Advice welcome

[dashlee]

Hey guys got a bit of a situation at work, according to my boss at work i have been abusing my holiday entitlement, i took half a days holiday yesterday and i have found out there was an email sent round at work specificly naming me for abusing my holidays, is this legal and any advice would be welcome thanks

[RedSpider]

your holiday entitlement is yours to do with as you please provided you are giving plenty of notice.
your employer has to sign it off as ok before you take it anyway so if its inconvenient for the company that you are taking a day off then they have the opportunity to tell you so.
if your employer feels that holiday entitlement is being 'abused' then he can circulate a memo for employees to have more thought about the impact of their time off and give a little more notice where necessary/possible.
whether naming an individual personally would be illegal or not, i'm not too sure but it IS seriously unprofessional, breaks employee/employer confidentiality and can cause that person embarrassment.
but of course it would depend on the context on which names are mentioned or how the memo is phrased or, indeed, whether this email came from your boss or another member of staff, perhaps a parent, who is disgruntled because they cannot take time off because you were booked off already.
if your employer has a problem with how you choose to use your holiday then they should speak to you personally about it and not anyone else.

my advice. find the author of the email and kick them in the balls/flaps

[nara]

Question #1: Have you been abusing your holiday entitlement?

[cunny]

1st off, check your holiday form to see that you have the hours to cover the half a day. If your manager has ok'd you to be off then thats the managers fault.

How exactly can you abuse holiday entiltlement if its hours the company will give you, the only thing i can think of is if you have gone over the hours your entiltled to.

[gmb45]

i think holiday entitlement is 1.6 days per month worked, or it used to be.

[cunny]

i think holiday entitlement is 1.6 days per month worked, or it used to be.

Approx that but people should check thier contract of employment

[nara]

Might seem a dumb question, so apologies in advance for asking.

I used to find that some employees had the notion that their self-certified sickness limits formed part of their holiday allowance.

You haven't strayed into that area have you?

[RedSpider]

what was you doing on your day off?
if you booked a day off and then came into work anyway and walked around chatting up girls/boys then i would think that this constitutes holiday abuse

[dashlee]

apparently i have taken 6 half days off in the past 3 month and it isnt doing the company any good, i confronted him and asked him to explain and he said it wasnt aimed at me i was just the example he used in his email

[lagerland]

Speak to the union if your in one and get there angle on it sounds like a wrong un..................

[dashlee]

not in a union unfortunately, will have to have a look into joining one

[andy211081]

Who signed your holiday form?

[wongers]

not in a union unfortunately, will have to have a look into joining one

doesn't matter not being in a union go to an employment law specialist they can sort it out for you

[tshirtman]

have a read of this may be some help

Advice leaflet - Holidays and holiday pay - Acas

[toolmansteve]

Tshirtman has provided a link to this very useful leaflet // .pdf document. We do not know the the circumstances of your employment ( type of job, industry in which you work in ) to apply reason as to why a half days holiday should cause so much problem. Ultimately if you had taken a half days sickkie, then the outcome would still be that same, in as much your bum would not be on the seat. Also in the long run, you have a yearly entitlement to 20 odd days holidays which have to be taken at some stage during the year. As an ex T.U.workplace negotiator in another life --- I would get some copies of this leaflet from ACAS, ( always used to be free ) and give a copy to your management, and subsequently discuss with them how they can apply the information contained within the leaflet to all employees, and not single any one employee out . ( No need to mention the word victimisation at this point. ) I am sure your management will have heard of ACAS !!! and be happy to pin up the leaflet on the staff notice board.