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McDonald's doesn't pay holiday pay?

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brain_stew said:
Of course it's a legal requirement in the UK but from my experience McDonalds are very good employers in the UK. Very flexible around shifting, happy to relocate you anywhere in the country (e.g. if you go off to uni etc.) and plenty development opportunities.
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Yeah

This was a new one, built recently and opened a few weeks ago. And it is insane - LCD screens everywhere, snazzy Bluetooth headsets on all the staff, giant "order and pay" touchscreens scattered around and tablets with games and films on the tables

And the entire outside of the building is sheer glass and pine. It looks absolutely fantastic in there...and its odd, as you're eating a fucking McDonalds in a place that is more suited for an extravagantly expensive restaurant. There's even a proper open plan kitchen/production area. You can see everything from any seat in the restaurant, as everything is built around that central kitchen area.

Either way, all the staff seemed really happy. It was such a contrast to the other McDonalds in the area.

Oh and when I went to take my tray to the bin, an employee came up, took it from me and told me to have a nice day. Was kinda stunned. Didn't even have to throw my own rubbish in the bin.
 
My first job had holiday pay for the minimum wage people. But it also had a union.

Come to think of it I only ever got holiday pay for jobs that had a union.
 
All of the various jobs I held through college did not pay holiday pay. The job I have now though does. What we do is take whatever hourly rate the employee is making and double it on holidays. My company is one of the few in this area that does this practice.
 
Let's keep voting in conservatives. I'm sure the bootstraps will trickle down any decade now.

It continues to blow my mind that the USA is so far behind every other developed country in the world, especially with respect to working class support and services.
 
This kids is why you don't drop out of school. The whole system is set up for your failure. It's essential creating slaves.
 
brain_stew said:
Of course it's a legal requirement in the UK but from my experience McDonalds are very good employers in the UK. Very flexible around shifting, happy to relocate you anywhere in the country (e.g. if you go off to uni etc.) and plenty development opportunities.
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Is it a legal requirement in the UK? Bear in mind that the OP is, as far as I can tell, talking about getting paid extra for working during holidays, not paid leave.

Incidentally the way McDonalds do their paid leave is quite interesting, for waged staff anyway. Because so many people work irregular hours every week and yet UK legislation of how many days paid leave you get is based on how many days you work, they get the ratio between number of weeks holiday a year (5.6) and the number of weeks in total and use this to calculate on an hour-by-hour basis how much holiday entitlement you accrue - but instead of giving you this as time off, they just put that value * your hourly salary into a pot that you can take out whenever you like. The idea is that if you want time off you just take a day off unpaid and "withdraw" your pot (or don't - leave it and give yourself a Christmas bonus if you like. It's up to you!)

But largely I agree, they were actually a great employer for the reasons you said.
 
CyclopsRock said:
Is it a legal requirement in the UK? Bear in mind that the OP is, as far as I can tell, talking about getting paid extra for working during holidays, not paid leave.

Incidentally the way McDonalds do their paid leave is quite interesting, for waged staff anyway. Because so many people work irregular hours every week and yet UK legislation of how many days paid leave you get is based on how many days you work, they get the ratio between number of weeks holiday a year (5.6) and the number of weeks in total and use this to calculate on an hour-by-hour basis how much holiday entitlement you accrue - but instead of giving you this as time off, they just put that value * your hourly salary into a pot that you can take out whenever you like. The idea is that if you want time off you just take a day off unpaid and "withdraw" your pot (or don't - leave it and give yourself a Christmas bonus if you like. It's up to you!)

But largely I agree, they were actually a great employer for the reasons you said.
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That sounds like my salary. I get paid hourly but get a higher rate as it includes holiday pay. When I get a day off, I'm not paid - but I get extra per hour to make up for it.

Its in my contract so yeah, its still holiday pay. Just paid differently. Same for McDonalds I guess.
 
Rich! said:
That sounds like my salary. I get paid hourly but get a higher rate as it includes holiday pay. When I get a day off, I'm not paid - but I get extra per hour to make up for it.

Its in my contract so yeah, its still holiday pay. Just paid differently. Same for McDonalds I guess.
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Rolled up holiday pay is illegal even if it's written in your contract. You are entitled to 5.6 weeks paid leave mate.www.gov.uk/holiday-entitlement-rights/holiday-pay-the-basics
 
In MA I think they'd have to get time and a half, thanks blue laws

Section 16. All stores and shops which sell goods at retail may be open at any time on Sundays and on Memorial Day, July Fourth and Labor Day, but no such stores and shops may be open on Christmas Day if Christmas occurs on a Sunday. The performance of labor, business and work directly connected to retail sales on these days shall also be allowed. Stores and shops allowed to open under this section may sell on these days all types of goods and foodstuffs which may lawfully be offered for sale in the commonwealth other than alcoholic beverages. To the extent that this section is inconsistent with section 6 or any other general or special law, this section shall control.

The provisions of law inserted into clause (50) of section six of this chapter by chapter five hundred and fifty-six of the Acts of 1982 pertaining to voluntariness of work and time and one half payments shall apply to any such work performed on said days. The terms “Memorial Day,” “July Fourth” and “Labor Day” shall mean the legal holidays on which said days are celebrated in accordance with clause eighteen of section seven of chapter four of the General Laws.
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Yeah it blows, but it just depends on the franchise owner, and what they want their benefits to be. Like some stores get like 15% off and some get free meals.
 
CyclopsRock said:
Is it a legal requirement in the UK? Bear in mind that the OP is, as far as I can tell, talking about getting paid extra for working during holidays, not paid leave.
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You don't have to be paid extra for overtime, working during holidays, and so on, unless it's in your contract. And while companies are not forced to offer these terms legally, a lot of them will. Though it depends on the nature of the job.

In my case, for "regular" overtime Monday-Saturday I get time and a half. If I work on Sundays and public holidays I get paid double time.
 
Eoin said:
Rolled up holiday pay is illegal even if it's written in your contract. You are entitled to 5.6 weeks paid leave mate.www.gov.uk/holiday-entitlement-rights/holiday-pay-the-basics
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I think it's legal so long as you're able to tale the time off, no? Ie they can't just pay you extra, but the way it work(ed?) At McDonalda meant you still got the time off and you still got paid for it. As far as I know, the manner in which it's administered is not legislated.
 
CyclopsRock said:
I think it's legal so long as you're able to tale the time off, no? Ie they can't just pay you extra, but the way it work(ed?) At McDonalda meant you still got the time off and you still got paid for it. As far as I know, the manner in which it's administered is not legislated.
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Rolled-up holiday pay

Holiday pay should be paid for the time when annual leave is taken. An employer cannot include an amount for holiday pay in the hourly rate (known as ‘rolled-up holiday pay’). If a current contract still includes rolled-up pay, it needs to be re-negotiated.
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It's pretty clear. They have to pay you the holiday when you take it, they can't just roll it into your hourly rate.
 
Oops.

I've totally misunderstood this thread. I only just realised the OP might mean public holidays and such.

"Holiday" here in the UK is what the USA calls a vacation.

But still anyhow, bit concerned about my pay now. Hm.
 
Pryce said:
Welcome to America. A country in which values large corporations more so than minimum wage workers.
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I really recoil at hyperbolic statements like this. I don't buy that I am making a black and white decision between supporting Warren Buffet or supporting Billy Burgerflipper. That's an overly simplified view of the world, imo.
 
CyclopsRock said:
I think it's legal so long as you're able to tale the time off, no? Ie they can't just pay you extra, but the way it work(ed?) At McDonalda meant you still got the time off and you still got paid for it. As far as I know, the manner in which it's administered is not legislated.
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Definitely illegal. It encourages employees not to take their time off to earn more money, which undermines the entire point.

Whereas if you get paid the same for being at work or sitting at home, you'll probably want to exercise your right to do the latter.
 
How do I go about this then? I would kinda be reluctant to talk to them as I'm in my probationary period and it would probably cause issues.

But yeah, I feel like I am forced to not take any days off. It sucks.

Through HMRC? ACAS?
 
Rich! said:
How do I go about this then? I would kinda be reluctant to talk to them as I'm in my probationary period and it would probably cause issues.

But yeah, I feel like I am forced to not take any days off. It sucks.

Through HMRC? ACAS?
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What type of company do you work for size wise?
 
I love when America learns of the wonders of Canada and other countries. How things are aren‘t the way they are because that‘s just the way they are.
 
Eoin said:
What type of company do you work for size wise?
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I'm gonna put it in email tags for my own peace of mind. Quote to see.

....hopefully this works and hides it. 15 office staff, 300 employees. Nursing agency. I work in the office and I have a 40 hour per week full time contract. I do not get sick pay or breaks. My holiday pay is split weekly and I am paid the entitled £35 a week on top of my hourly pay
 
Retail usually doesn't. My partner has to work bank holidays and weekend for no extra pay at all, where as I would get double time for working on a bank holiday, and time and a half for a weekend day.
 
Christ, really? Every time I hear how shitty it is for the working class in the US, I'm so glad I didn't grow up there. It honestly sounds like a third world country in terms of workers rights.
 
Rich! said:
I'm gonna put it in email tags for my own peace of mind. Quote to see.

....hopefully this works and hides it. 15 office staff, 300 employees. Nursing agency. I work in the office and I have a 40 hour per week full time contract. I do not get sick pay or breaks. My holiday pay is split weekly and I am paid the entitled £35 a week on top of my hourly pay
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How a company that size so flagrantly breaks the law is beyond me. They legally have to give you a 20 minute unpaid break if you are working more than 6 hours and pay you holiday. If you have a look through the link I posted earlier it should lay out the procedure you should take to resolve this. Most companies will rectify stuff like this asap, because if you take it to tribunal they'll get fined for every breach.
 
I used to work at McDonald's it is really bad when it comes to holidays. We are only closed for one day of the year and that was Christmas. In order to get paid for Christmas you had to work an 8 hour shift the day before and after.
 
lastplayed said:
McDonald's NZ does... but they have to.
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It's so sad to hear New Zealand must be a crumbling economic wasteland with businesses going bankrupt paying for these unreasonable and onerous expenses. I'm sure all of the "job creators" immediately left the country and took all of their jobs with them due to this irresponsible over-regulation of businesses.
 
Eoin said:
Acas will advise you on the best manner to escalate, but yeah it could end up at an employment tribunal in the end.
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Of course, it is worth pointing out that defending one's rights also comes at a cost. If a prospective employer were to find out for instance that a candidate took their former employer to a tribunal, it would make them far more wary of employing said candidate.
 
Photolysis said:
Of course, it is worth pointing out that defending one's rights also comes at a cost. If a prospective employer were to find out for instance that a candidate took their former employer to a tribunal, it would make them far more wary of employing said candidate.
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thats another issue

I'd rather just tip someone off and let them sort it out
 
Photolysis said:
Of course, it is worth pointing out that defending one's rights also comes at a cost. If a prospective employer were to find out for instance that a candidate took their former employer to a tribunal, it would make them far more wary of employing said candidate.
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It would be pretty unlikely that a prospective employer would find out. The previous employer isn't going to advertise the fact that it was breaching employment law or want to open up its self to a law suit by saying anything that could be deemed as having harmed his future employment prospects.

I doubt it would get that far anyway. The company knows it is breaking the law or will as soon as they consult legal advise. Its own interests will be best served by just changing practices to comply with the law. If it reaches a tribunal the amount they could lose in fines and compensation are substantial.

I once had an employer who was adamant that I was only entitled to 4 weeks holiday a year. I showed them all the relevant information, but they would not budge. At least not till I threatened to take it to a tribunal and they realised how much they would be fined. I think it was £5000 per breach and they had 20 employees. He quickly came round, lol.
 
Slo said:
I really recoil at hyperbolic statements like this. I don't buy that I am making a black and white decision between supporting Warren Buffet or supporting Billy Burgerflipper. That's an overly simplified view of the world, imo.
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It is the NeoGAF way. "The Corporations"!
 
Eoin said:
It's pretty clear. They have to pay you the holiday when you take it, they can't just roll it into your hourly rate.
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Aah gotcha - sorry, I was talking about when they keep your pay aside and you can choose when to "withdraw" it which is different to rolled up pay.

Photolysis said:
Definitely illegal. It encourages employees not to take their time off to earn more money, which undermines the entire point.

Whereas if you get paid the same for being at work or sitting at home, you'll probably want to exercise your right to do the latter.
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I'm not sure why them having the option is a bad thing. They're given all the opportunity to do it the way you describe, they just don't have to if they value the money more. IMO that's preferable.
 
old said:
It's so sad to hear New Zealand must be a crumbling economic wasteland with businesses going bankrupt paying for these unreasonable and onerous expenses. I'm sure all of the "job creators" immediately left the country and took all of their jobs with them due to this irresponsible over-regulation of businesses.
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Yes, you'd think. :p
 
One of the few times I am glad I am in Australia. I got double time and a half on $23 an hour.

Don't work there anymore though. Have a real job and just get holidays off.
 
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