How to Calculate Annual Leave Entitlement (6 Steps)

Write down the total number of personal days that your firm allows you to take. If this is your first year working with the firm, refer to your hire date, then subtract one personal day for each quarter before you were hired. For example, if you were hired in the second quarter and your firm allots four personal days for a calendar year, subtract two days for the two incomplete quarters. This will leave you with two personal days for the year.
Calculate monthly time off accrual days. Look at your agreed weekly standard work hours and your professional level. For example, if you are a full-time vice president (VP) working 35 to 40 hours a week and your firm allows VPs to take four weeks of vacation a year, divide 20 business days by 12. Your annual leave entitlement is 1.6 days a month. For companies that allow employees to accrue time off only January through October, divide 20 business days by 10 for a total of 2 days of leave accrued at the end of each worked month.
Divide your scheduled number of work hours by the number of hours in a standard work week if you are a limited-hour employee. For example, if you work an agreed 17 hours a week and the standard work week for full-time employees is 40, divide 17 by 40 to calculate the number of leave days you accrue each month. Multiply this number by 12 to arrive at your total annual leave entitlement.
Add additional time off to your total eligible leave entitlement as a full-time employee depending on the tenure policy. Some companies award full-time employees another week to leave entitlement after you have worked at the firm for five or 10 years and another week after you have worked at the company for 20 or more years. For example, if you are a VP who has worked at the firm for 20 years, add four weeks of base vacation time with three additional weeks of leave you earned for serving the firm for 20 years plus your four standard annual personal days for a total of 39 annual leave days.
Include approved carry-over time or unused vacation days from the previous year. Total your personal days, approved carry-over, base vacation weeks and additional vacation weeks for tenure.
Factor in the total number of sick days that your firm allows each year. For example, if your firm allows full-time and limited-hour employees to take five sick days a year, add these five sick days to your total allotted vacation and personal days combined.
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How to Host Bar Trivia Contests

Pick a night and time to stage the contest. Schedule the trivia contest on a night slow enough that it will improve business, but not on a night so slow that it would annoy the patrons. Plan the contest on the same night and time every week, allowing for holidays, so patrons know when to come and play.
Establish the duration of a contest session, which should be based on the bar's usual business for that night. Usually, the contest should run from one to two hours, shorter if other entertainment is planned for later in the evening and longer if not.
Set up the rules of play. Decide if everyone should be allowed to play or if contestants need to qualify in some way, such as through a sign-up sheet or by paying an entry fee. Determine whether players play as individuals or may play as teams. If everyone can play, either let the patrons decide whether they play alone or in teams and set an upper limit on team size, or require all teams to be the same size. This will give team members an equal chance of winning.
Decide how players will answer the questions, verbally or in writing. Writing answers requires providing them with answer sheets and makes for a slower-paced contest, but allows patrons who arrive during the run of the contest to catch up by getting the questions they missed. Answering verbally requires the use of a buzzer system and typically requires players to arrive at the contest's start.
Determine what prizes will be awarded. Prizes may be furnished by the bar, such as a bar tab, from contest sponsors or a cash kitty formed from the entry fees contestants pay to play.
Promote the contest through flyers, local media and word-of-mouth. Often, sponsors providing prizes can assist with the promotion.
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