The right not to be treated less favourably than a comparable full-time worker applies to rates of pay, including overtime for hours worked above normal full-time hours, contractual sick pay and maternity pay, access to occupational pensions or other benefits, training, promotion and leave arrangements. Most of these provisions are covered by University-wide arrangements. However, departments are responsible for ensuring that local arrangements in the following areas are compliant with the Regulations:
Access to training
Part-time workers should be eligible for training on the same basis as full-time staff. Where possible courses should be arranged so the part-time workers can attend within their normal working hours. Where this is not possible, and staff either wish to or are required to attend, they should either be paid (at a basic hourly rate) or given time off in lieu to enable them to attend.
Previous or current part-time status must not be considered a barrier to promotion to a more senior post and where a part-time worker wishes to apply for a full-time position on a part-time basis this must be given serious consideration.
Annual leave, holiday, family, fixed holidays and bank holidays
Part-time staff should receive the same leave entitlement, pro rata, as full-time workers. It is important to ensure that part-timers receive their pro rata entitlement to paid bank holidays and departmental fixed days of closure. This is particularly important where a part-timer who does not normally work on Mondays may not enjoy a full entitlement. Such staff should be compensated by an adjustment to their personal leave entitlement. Equally the personal leave allowance of part-time staff, who, because they always work on Mondays, may benefit disproportionately from bank holidays, will need to be adjusted.
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