/period under reg 21.** concerned security guard who worked a shift longer than 6 hours without a rest break. Held: breach of reg 12. However, **entitled to compensatory rest if a derogation applied.** CA held: reg 21(b) applied. Question, did the period have to be an uninterruped 20 minute break in accordance with reg 12 or were some other arrangements sufficient. Held: The arrangement that **he could restart his break if it was interrupted -** fell with reg 24(a). The court explained that although he could nto always expect an uninterrupted break, he might sometimes end up with much longer period of time away from work than 20 minutes.

Answer 54

In the absence of an express term (entitling him to sick pay) in the contract it may be possible to imply a term. Sufficient evidence that there would have been an agreement for sick pay.

Answer 55

rule that no annual bonus award if at date of payment, the employee is no longer employed by the bank. Someone could be paid by bank for 9 months of year and then get another job, the would not get bonus for that period that they would be there. He got no bonus, and so claimed there was a breach of contract to not exercise the bank’s discretion irrationally or perversely. That said, the bank did make substantial bonus awards in 2003 and 2004, and although this was less than Keen had hoped for, it could not be said to have been irrational, arbitrary or perverse, which Keen would have had to show if he wanted to challenge the amount. Moreover, not irrational not to make a payment. The principle arising from this judgment is that employers do have discretion but this must not be irrationally, perversely or arbitrarily exercised.

Answer 56

CRITISISM: Mead questions whether analysis in Wiluszynski is correct as a matter of contract law. The employee's repudiatory breach entitled the employer to terminate the contract and dissmiss the employee. But if the employer elects not to do this, the employer must be ready and willing to perform its side of the bargain. Therefore, unless the action short of a strike deprives the employer of substantially what it bargained for, it should still make some payment ot the employee. Since the employer is entitled to damages for breach from the employee, the employer wuld be entitled to reduce the paument to reflect the damages. In some cases, this would mean that no pay was due. In cases like Wiluszynski where the harm to the employer was small, it might be argueable that some payment was still owed to the employee. Another suggestion by the courts and some commentators is that the employees could bring a claim in unjust enrichment. Burrows thinks this. However, this is hard to argue that the employer is "unjustly" enriched when it makes it clear that it does not want the employee to perform.

Answer 57

in the absence of an agreement between the parties only the four weeks paid annual leave under Reg 13 can be carried over into the next leave year (not the additional 1.6 weeks under Reg 13A) – logic is that the right to carry over leave is from EU case law and the minimum under EU law is four weeks This carrying over of annual leave is not within regulations, only within EU case law, in strict interpretation – for period beyond year, the entitlement is only 4 weeks as this is the minimum amount under EU directive. If in second year of sickness (entitled to under contract perhaps) it would be for 4 weeks.,

Answer 58

At time of Bauer’s death (Worker) he had 25 outstanding days of paid annual leave. His wife was the beneficiary of his estate and asked the employer for a payment in lieu of the 25 days which was refused. German law precluded an allowance in lieu of part of the deceased estate (not apply in UK). CJEU: this German law which prevented this being part of the estate. Was contrary to art 31(2) of charter. national court had a duty to disapply the decision in the particular case but also found that **the right was so fundamental that in the context of the right under EU law, it was horizontally directly effective from the charter.** Emphasises that this right has been put on the EU system highly.

Answer 59

At **common law** the wage/work bargain can be enforced by civil action in debt - failure of employer to perform a contractual obligation. If successful, the employer may be liable for an award of damages:

Answer 60

Derogations apply in respect of this group(unmeasureed or self-determined working time) from all the minimum requirements except paid annual leave. applies only to workers whose working time ‘as a whole’ is unmeasured or self-determined. Cjeu held: if all of someone’s working time is decided by themselves then they would fall within this category because they choose when to work/when to rest. Any worker who is personally subordinate to employer to these choices, would not normally be covered.

Answer 61

1. unmeasured or self-determined working time 2. general derogations 3. specific derogations:

Answer 62

- Annual leave can be postponed if the worker is sick during the leave

Answer 63

Similar as in British Nursing night watchman permitted to sleep during shift. Held: they were engaged in timed work and therefore they should receive the NMW

Answer 64

clause requiring newly hired worker with highly specialist skills to make a payment to the company if they failed to start work. Penalty clause if you failed to start work. Held: lawful because In this situation highly skill/specialised, difficult to recruit someone and agreement pre estimated employers losses in this situation. This does not happen often.

Answer 65

Employees can fall back on Statutory Sick Pay (SSP) if there is no contractual term. ## Footnote SSP is paid for each ‘day of incapacity’ during a period of at least four consecutive days of incapacity (including days not normally worked). Entitlement period lasts up to 28 weeks – the employee then transfers to social security benefits. SSP is currently £92.05pw.

Answer 66

Worker was not given an opportunity to take the leave, there was no statement in contract stating this, but work was ordered in such a way that it was difficult to take the leave (not enough people working on shifts etc). The worker felt that if they sought to take the leave, they would be penalised or difficulty in doing so. ## Footnote **Point established: employer must enable the worker to exercise the right to annual leve. If employer fails to exercise the right, the principle in King applies, that worker can take extra leave later of receive payment in lieu upon termination.**

Answer 67

claimant agreed to temporarily work for 4 days a week, they agreed to work mon-Thursday because market conditions had worsened, this would avoid redundancy situation. However, the employer refused to pay them a guarantee payment for the fifth day. They raised this as a grievance. Held: notwithstanding fact they agree to work only 4 days, this did not preclude them from the guaranteed payment because their contract was to work 5 days. Agreement to work 4 days, legitimate to expect that NORMALLY they would be working on a Friday so should receive guarantee pay, The Court of Appeal allowed the appeal in all three respects. First, during the currency of the Agreement (to work 4 days instead of 5) Fridays remained days on which they were "normally" contractually required to work, and in so far as work was not provided for them on those days they were workless days within the meaning of Part III ERA 1996 in respect of which they were entitled to guarantee payments. **The ERA s28 provides for employees, without protection under their contract, to have a limited right to “fall-back pay” - a ‘guarantee payment’ - for each ‘workless day’. The current rate is £28 per day – but only for a maximum of five days – so £140 - in any three-month period:**

Topic 4: Wages and Working Time COPY COPY Flashcards

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