Maternity Leave - Should I get time off in lieu for bank holidays and business closure days?
958499
You should get the bank holiday days back as days in lieu when your return from maternity leave and should be able to take them off like you would with any other annual leave entitlement. You ca not be paid them as the Working Time Directive prohibits this, but you do get them back. \n\nVisit the DTI website for a full list of your rights
623523
Of course not.\nEvery year I get 10 days off at Christmas's and at "Paque", then I get 21 days off (separated) for the other holidays, and the big surprise that we have all the summer off (3 months).
543818
I depends on where/who you work for, but it's a pretty common practice to not get holiday pay if you take the day before or after a holiday.
645254
yes.  anything to get more days off :-)
625006
After a maternity leave.
980132
O fantastic question!!!\n\nThis is a personal bug-bear of mine.....I always make a point of parking in Parent & Child parking spaces, and I get told off by the girlfriend.\nDisabled people cannot help their condition & deserve certain facilities, but why, O why, do parents deserve preferential treatment??? They chose to get knocked up!!\nTell your boss that it is discrimination to give time-off based on what you have said, you have just as much right to certain days off even though you dont have children.
520970
It's very hard to get a job when you're pregnant because they already know 1. you wont be around for long before you need alot of time off 2. They don't want to pay for maternity leave 3.They probably don't want to waste time training you because you might decide not to return after the baby. Keep trying though if that's what you really want, but are you going to want to put your baby in day care at only a few weeks old ?
617343
No.\n\nI have a UK calendar right in front of me, and it only lists Monday, May 29 as a bank holiday.
509632
Why do you have to take leave when your husband comes into town?  Don't you have the right to have a job as well?  Why can't you just see your husband in the evenings when he is on leave?  If you really want to spend more time with him, take a part time job maybe 2 or 3 days a week so that when he is on leave, you only have to work these days and the rest of the time you can spend with him.\n\nOtherwise, probably the best option for you is to do "temporary work".  I'm not sure what country you're in, but most countries have employment agencies that you can work for on a casual basis.  They will send you to company to work for a day, or month, or a year depending on what the company's employee needs are.  I've done heaps of this type of work.  It's fun because you get to work for different companies so your job doesn't get boring.  You can tell the agency when you are available for work, so if you want 3 months off, you just let them know and then come back at the end of the time off and go straight back to work.  The pay is usually pretty good, you get paid by the hour but you don't get sick pay or holiday pay because it's on a casual basis.  The only downside is that sometimes there can be no work at particular times of the year (eg. summer if you're working in an office because most businesses take holidays then)\n\nLook in your local telephone book under "employment agencies" and phone them and ask them if they do "temp work".  This type of work is available in most industries (ie. office, hospitality, tourism, retail, cleaning, etc.), so you can pick what you want to do.  Good luck.
1105925
It depends on your employer's policy.  In some businesses, unused sick days can be carried forward into the next year.  In other businesses, if you don't use your sick days, you lose them.  Human Resources where you work would be the best place to ask.
461607
It ALL depends on their policy.  You should have received a copy of the policies and procedures manual when you first started.  Some PTO is accrued and payable, some is not.  AND, I would not recommend taking your days off and then quitting, employers frown on that and you might burn a bridge or the chance of a good referral when you need it!!
253749
Employees should be treated with dignity and have the right to keep their personal lives separate from their business lives.\n\nDemanding information about taking sick leave is one of the more sensitive areas.\n\nEmployees should be made aware that use of emails within the company server and phone calls using the company phone system are not private.  They shouldn't find out the hard way.
947026
At my company, they allow 10 sick days off on a 12 month revolving scale. When you take a day off, you either tell your supervisor ahead of time or call in by 9:00 AM to let them know you won't be in. You don't need to be sick, it can be a personal day, and the supervisor doesn't need to know why. Many people get into trouble with this though. They take too many personal days for fun, and when they really get sick, they don't have enough days to cover the illness, doctors visits, blood tests etc.
561134
No, it is not right.  Sick time is a benefit that you should be able to use.  If it is a routine appointment (i.e. - physical, etc), they might ask you to reschedule if they are short staffed but sometimes that cannot be done because it could take months to get a new appointment.  Employers can ask for a doctor's note to verify that you actually had a doctor's appointment though to ensure sick time is not being used for vacation.\n\nTalk to your HR staff to find out the specific rules/procedures for sick time.  You may be able to fight this.
162613
I'm guessing that you are talking about FMLA rights.  The 12 week count starts from the time you leave work to have the baby.  However, I'm going to give you more information.  If you have used FMLA for your pregnancy at the beginning of this calendar year, then that time is taken off of your total 12 weeks.  You only get 12 weeks per year, not 12 weeks per condition.  As a Union Steward I deal with FMLA all the time.  I suggest you do NOT use the whole 12 weeks.  You may have problems later in the year that are FMLA qualified and you will need that protection.   I don't suggest staying out for more than 8 weeks.
693859
No, an employer can not force you to do anything.  He can, however, schedule you to work a holiday at the rate of pay you agreed upon when you took the job.  If you choose not to come in or find someone to cover your shift if that is allowable, then he has the right to terminate your employment for failing to come to work.  I am assuming that this is a non union job and that you do not have a contract that outlines what holidays you do and do not work and if there is any bonus for working them.
438976
I could be wrong, but I think that is more of an 'employer specific' kind of question. I live in Pennsylvania and I have held several different types of jobs here- some allow the rollover vacation days and others consider it a forfeiture of days at year's end, if they aren't taken....\nSo I think it might really be up to you employer...