The purpose of bereavement leave is to ensure that racing staff who suffer bereavement in their family are able to attend the funeral and deal with family and legal matters without the additional hardship of losing money.
Racing staff shall be granted up to a maximum of five working days absence payable at the relevant consolidated wage in the event of the death of a spouse, civil partner, child, brother, sister or parent or other relation for whom they provide care at the discretion of the employer.
In the event that five days is insufficient, or that a serious family event has occurred which has not resulted in bereavement, the employer may at their discretion negotiate a period of unpaid leave to enable the outstanding personal matter to be dealt with.
Racing staff returning from racing after midnight shall not be required to start work until 9.30 am; if staff are asked to start before 9.30 am, it is agreed that they will be paid at the rate of time and one half for each hour worked before that time. Where an employee returning from racing after midnight elects not to start work before 9.30, paid time will begin from when the employee begins to work not the normal start time and any adjustment to pay for unworked time before 9.30 must be made at the employee’s normal hourly rate, not the £7.83 rate for time worked away from the yard or at time and a half.
Off rota racing staff, who go racing to a Saturday evening fixture are entitled to receive a paid weekday evening off in lieu, the weekday evening to be mutually agreed between the parties.
The holiday year will be either 1st January to 31st December or 1st July to 30th June. The trainer will determine which is the most appropriate for each yard. Each year will stand on its own and cannot be carried over (see clause 14.6).
Racing staff are entitled to:
(14.1) Part-timers holiday entitlement will be the same as full time workers on a pro rata basis and paid at their usual rate (part-timers are defined as persons who work less than 40 hours per week).
Part time workers holiday entitlement increases in line with length of service as for full time workers.
(14.2) Holidays will be taken at times to be mutually agreed and will have regard to what is practice in the local circumstances.
(14.3) Employees who have been given notice, or who have given notice, can be required to take their holiday entitlement during the period of notice and this will be effective even where the employer is unable to give the employee statutory notice of the requirement to take holiday. In the case where racing staff have holiday entitlement which exceeds the period of notice, they will be paid for the balance of their entitlement.
On termination of employment, racing staff should be paid for any holiday accrued in the
current holiday year to the date of termination and not taken. Any part of the annual holiday entitlement that has already been taken at the point of termination of service shall be deducted when calculating the holiday pay entitlement as referred to in 14.1.
(14.4) There is a holiday calculator on the NTF website which may be of assistance particularly for calculating the holiday of part time workers.
Annual holiday will be calculated on the consolidated wage.
(14.5) Bank and public holidays are included in the holiday entitlement set out at paragraph 14.
Where an employee works on a public holiday an alternative day will be taken to be mutually agreed or if an alternative day is not taken an additional day’s pay will be paid up to a maximum of 2 days (pro-rated for part timers and in respect of incomplete holiday years in the first year of employment).
(14.6) In certain circumstances where it is not possible for an employee to take their holiday entitlement during the current holiday year due to sickness absence, the entitlement to the holiday which can be carried over will be reviewed at the time in the light of the current legislation at the relevant time.
(14.7) Contractual and statutory annual leave will accrue during maternity/paternity and adoption leave periods and will carry over where it cannot be taken in the current holiday due to the employee being on maternity/paternity or adoption leave.
Staff who are travelling on a Sunday to race on a weekday, when they would not otherwise have been working that Sunday, are entitled to receive a paid day off in lieu, the day off to be mutually agreed between the parties.
Staff who go racing on a Sunday or who are racing abroad on a Sunday when they would not otherwise have been working that Sunday, are entitled to a paid alternative day off at the relevant rate. The arrangement of this day off will be at the discretion of the trainer in consultation with the racing staff so that the day is taken within a rolling reference period of twelve months.