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1. Fixed term means that the employee is employed for a specific period of time or task, for example a 6 or 12 month period, and employmentends on the date specified in the contract.

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What kind of problems could the employer and the employee face?

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What kind of problems could the employer and the employee face?

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(answer on sheets or in books or on here)

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For many retailers, the holiday shopping season is a "make or break" period which can define their bottom lines for the entire year. Temporary and part-time employment spikes as retailers and other businesses increase staffing to accommodate their seasonal increase in business

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(2008) The museum is open from 09.00 until 20.00 during the week and from 09.00 until 18.00 at the weekend. It has a café and souvenir shop, which are open at these times. The museum guides provide hour-long tours of the museum. It has a classroom for educational visits from school parties during the week in term time. In general the museum is busiest at weekends during the school holidays. Twice a year, railway enthusiasts hold large events at the museum.

(c) Analyse the benefits to Sinton Railway Museum of having a mixture of part-time, full-time and casual employees.

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1. Temporary work or temporary employment refers to a situation where the employee is expected to leave the employer within a certain period of time.

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1. A fixed-term contract is a term usually used to refer to a contractual relationship between an employee and an employer that lasts for a specified period.

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Workers have won a ground-breaking case at the Employment Appeal Tribunal to include overtime in holiday pay.

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Workers have won a ground-breaking case at the Employment Appeal Tribunal to include overtime in holiday pay.

This means some people working overtime could claim for additional holiday pay. Currently, only basic pay counts when calculating holiday pay.

The tribunal also ruled that workers can make backdated claims, but only for a limited period.

However, the ruling could be referred to the Court of Appeal, meaning a final decision may be years away.

The ruling has widespread implications for companies where staff are required to do overtime as a regular part of their job. Lawyers said the tribunal was not clear on whether the ruling applied to workers doing voluntary overtime.

But Caspar Glyn, a barrister specialising in employment law, told the BBC that the ruling effectively meant that: "Normal pay is normal pay and that should be paid when you're on holiday". Even though this was not spelt out in the ruling, this referred not just to compulsory overtime but to any overtime that is worked on a regular basis, he said.

"Up until now, some workers who are required to do overtime have been penalised for taking the time off they are entitled to," said Howard Beckett of the Unite union.

"This ruling not only secures justice for our members who were short changed, but means employers have got to get their house in order."

'Matter of urgency'

The tribunal ruled on three cases - road maintenance company Bear Scotland versus Fulton, engineering firm Amec vs Law and industrial services group Hertel vs Wood. The employees won their original claims and the tribunal has now rejected the companies' appeals.

The coalition and business groups had argued strongly that overtime should not be included in holiday pay calculations. They were particularly concerned about a raft of back payments potentially going back many years.

But backdated claims have been limited, with the tribunal ruling that employees cannot claim more than three months after the last incorrect payment.

After the ruling, Business Secretary Vince Cable said he would be setting up a task force to assess the impact of the ruling.

"Government will review the judgment in detail as a matter of urgency," he said.

"To properly understand the financial exposure employers face, we have set up a task force of representatives from government and business to discuss how we can limit the impact on business."

Business leaders were more forthright.

"This is a real blow to UK businesses now facing the prospect of punitive costs potentially running into billions of pounds - and not all will survive, which could mean significant job losses," said CBI director general John Cridland.

"This judgment must be challenged. We need the UK government to step up its defence of the current UK law, and use its powers to limit any retrospective liability that firms may face."
Case studies: The employee - Shane Brown, Leicester
"I work 35 hours a week as a cleaner but am only contracted to 28 hours.

"Being on near enough minimum wage is bad enough, but to have to push to get one extra day to make ends meet makes life at work very stressful.

"It also makes me less likely to want to take a holiday because no matter what I say or do, I'll be losing out. I can't afford to only be paid for 28 hours for even one week in a month.

"It currently has a massive knock-on effect that means I have to make a choice between eating properly (and by properly, I mean one meal a day as it's all I can realistically afford) or not eating for a couple of days that week just to be able to have some simple pleasure in life.

"Being paid holiday for overtime worked would be extremely useful. It would take a massive weight off my shoulders so if I was to take a holiday, I wouldn't be constantly worrying about how I'm going to make ends meet while I'm off work and I would actually be able to relax."
The employer - Lance Harris, Bristol
"I run a small business employing 27 staff with approximately 18 working regular overtime at one and a half times the normal rate.

"My employees take home far more in wages than if they worked a normal week. This practice has been place more many years, even during the recession.

"If I have to back date a holiday pay supplement, I will curtain overtime working.

"Any such curtailment will hurt everyone but small employers are under great strain from continuous changes to working conditions, contracts, never-ending training, paternity leave, Health & Safety etc.

"Much more of this and I may well bring my retirement plans forward, to the detriment of all staff!"

Given the financial implications for companies, lawyers suggested an appeal was likely.

"The potential financial implications for many employers will be significant," said Jean Lovett, employment and incentives partner at the law firm Linklaters.

"We envisage that the tribunal's decision will not be the last word on this issue. As significant sums are involved, we expect the decision to be appealed."

"Due to the costs involved many employers may now look to reduce the availability of overtime, where feasible."

The cases centre on the interpretation of the EU-wide Working Time Directive, and in particular the Working Time Regulations implemented in the UK in 1998.

The tribunal ruling suggests that UK companies have been interpreting the EU directive wrongly.

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Workers have won a ground-breaking case at the Employment Appeal Tribunal to include overtime in holiday pay. This means some people working overtime could claim for additional holiday pay. Currently, only basic pay counts when calculating holiday pay. The tribunal also ruled that workers can make backdated claims, but only for a limited period.

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Thodis Park is busiest in the summer and casual labour is used to control queues and pick up litter. Part-time staff are used each weekend for jobs including working in the kitchen and for some office roles where full-time work is not needed. Some of the part-time staff will also work extra hours in the summer.

(a) Explain the differences between the use of casual labour and part-time staff at Thodis Park.

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Some people in the leisure industry may need to work more than 1 part time job in the leisure industry for them to earn enough to live one.

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Part time in the news

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EVERY little helps, when it comes to tax at Tesco.

Britain's biggest private sector employer saves an estimated £100m a year in tax by hiring staff on "ultra part-time" contracts, according to an investigation to be broadcast this week.

Channel 4's Dispatches has found the company is taking advantage of a loophole that allows it to make big savings on tax contributions by hiring staff for just a few hours a week.

The revelation comes as the supermarket giant continues to suffer a spectacular fall from grace.

It is mired in an accounting scandal and profits have tumbled with stores being closed and new ones shelved across the country.

A survey of the company's website found that 96% of 785 new customer assistant posts being...

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EVERY little helps, when it comes to tax at Tesco. Britain's biggest private sector employer saves an estimated £100m a year in tax by hiring staff on "ultra part-time" contracts, according to an investigation to be broadcast this week.

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Changes in travel costs for Part-time staff (Tube)

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Changes in travel costs for Part-time staff (Tube)

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Part-time in the news.

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Part-time workers could see cheaper journeys as part of an overhaul of London's transport fares.

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Administrative costs for part-timers may prove higher because employers must process paperwork and provide more management oversight than what one worker entails. Part-timers have neither the experience nor the same security that a full-time worker brings. Consistency of performance may be more difficult when more than one person works at the same task. Part-timers are more inclined to leave when offered full-time work or higher salaries elsewhere. They may work more than one job in a day, making it difficult to change their schedules and making them prone to exhaustion more quickly and more often.

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The chief advantage for employers instituting part-time work is the lower employment cost since they do not have to provide insurance, sick leave and vacations. They can request more hours of employees during busy times and cut back on hours when business is slow, without having to worry about hiring new workers or letting go of existing ones. Breaks and vacations for one worker can automatically be covered by another part-time worker by staggering their job hours. Part-timers also count, for far less cost, when meeting affirmative action goals mandated by the law or government contracts. Two part-timers may provide a wider set of skills than one person could.

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Part-time workers usually do not receive benefits such as health insurance, sick leave, holiday pay or vacations. When they are not working, they earn no income, which may prove detrimental during sudden illnesses or if they need to take a break. When times are bad, they are typically laid off before full-timers, because they have less time on the job and do not have the expertise of full-time workers. Part-timers may not be promoted as quickly as regular employees, if at all.

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For workers, flexibility is the key advantage of part-time jobs. Because they work less than a full-time day, they still have time to attend school, recover from an illness, care for family members, volunteer at worthy causes or work at another job for extra income. Those working less than half a day have the choice to work mornings, afternoons or evenings in establishments with longer hours. During busy periods, such as around the Christmas holidays at retailers, part-timers may be called upon to work longer or full-time shifts, which increase their earnings. A worker who shares his position with others in the same job knows that if he gets sick or needs to take a vacation, others can do his work

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Part-time staff secure pro rata deal and holidays with full salary

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Part-time staff secure pro rata deal and holidays with full salary

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Part-time in the News

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About 20,000 part-time university lecturers on hourly rates have won the right to fully paid annual leave, writes Alan Thomson.

Lecturers' union Natfhe and the Association of University Teachers have hammered out a deal with the universities that protects the nationally-agreed hourly rate of pay for part-time staff in the face of the annual leave regulations that appear in the new European Working Time Directive.

Staff in pre-1992 universities do not have a nationally-negotiated hourly rate because pay is negotiated through individual institutions.

The directive guarantees all full-time employees a minimum three-week annual holiday and pro-rata paid entitlement for those on contracts of more than 13 weeks.

The directive says that all employers must make this paid entitlement explicit but left them with implementation options.

The unions were worried that the new universities would opt to reduce part-timers' hourly rates to "cover" the annual leave that they, as employers, would have to pay under the directive.

But agreement with the Universities and Colleges Employers Association means that the current Pounds 25.17 per hour, negotiated in 1988, which includes a 15 per cent loading for annual leave, is now clearly identified.

The deal amounts to a formula that can be used to calculate paid annual leave entitlements for part-timers on a pro-rata basis with full-time staff.

Crucially, UCEA has agreed that it applies to part-time staff working fewer than 13 weeks a year. And, as a result of the negotiations, the unions have an undertaking from UCEA to negotiate on the basic hourly rate for all part-time, hourly-paid staff once the Bett inquiry into pay and conditions in higher education files its report next year.

Whistleblowers for college lecturers, page 6

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Part-time staff secure pro rata deal and holidays with full salary

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About 20,000 part-time university lecturers on hourly rates have won the right to fully paid annual leave, writes Alan Thomson. Lecturers' union Natfhe and the Association of University Teachers have hammered out a deal with the universities that protects the nationally-agreed hourly rate of pay for part-time staff in the face of the annual leave regulations that appear in the new European Working Time Directive.

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-Waiter roles

-some bar staff

Any others?

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Recently legalisation (both in the UK and EU equality regulations) come in to help part-timers to have the same benefits as full timers, such as intensive pay, share schemes and pensions. Part-timers did not used to have the same rights in terms of holdiay, sick pay, redundancy and unfair dismissal.

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--Zero-hours: Staff are given no regular hours, nor are they guaranteed hours, but are called in at short notice when demand is high, when an event is staged or when cover is needed for sickness or holiday periods.

--Term time only: these are usually given to parents who can only work while their children are in school and need to be at home during the holiday and half term periods. Some lifeguards, receptionists and sports assistants work these hours.

--Twilight shifts: staff are hired to cover quieter times, such as later in the evening when core workers are not needed.

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In Britain, a part-time job is usually defined as one which involves less than 30 hours per week. This types of work has increased steadily over the last 20 years. As the economy has shifted towards a dominance of service industries, part-time work now represents perhaps as much 30 per-cent of the workforce in the leisure industry

Part-time staff earn the same as their full-time counterparts but often work and take on lower paid jobs in the industry which is often unskilled or requires little specialist knowledge, such as clerical work in a leisure company's admin division, or waiting on tables in a cafe or canteen in a pool complex.