Working Time Directive

AvaPA provides full compliance checking with the current EU and UK Working Time Directive Laws

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.

Working Time Directive
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.

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