Part time bank holiday entitlement

[zubin]

I have 2 staff who share a full time role - one does Mon, Tues and Weds morning the other Weds afternoon Thursday and Friday, we are totally going round in circles with regards to their respective bank holiday entitlements. The one who works the latter half of the week has been building her (pro-rata)bank holiday leave as extra leave as she never has to take it as bh don't fall on her working days, the other is having to take hers plus use a/l to make up the shortfall that she isn't entitled to; this doesn't seem fair but I just can't work out what they should both be entitled to and how to make it fair and the full time staff!!!
Thanks

zubin: I can see why!!! In the scheme of things, a couple of days here and there don't really matter, it's better to keep good staff on side than piss them off over something like this. They will have days off sick, for funerals, child emergencies, etc etc, which outweigh bank hols.

I have the same problem with getting my head around this. I used to work Wed to Fri (2.5 days per week) but have recently changed to Monday to Wednesday and now realise that this year (my annual leave is sept to sept) that 7 out of the 8 BH fall on a monday or tuesday.

I work out my annual leave in hours and add on BH hours(I am entitled to 30 hours per year bank holidays). So when a bank holiday comes up I deduct 7 hours of my annual leave from my total. I think this is crap really as in reality I get 12 days plus 4 bank holidays in leave but can only choose when 9 of those days can be taken. (it feels like I am being penalised for a bank holiday).

When I worked weds to friday I also got 12 days plus 4 bank holidays per year but as only 1 fell on a friday I could choose when I took 15 days per year holiday. It took me a long time to get my head around this and I am hoping to go back to working on the latter half of the week because of it!

Zubin, would it be practical for the FT to work on the bank holiday, or is the workplace closed/ would there be no work for them to do?

If they could do useful work on the BH perhaps you could allow them to work it and take a day in lieu on another day? Or would this prompt a lot of other FTers to ask for the same arrangement which you would not want?

I agree with the others that it would not be a good idea to put restrictions on when the PTer can take holidays if it is not necessary for the business, just to shut the FTer up, as you would then just have 2 disgruntled employees instead of 1.