point of principle?

Re: point of principle?

Clive Ansell — Fri, 29 Jul 2011 07:40:10 GMT

[quote user="phipps"]

Another way of looking at it is that it costs the employer no more to cover the night shift by paying the employee the set locum rate than to employ a locum. Further, if the employee covers the night shift they will be more familiar with the clinic, its clientele and its charging structure, and therefore might produce a better turnover for the employer than a locum.

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It does because employers are taxed when they employ people, they have to pay 13.8% in employers national insurance contributions over and above what the employee is paid. This is not payable for a self employed locum. A locum rate would also tend to be higher because it has to factor in holiday pay, sick pay and periods without work etc.

That said most OOH centres seem to have difficulty finding staff, and will often negotiate rates as the eleventh hour. A well known national OOH provider recently told me they have 50 unfilled shifts at the beginning of every week, and they will often double rates at the last minute

Re: point of principle?

Glen McIntosh — Fri, 29 Jul 2011 06:46:52 GMT

I would go back the the employer and point out that it is no more costly for them to pay me the set locum rate than it would be to hire a locum. Therefore I will be happy to cover shifts for the set locum fee or my hourly rate, whichever is the larger, but I will not cover the shifts for less than the set locum rate. The employer can then decide what they want to do - take it or leave it.

Of course if your friend wants to cover the shifts because they need extra money, and his/her employer has a large pool of available locums (it may be that the employer prefers not to have their employees covering the night shift so that they are not tired when performing their day duties), then your friend may have to accept what is on offer.

Re: point of principle?

Mark Holmes — Thu, 28 Jul 2011 23:03:36 GMT

Lots of ways to look at it. A locum rate is intended to cover in addition to the shift, holidays and the irregular nature if the work. As the employee has these covered that premium need not be paid. I would assume also that if the company were short of staff he/she could always say no and hold out for more. Who holds the power?