Hi, I'll start by saying what a helpful thread this is, and the attached excel tools are great. I started using the FoSRunning spreadsheet as, thanks to a SAR, I have 9 years of statements to work with. However, the card balance in column E was not coming out to same as my statement balance once I put in the charges and payments. I see from the calculation that is is taking the running total from column E, adding the payments made in column D, and subtracting the charges incurred in column C. Should it not Add the spend ( column C ) and subtract the payments ( column D) ? If I change the formula to do this then the balance shown matches my statement balance - or am I missing a critical point for calculating the interest ? ( which is adding up nicely by the way !) Thanks in advance. Mia.

Hi, Thanks for that. There is no shift work. There are "core hours" 7am to 7pm and we are to arrange to cover these hours. Our problem lies in when we are on standby. We understand "on standby" doesnt count towards the working hours. However, when we are called out the clock starts again. Our quibble is over the 11hrs continuous rest period afterwards which they company they will allow us, but at " a time that is convenient to the business". Which means you could be on standy at the weekend, be called out and work say 20 hours over the weekend, finishing say at midnight Sunday, but still be expected at work at 7am if you are covering the early part of the core hours................

Hi, When my brother joined his company brother has signed an opt out statement to opt out of the WTD. The company now has everyone is consultation over working hours, on call, core hours and rest periods. Does opting out of the WTD mean that you opt out of the right to 11 hrs continuous rest etc, or do these opt outs only apply to the 48 hour average working week ? My understanding is that it is only the 48 hour bit that you opt out of and the stuff covered by The Working Time Regulations 1998 still apply : A rest period of not less than eleven consecutive hours in each 24-hour period during which he works for his employer. A rest break when the day is longer than six hours A minimum of one rest day per week The statutory right to four weeks holiday Night working must not average out at more than eight hours at a stretch Workers will be entitled to a free health check-up before being employed on night work and at regular intervals thereafter Can anyone clarify for me please ? Thanks in advance. M.

Hi all, sat and read about 100 posts - this is a great forum with good advice so..... as we are having a few "heated discussions" at work at the moment, I thought i'd see if anyone here can help. My first ( of what I suspect will be few ) is about our management staff not appreciating that we are working long hours and that swapping us from place to place ( usually a hundred miles plus apart ) 3 times a week or leaving us away from home all week with clients for the long term is any detriment to us or puts them in contravention of any working time directives. Summary - we are all homebased consultants and our contracts list our place of work as " home based ". Our hours of work are listed as 9 to 5.30 with 1/2 hour for lunch. The reality - we are permanently based away from home, are expected to be on client site by 9am for a 40 hour week, plus up to 3 hours travel a day for some ( some more, but only at the beginning and end of the week ) and to do our office admin for work after finishing for the day at the client site. For most, this averages a 48 hour week but for some it is averaging around 55. My question is two fold.... 1 ) Does our travel time count towards the EWTD 2) how long would a home based worker have to work at one client site for it to become their normal place of work in law, regardless of what their contract says ? Any help much appreciated as my employer doesn't appreciate that they are at risk or that we are at detriment.