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I think I can combine above as 1 full-time job by doing below?Employee 1: Apr 2015 to Feb 2017 = 23 months
Employee 4: Mar 2017 to Aug 2017 = 6 months
I personally think you can and I would be very interested in finding out if it will be accepted (and I am sure many others in this forum would be too)arnomarga wrote: ↑Fri Oct 06, 2017 7:34 pmI think I can combine above as 1 full-time job by doing below?Employee 1: Apr 2015 to Feb 2017 = 23 months
Employee 4: Mar 2017 to Aug 2017 = 6 months
Job Title: Marketing Executive
Employee 1 = April 2015 to April 2016
Job Title: Sale Executive
Employee 1 = May 2016 to Feb 2017
Employee 4 = Mar 2017 to Aug 2017
What do you think marcnath?
I think it is clear from above that within the same job another worker can replace a worker who is employed part of the year and then resigned?The jobs must exist for at least 12 months. Within the same job, another worker can replace a
worker who is employed for part of a year and then leaves the job, so that the employment as a
whole adds up to 12 months. The hours of workers in 2 part-time jobs can be combined to add up to
30 hours a week or more and form the equivalent of one full-time job, as long as the 2 part-time jobs
exist for 12 months. We consider full-time to be 30 hours per week / 120 hours per month. Each job
will be assessed separately unless you indicate below that you wish to combine one job with another
job.
They never said that part time worker should be with the company for 12 months.as long as the 2 part-time jobs exist for 12 months
Job No: 1Employee 1: Apr 2015 to Feb 2017 = 23 months
Employee 2: Jun 2016 to Date = 16 months
Employee 3: Jun 2016 to Date = 16 months
Employee 4: Mar 2017 to Aug 2017 = 6 months
For Job No 2 I am using 3 employees, Employee 3 worked 12 months and Employee 1 worked 11 months and then straight away Employee 4 Joined which last for 6 months.within the same job, another worker can replace a worker who is employed for part of a year and then leaves the job, so that the employment as a whole adds up to 12 months. However, if there is a gap between one worker leaving a post and another worker starting employment, the period when the post is not filled will not be counted - only periods during which a worker is employed in a post will be considered. If you are combining workers within the same job, you must make it clear in your application which employees are being used.
they never said that employees should last for 12 months, they are talking about jobs I think?The jobs must exist for at least 12 months. Within the same job, another worker can replace a worker who is employed for part of a year and then leaves the job, so that the employment as a whole adds up to 12 months. The hours of workers in 2 part-time jobs can be combined to add up to 30 hours a week or more and form the equivalent of one full-time job, as long as the 2 part-time jobs exist for 12 months.
Atif - you do raise a point that I had initially thought of would be the approach. But the rules and guidelines do not require the part time jobs to be at the same time.Atif786 wrote: ↑Sat Oct 07, 2017 7:06 amAll I wanted to say that if combination of any job title or any employees working hours give you the calculation 30 hours/week through out the periods your claiming points for are fine.
For eg:
Waiter 1- worked for 15 hours in week 1
Cashier - worked for 15 hours in week 2
So how can we combine it to make it 30hours/week as they both worked in different weeks.
My understanding is partime work can only be combined
When it's done within the same week irrespective of how many employees have done it .
That's why HO office has only given examples of combining the part time hours of Diff workers or diif job title worked within the same week.
But let's wait for gurus' input .
arnomarga wrote: ↑Sat Oct 07, 2017 1:27 amMany thanks zimba88 for your input.
Kindly advise if the following scenario will do the job creating requirements:
Job No: 1 combined with Job No. 2Employee 1: Apr 2015 to Feb 2017 = 23 months
Employee 2: Jun 2016 to Date = 16 months
Employee 3: Jun 2016 to Date = 16 months
Employee 4: Mar 2017 to Aug 2017 = 6 months
Job Title: Job Title 1
Employee 1 = April 2015 to March 2016 (12 months part-time)
Job No: 1 = This is Job No:2, combined with Job No. 1
Job Title: Job Title 2
Employee 2 = Jun 2016 to Jun 2017 (12 months part-time)
Job No: 2 = This is Job No:3, combined with Job No. 4
Job Title: Job Title 3
Employee 1 = Apr 2016 to Feb 2017 (11 months part-time)
Employee 4 = Mar 2017 to Aug 2017 (6 months part-time)
Job No: 2 = This is Job No:4, combined with Job No. 3
Job Title: Job Title 4
Employee 3 = Jun 2016 to Jun 2017 (12 months part-time)
Also last month I hired a full-time employee who is doing 35 hours per week. I am still waiting a reply from my accountant for the worker whose starting date is not confirmed. let suppose he started a month before I joined the business can this full-time employee cover the net increase in employment?
==> Net increase calculation is not clear, but yes, you should anyway include this employee in your submission. When it is not clear in the guidelines, you are free to set out the argument yourself in the cover letter, so feel free to make the argument that it is a net increase.
The worker whose starting date is not confirmed is still with me since last 3 years so I can show that he has done 3 different jobs in last 3 years lasted 12 months each?
As I said before, I believe you can do so as per the rules. However, HO has the right to question it, ask more details about the job and evaluate if it is truly a different job or not. So, while I think they may be flexible for small variations, if they think it is being misused, they do have the possibility of rejecting it, which could require legal challenges
Yes, a shareholder doesn't have to be a director and vice versa.arnomarga wrote: ↑Sun Oct 08, 2017 12:59 amDear All,
My accountant is back from holidays and I did speak with him regarding starting date of first employee which he is going to check tomorrow and will let me know.
I also discussed about the issue that If his joining date is 1 month before I became a director? He said you joined an existing active business so by law you are capable of doing many things without becoming a director. He was telling me something about shareholder that a person can own a company 100% without being a director....
He also said that he can mention in the letter that all the jobs have been created after you joined the business which is true as I always send him an email for the employees to add into payroll. I have checked my emails and I can see that I sent an email at the end of April 2014 for that employee to add so I am not sure when was he actually entered into payroll.
Does he needs to write about all the employees from joining till Date? Does it mean that he needs to calculate all the hours for all the employees from joining date till the last month or just the 12 months which we are claiming points?the number of posts created in the business and the hours worked
I am repeating what I had said earlier.marcnath wrote: ↑Fri Oct 06, 2017 7:25 am
That makes thing easier. Since the company had no employees, you will not have FPS for the past 12 months, but will have to provide other evidence such as a P32 for that period. Or some evidence to show there were no employees in the 12 months before you joined (accountant letter, for example)
As for claiming points for your FT employee, I personally think HO will likely accept it, given that it is very clear it is your involvement that led to the hiring. But it is tough to be sure.
The guidelines state:
197. You can only use employment created when you were engaged in the business. If you joined an existing company as a director you may only submit employment created after you joined the company.
There is a bit of contradiction built into this clause, but you can definitely argue that you have been engaged in April. And that is how you should get the accountant to write the letter.
Applied: Nov 2017
£50K
Thanks marcnath!
