Common use of Annual Holidays Clause in Contracts

Annual Holidays. All colleagues covered by this Agreement are entitled to holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 hours across 5 days. Colleagues working other shift patterns will have a pro rata entitlement based on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in days (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First 2 years’ Service 30 240 After 2 years’ Service 32 256 After 5 years’ Service 34 272 After 15 years’ Service 36 288 The increase in holiday entitlement will be effective from the start of the holiday year (1st April) following the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period % of holiday entitlement to take April May June July August September 50% October November December 25% January February March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untaken. The Co-op will make the appropriate deductions for any holidays taken in excess of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time Regulations: • From April 2020, holiday pay will be calculated based on average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to time. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each Depot. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. All colleagues covered The Employee will accrue four weeks annual holidays per year, pro-rata in accordance with the provisions of the Holidays Act 2003 and its amendments. The Employer may, at its sole discretion, allow the Employee to take annual holidays in advance, but if employment is terminated by this Agreement are either the Employee or the Employer, the Employer will be entitled to deduct from any money owing to the Employee an amount equal to the holiday entitlement (inclusive of bank holidays) as set out pay paid in advance. The Employee agrees to have their annual holidays paid in the table belowregular pay cycle. The Where sickness, injury or bereavement occurs as a scheduled annual holiday is about to commence or whilst they are on annual holidays, the Employee can take sick leave or bereavement leave entitlement for all or part of the period of sickness, injury or bereavement rather than the Employee utilising annual holiday entitlement. Where the Employee qualifies for Family Violence Leave and this occurs as a scheduled annual holiday is based about to commence or whilst they are on annual holidays, the Employee can take Family Violence Leave entitlement for all or part of the period of the Family Violence Leave. Public Holidays Where a public holiday falls on a day that would otherwise be a working week of 40 hours across 5 days. Colleagues working other shift patterns will have a pro rata entitlement based day for the Employee and the Employee does not work on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in days (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First 2 years’ Service 30 240 After 2 years’ Service 32 256 After 5 years’ Service 34 272 After 15 years’ Service 36 288 The increase in holiday entitlement that day the Employee will be effective from paid the start of daily rate entitlement in accordance with the holiday year (1st April) following the service anniversaryHolidays Act 2003 and its amendments. Where a colleague takes public holiday falls on a full day that would otherwise be a working day for the Employee, and the Employee is directed to work on that day: The Employee will be paid time and a half for their hours worked on the Public Holiday. The Employee will also be granted an alternative day holiday. Where a public holiday weekfalls on a day that would not otherwise be a working day for the Employee, and the Employer has requested the Employee to work on that day, the deduction from their annual leave entitlement Employee will be based on paid time and a half of the colleague’s weekly contracted hours. For single day absences, hourly rate of pay for the number of hours deducted from the annual entitlement actually worked. No alternate day will be due. Holidays Observed are: New Year’s Day and New Years Day Holiday, Anniversary Day, Waitangi Day, Good Friday, Easter Monday, Anzac Day, the colleagueSovereign’s weekly contracted hours divided Birthday, Matariki, Labour Day, Christmas Day, Boxing Day in any year and any other day or days which may from time to time be proclaimed as public holidays or added as a public holiday in legislation. Sick Leave The Employee is entitled to sick leave in accordance with the Holidays Act 2003 and its amendments. The Employee is entitled to take sick leave for when they are personally sick or someone in their dependent care is sick. The Employee must tell the Employer as soon as possible before their shift is due to start if they are unable to work due to being sick. If for some exceptional circumstance they cannot contact the Employer prior to the shift starting, they must endeavour to do so as soon as possible. The Employee can accumulate up to 20 days sick leave. The Employer may request a medical certificate after three working days at the Employees expense. The Employer may request a medical certificate within three working days, at the Employers expense. Xxxx leave is not paid to the Employee at the end of the employment relationship. Bereavement Leave The Employee is entitled to Bereavement Leave in accordance with the Holidays Act 2003. The Employee is entitled to three days Xxxxxxxxxxx Leave in the event of the death of an immediate family member (eg parents, child (including by miscarriage or still birth), partner or spouse, grandparents, grandchildren, sibling, spouses/partner’s parent. The Employee is entitled to up to one day’s bereavement leave after the number death of contracted daysanother person if the Employer deems the Employee has suffered a bereavement. Holiday entitlement The Employee is required to inform the Employer of any bereavement as soon as practicable and inform them who has died and the dates they wish to be away from work. The Employer will endeavour to make a decision as quickly as possible. Family Violence Leave The Employee is entitled to Family Violence Leave in accordance with the Holidays Act 2003 and its amendments. The Employee is required to notify the Employer of their absence due to Family Violence Leave as early as possible before they are due to start work on the day that leave is to be taken in the period 1st April in each year taken; or if that is not practicable, as early as possible after that time. The Employee is entitled to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday take Family Violence Leave for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, themselves or in the event of planned closuressomeone in their dependent care experiencing or experienced Family Violence. If the Employee is affected by Family Violence they (or someone on their behalf) can request a maximum two-month variation to their working arrangements to deal with effects of Family Violence. The table below provides Employer will respond within 10 working days following a broad indication variation request and we are entitled to ask for proof of Family Violence and can refuse the amount of holiday that colleagues should aim to take request on the grounds set out in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period % of holiday entitlement to take April May June July August September 50% October November December 25% January February March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untakenEmployment Relations Act 2000. The Co-op will make the appropriate deductions for any holidays taken in excess Employee may be required to provide proof before payment of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time Regulations: • From April 2020, holiday pay will be calculated based on average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to time. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each Depot. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlementsFamily Violence Leave.

Annual Holidays. A normal holiday week for a full time colleague will be 37.5 hours. Any holiday period will be deducted from the total entitlement at the standard working day for that colleague (e.g. 7.5 hours for a full-time 5/7 colleague). All colleagues employees covered by this Agreement are entitled to holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is following annual leave, based on a five-day working week (leave entitlements for eligible colleagues in Birtley and Xxxxxxxx are increased by 1 day/7.5 hours): Length of 40 hours across 5 days. Colleagues working other shift patterns will have a Service Days holiday Per annum Bank holidays per annum Total leave entitlement per annum(incl bank hols) pro rata entitlement based on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in the first holiday year 23 days 8 31 days (inclusive of bank holidays232.5 hrs) Holiday Hours based on 40 hour contract In First after 2 years’ Service 30 240 After 2 years’ Service service 25 days 8 32 256 After days (247.5 hrs) after 5 years’ Service 34 272 After service 27 days 8 35 days (262.5 hrs) after 15 years’ Service 36 288 The increase in years service 29 days 8 37 days (277.5 hrs) Annual holiday entitlement will be effective from the start entitlements are inclusive of the eight bank holidays, as detailed above. In all cases holiday year (1st April) following entitlements will run from 1 April to the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days31 March. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not fails to book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing the holiday entitlement. Any occasion when Holidays must be taken in accordance with the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period following table: - Month % of holiday entitlement to take April May June 50 July August September 50% October November 25 December 25% January February 25 March 25% A colleague leaving resigning from the Co-op will op, or whose services are terminated, is eligible to receive payment in lieu of any holidays accrued but untakenaccrued. The Co-op will reserves the right to make the appropriate deductions for any overpayment of holidays taken in excess advance of the amount accruedaccrued entitlement. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020 Basic salary or average earnings from the previous tax year (the “P60 holiday rate”), whichever is the greater.  If a colleague has not earned anything with the Co-op in the previous tax year (i.e. new starters), then holiday pay will be calculated based on either basic salary or previous (rolling) 12 week average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the highergreater. • If a colleague has less than 52 weeks serviceIn the event of any change to the way in which the Co-op is required to calculate holiday entitlement under the Working Time Regulations, holiday pay this calculation will be calculated based on their average earnings over amended in consultation with the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to timetrade unions. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each DepotDepot and shift. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. A normal holiday week will be deemed to be 40 hours. Any holiday period will be deductible from the total entitlement at the minimum number of hours for the rota for that day (e.g. 8 hours). Reserve hours cannot be taken as part of the holiday entitlement. All colleagues employees covered by this Agreement are entitled to to: 224 hours (28 days) holiday entitlement per annum (inclusive of bank holidays) as set out pro rata in the table below. The entitlement is based on a working week of 40 first holiday year) 240 hours across 5 (30 days. Colleagues working other shift patterns will have a pro rata entitlement based on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in days (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First after 2 years’ Service 30 240 After 2 years’ Service service 256 hours (32 256 After days) after 5 years’ Service service 272 hours (34 272 After days) after 15 years’ Service 36 288 years service The increase in above holiday entitlement will be effective from the start entitlements are inclusive of the seven customary/statutory days. In all cases holiday year (1st April) following entitlements will run from 1 April to the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days31 March. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the Distribution General Manager may authorise holidays to be carried forward. If a colleague does not an employee fails to book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague employee losing the holiday entitlement. Any occasion when Holidays must be taken in accordance with the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period following table: - % of holiday entitlement to take April May June } 50 July August September 50% October November } 25 December 25% January February } 25 March 25% A colleague leaving An employee resigning from the Co-op will Society, or whose services are terminated, is eligible to receive payment of wages in lieu of any holidays accrued but untakenaccrued. The Co-op will Society reserves the right to make the appropriate deductions for any overpayment of holidays taken in excess advance of the amount accruedaccrued entitlement. Holiday Pay is calculated to ensure compliance with using the Working Time Regulations: • From April 2020, holiday pay will be calculated Average P60 earnings or is based on average earnings over the rolling previous 52 weeks or Basic Salarynormal contractual earnings, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to timegreater. Holidays will not be allocated but will be offered to colleagues Staff on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each DepotDepot and shift. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements. Holidays cannot be taken during the three week leading up to Christmas or the two weeks leading up to Easter however requests may be considered at the discretion of the Distribution General Manager in consideration of extenuating circumstances.

Annual Holidays. All colleagues covered by this Agreement are entitled to holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 hours across 5 days. Colleagues working other shift patterns will have a pro rata entitlement based on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in days (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First 2 years’ Service 30 240 After 2 years’ Service 32 256 After 5 years’ Service 34 272 After 15 years’ Service 36 288 The increase in holiday entitlement will be effective from the start of the holiday year (1st April) following the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period % of holiday entitlement to take April May June July August September 50% October November December 25% January February March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untaken. The Co-op will make the appropriate deductions for any holidays taken in excess of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020 Basic salary or average earnings from the previous tax year (the “P60 holiday rate”), whichever is the greater; or  If a colleague has not earned anything with the Co-op in the previous tax year (i.e. new starters), then holiday pay will be calculated based on either basic salary or previous (rolling) 12 week average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to timegreater. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each Depot. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. A normal holiday week for a full time colleague will be 37.5 hours. Any holiday period will be deducted from the total entitlement at the standard working day for that colleague (e.g. 7.5 hours for a full time 5/7 colleague). All colleagues covered by this Agreement are entitled to the holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 37.5 hours across 5 days. Colleagues working other shift patterns will have a their holiday entitlement calculated pro rata entitlement to the annual hours figure, based on their contracted hours and length of service: Number Length of Years Service Total Holiday Entitlement in days leave entitlement per annum (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First pro rata in the first holiday year 31 days (232.5 hrs) after 2 years’ Service 30 240 After 2 years’ Service 32 256 After service 33 days (247.5 hrs) after 5 years’ Service 34 272 After service 35 days (262.5 hrs) after 15 years’ Service 36 288 The increase in service 37 days (277.5 hrs) Annual holiday entitlement will be effective from entitlements are inclusive of the start of eight bank holidays, as detailed above In all cases the holiday year (1st April) following will run from 1 April to the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year31 March. All holidays must normally should be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in In exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not fails to book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing the holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period Month % of holiday entitlement to take April May June 50 July August September 50% October November 25 December 25% January February 25 March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untaken. The Co-op will make the appropriate deductions for any holidays taken in excess of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020 Basic salary or average earnings from the previous tax year (the “P60 holiday rate”), whichever is the greater.  If a colleague has not earned anything with the Co-op in the previous tax year (i.e. new starters), then holiday pay will be calculated based on either basic salary or previous (rolling) 12 week average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the highergreater. • If a colleague has less than 52 weeks serviceIn the event of any change to the way in which the Co-op is required to calculate holiday entitlement under the Working Time Regulations, holiday pay this calculation will be calculated based on their average earnings over amended in consultation with the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to timetrade unions. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each DepotDepot and shift. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. A normal holiday week for a full time colleague will be 37.5 hours. Any holiday period will be deducted from the total entitlement at the standard working day for that colleague (e.g. 7.5 hours for a full time 5/7 colleague). All colleagues covered by this Agreement are entitled to the holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 37.5 hours across 5 days. Colleagues working other shift patterns will have a their holiday entitlement calculated pro rata entitlement to the annual hours figure, based on their contracted hours and length of service: Number Length of Years Service Total Holiday Entitlement in days leave entitlement per annum (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First pro rata in the first holiday year 31 days (232.5 hrs) after 2 years’ Service 30 240 After 2 years’ Service 32 256 After service 33 days (247.5 hrs) after 5 years’ Service 34 272 After service 35 days (262.5 hrs) after 15 years’ Service 36 288 The increase in service 37 days (277.5 hrs) Annual holiday entitlement will be effective from entitlements are inclusive of the start of eight bank holidays, as detailed above In all cases the holiday year (1st April) following will run from 1 April to the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year31 March. All holidays must normally should be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in In exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not fails to book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing the holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period Month % of holiday entitlement to take April May June 50 July August September 50% October November 25 December 25% January February 25 March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untaken. The Co-op will make the appropriate deductions for any holidays taken in excess of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020, holiday pay will be calculated based on average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. • Note: average earnings will include all elements as required by law from time to time. In the event of any change to the way in which the Co-op is required to calculate holiday entitlement under the Working Time Regulations, this calculation will be amended in consultation with the trade unions. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each DepotDepot and shift. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. All colleagues Colleagues covered by this Agreement are entitled to the holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 or 48 hours across 5 days. Colleagues working other shift patterns will have a pro rata entitlement based on their contracted hours and length of service: Number of Years Service Total Holiday Entitlement in days (inclusive of bank holidayspublic holidays entitlement) Holiday entitlement at Birtley and Xxxxxxxx Holiday Hours based on 40 hour contract In First (Birtley and Xxxxxxxx in brackets) Holiday Hours based on 48 hour contract Up to 2 years’ years of Service 30 31 240 (248) 288 (298) After 2 years’ Service 32 33 256 (264) 307 (317) After 5 years’ Service 34 35 272 (280) 327 (336) After 15 years’ Service 36 37 288 (296) 346 (356) An additional holiday is applicable at Birtley, Xxxxxxxx and Dalcross. The increase in holiday entitlement will be effective from the start of the holiday year (1st April) following the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year. All holidays must normally be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” congestion or the colleague losing holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled colleagues rota’d to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, day or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period % of holiday entitlement to take April May June July August September 50% October November December 25% January February March 25% A An colleague leaving resigning from the Co-op will op, or whose services are terminated, is eligible to receive payment in lieu of any holidays accrued but untakenaccrued. The Co-op will reserves the right to make the appropriate deductions for any overpayment of holidays taken in excess advance of the amount accruedaccrued entitlement. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020 Basic salary or average earnings from the previous tax year (the “P60 holiday rate”), whichever is the greater.  If a colleague has not earned anything with the Co-op in the previous tax year (i.e. new starters), then holiday pay will be calculated based on either basic salary or previous (rolling) 12 week average earnings over the rolling previous 52 weeks or Basic Salary, whichever is the higher. • If a colleague has less than 52 weeks service, holiday pay will be calculated based on their average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the higher. Note: average earnings will include all elements as required by law from time to timegreater. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each Depot. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.

Annual Holidays. A normal holiday week for a full time colleague will be 37.5 hours. Any holiday period will be deducted from the total entitlement at the standard working day for that colleague (e.g. 7.5 hours for a full time 5/7 colleague). All colleagues covered by this Agreement are entitled to the holiday entitlement (inclusive of bank holidays) as set out in the table below. The entitlement is based on a working week of 40 37.5 hours across 5 days. Colleagues working other shift patterns will have a their holiday entitlement calculated pro rata entitlement to the annual hours figure, based on their contracted hours and length of service: Number Length of Years Service Total Holiday Entitlement in days leave entitlement per annum (inclusive of bank holidays) Holiday Hours based on 40 hour contract In First pro rata in the first holiday year 31 days (232.5 hrs) after 2 years’ Service 30 240 After 2 years’ Service 32 256 After service 33 days (247.5 hrs) after 5 years’ Service 34 272 After service 35 days (262.5 hrs) after 15 years’ Service 36 288 The increase in service 37 days (277.5 hrs) Annual holiday entitlement will be effective from entitlements are inclusive of the start of eight bank holidays, as detailed above In all cases the holiday year (1st April) following will run from 1 April to the service anniversary. Where a colleague takes a full holiday week, the deduction from their annual leave entitlement will be based on the colleague’s weekly contracted hours. For single day absences, the number of hours deducted from the annual entitlement will be the colleague’s weekly contracted hours divided by the number of contracted days. Holiday entitlement is to be taken in the period 1st April in each year to 31st March in the following year31 March. All holidays must normally should be taken within the appropriate holiday year and cannot be carried forward from one year to the next. However, and only in In exceptional circumstances, the General Manager may authorise holidays to be carried forward. If a colleague does not fails to book holidays when requested to do so the holidays may be allocated by the manager in order to avoid holiday “congestion” or the colleague losing the holiday entitlement. Any occasion when the depot is closed will be counted as a day’s holiday for a colleague scheduled to work and automatically deducted from the annual holiday entitlement. This would normally happen on public holidays such as Christmas day, or in the event of planned closures. The table below provides a broad indication of the amount of holiday that colleagues should aim to take in each period. Depots will review holiday usage against these principles to ensure that holiday is taken by colleagues and there is no congestion at the end of the holiday year. Period Month % of holiday entitlement to take April May June 50 July August September 50% October November 25 December 25% January February 25 March 25% A colleague leaving the Co-op will receive payment in lieu of any holidays accrued but untaken. The Co-op will make the appropriate deductions for any holidays taken in excess of the amount accrued. Holiday Pay is calculated to ensure compliance with the Working Time RegulationsRegulations using: • From April 2020, holiday pay will be calculated based on Basic salary or average earnings over from the rolling previous 52 weeks or Basic Salarytax year (the “P60 holiday rate”), whichever is the highergreater. • If a colleague has less than 52 weeks servicenot earned anything with the Co-op in the previous tax year (i.e. new starters), then holiday pay will be calculated based on their either basic salary or previous (rolling) 12 week average earnings over the total number of weeks during which they have been employed by us or their Basic Salary, whichever is the highergreater. Note: average earnings In the event of any change to the way in which the Co-op is required to calculate holiday entitlement under the Working Time Regulations, this calculation will include all elements as required by law from time to timebe amended in consultation with the trade unions. Holidays will not be allocated but will be offered to colleagues on a ‘first come first served’ basis with maximum quotas set for each holiday week relevant to each DepotDepot and shift. As the holiday year runs from the 1st April until the 31st March the weekly quotas will be published at the beginning of February for the following year’s holiday entitlements.