THE NEED TO BE THE BEST Continued from page 1 ‘’


This is as good as it gets


2 Business Matters


Sweden, the USA and the UK,” said Daniel. “It is a gruelling, open ocean race that spans the UK, France, Spain and Portugal before crossing the straits of Gibraltar and running up the Mediterranean Sea to Monte Carlo, We’ll need speed, strength and reliability which will all be put to the test on a global stage. It is the world’s greatest powerboat race and this is as good as it gets.”


Daniel is equally at home with the concept of speed on land as water. As owner of Broadoak Performance Cars, the county’s leading dealer of high quality marquee cars, his philosophy is to provide the best cars at the most competitive prices. See website: www.bpc.uk.net


Established in 1999, the company has made a name for


Be part of Daniel’s success


POWERBOAT racing is an expensive pastime, so Daniel welcomes investors into the team. In return, supporters become part of one of the world’s top racing brands. As well as sharing in the excitement, you will receive a huge amount of media exposure and a very enjoyable platform for meeting and networking with current and new clients.


For details on sponsorship availability, the costs and what can be achieved, contact Daniel Cramphorn at: daniel@broadoakinternational.com


Daniel and Kim celebrate another success


CLIENT


PROFILE


itself and continued through the recent challenging times because of only providing fi nest examples. Daniel explains: “Its always been about quality, not quantity. And so long as I’ve done my job right you will not have to pay a premium for this. “Prices vary greatly, but stock usually starts around £20k and then there really is no limit, we just sent a £400k Ferrari F40 to Hong Kong as the buyer simply wanted the best available! That’s one of the things I’ve


noticed as being among the biggest changes in recent years; the amount of sales I make to the far east now as they just don’t have the selection of cars needed there.


“This has been a new aspect to the business that Michael Whittaker and the team at the Herne Bay offi ce have helped me with greatly. There really are very different ways in which the accounting needs to be done and they have saved me money in the process too!’’


HOLIDAY PAY – GETTING THE CALCULATIONS RIGHT


ONE of the least understood aspects relating to employment is that governing the rules on holidays and holiday pay. Indeed, in practice, these rules often account for many of the disputes between employers and employees. This article attempts to summarise the main points relating to holidays and holiday pay.


Rights to paid holidays


Most employees have the right to a minimum number of days of paid holiday. These holidays are called ‘statutory holidays’.


The right to statutory holidays applies to full time and part time workers, agency workers and casual workers and this right will apply regardless of the age of the worker (except for children under school leaving age) and the length of time they have been employed. From 1 April 2009 every worker has the right to 5.6 weeks of statutory holiday a year (the ‘statutory minimum’). However, the number of days holiday are pro-rated down depending on how many days you work a week. So, if you work a fi ve day week you can take 28 days holiday (5 x 5.6). If you work, say, 3 days you are entitled to 16.8 days (3 x 5.6). Note that you can’t take more than 28 days even if you work more than a fi ve day week.


MFW advice


Your contract of employment may give you more than the statutory minimum but can never give you less.


The holiday (or leave) year


A holiday (or leave) year is a period of one year within which the employee receives his statutory holiday entitlement. Each business can choose its own holiday year and the most common are either year commencing 1 January or year commencing 6th April (to coincide with the tax year).


If the employer and employee have not agreed on the starting date of the holiday year then the starting date will be 1st October each year for employments that started on or before 1st October 1998 and the date the employee started work for employment that started after 1 October 1998.


If the employee starts work part way through the holiday year, his entitlement to holidays is pro-rated according to how many days he works in the holiday year.


Bank and public holidays A rule that many employees (and indeed employers)


Employment law is complex, including the law relating to holidays and holiday pay. Wherever possible any agreement should be contained in a contract of employment which will safeguard both the employer and the employee. If you require further advice, please contact us.


are unaware of is that employees have no automatic right to bank or public holidays, with or without pay, although the employee’s contract of employment may and usually will give such rights.


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