The conversation was not only about arithmetic. It often revealed that the employment contract and the person’s actual pattern of work needed to be brought back together.
I first explained that a part-time attendance rate was calculated in hours rather than days—and that this usually avoided disadvantaging the employee.
Suppose the contract is three eight-hour days each week, but the employee chooses to work only six hours on each of those days. Attendance by days appears to be 100 percent. Attendance by hours is 75 percent.
Granting leave solely from the day count while paying eight contracted hours for each leave day would leave the contract and reality misaligned in two directions.
The durable answer was to bring the contract and the actual working pattern as close together as possible, then calculate both eligibility and the leave-day value from a consistent foundation.
A dispute about a percentage was often a signal that the employment data itself needed attention.
CHAPTER 03 · PART 03 · EPISODE 7 / 10 STORIES · 35 STORIES TOTAL