Current Laws provide a framework for Employment, AvaPA supports
all key aspects. The exact periods or maximums are user defined and
run from specified dates, so the product can be easily configured
to current and ever-changing Worktime Directive legislation and
judicial rulings.
Aspects covered are:
- Non working day(s) per week.
- Minimum break between subsequent day's employment period.
- Maximum hours per week.
- Average maximum hours per week over long periods (17
weeks).
- Non consolidated leave calculations.
- Holiday allocation and assignment.
All functionality including the average of 17 weeks employment
are calculated on the fly without introducing any noticeable delay
in the booking process.
As seen in the screen shot below, bar indicators show the
percentage of an employee's allowance used if the new booking was
allocated.
Reports are available for accrued leave, both hours and cost
totals.
Legal Overview
As of April 2008 Health and Safety legislation provides
unlimited fines and jail sentences for corporate negligence. Whilst
Britain has an opt out from aspects of work time directive
legislation, recent court ruling suggest the following:
Any Agency Employer who's staff exceed WTD limits and are
subsequently involved, even accidentally, in a harmful situation
may be liable under corporate health and safety laws. The liability
extends to anyone involved in the Management chain from Owners and
Directors down. Proof of checking that WTD limits were adhered to
would be of considerable assistance in any defence. Inability to
substantiate that WTD requirements were properly monitored could be
seized upon by the prosecution.