Annual Leave Long Service Leave Public Holidays...Annual Leave Long Service Leave Public Holidays...

Annual Leave Long Service Leave Public Holidays

reference ERUS IP 03

issuing function Employment Relations & Union Services

date of issue February 2017

Annual Leave Long Service Leave Public Holidays 2017 - ERUS IP 03 - February 2017 1

Annual Leave, Long Service Leave and Public Holidays

INTRODUCTION ................................................................................................................. 3

ANNUAL LEAVE ENTITLEMENTS IN ENGLAND, SCOTLAND & WALES ........................ 3

ANNUAL LEAVE ENTITLEMENTS IN NORTHERN IRELAND ........................................... 3

Statutory Public Holidays (Bank Holidays) ........................................................................... 4

England and Wales .............................................................................................................. 4

Scotland ............................................................................................................................... 4

Northern Ireland ................................................................................................................... 4

CALCULATION OF LEAVE ................................................................................................. 5

Calculation of Annual Leave for Part-Time Staff .................................................................. 5

Calculation of Annual Leave for Staff Working Term Time only ........................................... 5

Calculation of Leave for Full Time Staff Working Different Hours Each Day ........................ 5

OTHER CONDITIONS OF SERVICE RELATING TO ANNUAL LEAVE ............................. 5

Calculation of annual leave if you have had a break in service ............................................ 5

Carrying over of annual leave into the next year .................................................................. 6

Sickness during a period of annual leave ............................................................................ 6

Calculation of leave during maternity leave ......................................................................... 7

Maternity leave and bank holidays ....................................................................................... 7

Pay and annual leave .......................................................................................................... 8

Annual leave year ................................................................................................................ 8

Entitlement for incomplete years .......................................................................................... 8

Changing the number of contracted hours worked .............................................................. 8


Entitlement on leaving a post ............................................................................................... 9

Q & A ................................................................................................................................. 10

Annex 1: CALCULATION OF LEAVE FOR STAFF WHO WORK TERM TIME ONLY ..... 11

Annex 2: CALCULATION OF LEAVE FOR PART TIME STAFF ...................................... 14

Table 1: Agenda for Change: Annual leave entitlement for complete years exclusive of Bank Holidays .................................................................................................................... 16

Table 2: Agenda for Change: Calculation of Statutory Bank Holiday Entitlement in England, Wales and Scotland ............................................................................................ 18

Table 3: Agenda for Change: Bank Holiday entitlement in Northern Ireland ...................... 20


ANNUAL LEAVE, LONG SERVICE LEAVE AND PUBLIC HOLIDAYS

INTRODUCTION The leave entitlements for all staff with Agenda for Change contracts are set out below. Entitlements for Annual Leave and General Public Holidays are set out in Section 13 of the Agenda for Change NHS Terms and Conditions Handbook, Continuity of Service is set out in Section 12, and additional elements in Section 11. Scotland and Wales have issued national Annual Leave Policies that incorporate and interpret entitlements set out in Agenda for Change. These are not significantly different to the issues listed in this briefing. However, members employed in the devolved administrations are recommended to view these policies which are available from the CSP website (www.csp.org.uk) www.wales.nhs.uk and www.show.scot.nhs.uk

ANNUAL LEAVE ENTITLEMENTS IN ENGLAND, SCOTLAND & WALES

Length of Service Annual Leave and General Public Holidays On appointment 27 days + 8 public holidays After 5 years 29 days + 8 public holidays After 10 years 33 days + 8 public holidays

ANNUAL LEAVE ENTITLEMENTS IN NORTHERN IRELAND

Length of Service Annual Leave and General Public Holidays On appointment 27 days + 10 public holidays After 5 years 29 days + 10 public holidays After 10 years 33 days + 10 public holidays

http://www.wales.nhs.uk/

http://www.show.scot.nhs.uk/


STATUTORY PUBLIC HOLIDAYS (BANK HOLIDAYS)

England and Wales

Public Holidays are fixed to the following days and the dates these days fall on: Christmas Day Boxing Day New Year’s Day Good Friday Easter Monday Spring Bank Holiday May Day August Bank Holiday Within Agenda for Change there is flexibility to alter these dates by local partnership agreement.

Scotland

Scotland has 8 Public Holidays of which 4 days are nationally fixed to specific dates: These are: 25th December Christmas Day 26th December Boxing Day 1st January New Year’s Day 2nd January Day after New Year’s Day The 4 remaining dates will be determined locally by NHS Employers. Once set these dates will apply to all staff employed in a particular NHS Board.

Northern Ireland

Northern Ireland has 10 Statutory Public Holidays; these are fixed to the following days and dates they fall on. Christmas Day Easter Tuesday Boxing Day Spring Bank Holiday New Year’s Day May Day St Patrick’s Day 12th July Easter Monday August Bank Holiday


CALCULATION OF LEAVE

All full time staff working non standard hours and all part-time staff will have their leave calculated in hours.

Calculation of Annual Leave for Part-Time Staff

Part time staff are entitled to annual leave and bank holidays pro rata to the amount given to full-time staff. The calculation of annual leave and bank holidays for part-time staff is now in a fixed formula in the Agenda for Change Agreement that ensures that all part-time staff receive the exact pro-ratered amount of leave and bank holidays entitlement as full-time staff. The formula for calculating annual leave for part-time staff is as follows: Number of part-time hours worked pro-ratered against the total number of full-time hours leave and public holiday entitlement. See Annex 2 for a worked example of how to calculate part-time staff leave.

Calculation of Annual Leave for Staff Working Term Time only

Staff who work term time only will have their leave calculated on a pro-ratered hourly basis. Calculations for staff on term time contracts follows the same principle as that of part-time staff. See Annex 1 for examples on how to calculate leave for staff working term time only.

Calculation of Leave for Full Time Staff Working Different Hours Each Day

Full time staff who work non-standards hours i.e. have working days that vary in the number of hours e.g. long and short days must also have their leave calculated on an hourly basis in order to ensure equity of leave allowance across all part-time and full-time staff. See Annex 3 for an example of how this is worked out.

OTHER CONDITIONS OF SERVICE RELATING TO ANNUAL LEAVE

Calculation of annual leave if you have had a break in service

Under Agenda for Change all periods of employed service in the NHS count as reckonable service for the calculation of annual leave. For example, if you join the NHS and work for six years then leave NHS employment for 18 months, on return to NHS employment your previous service will count towards your


long service leave entitlements. In this instance, on returning to NHS employment, you will be entitled to 29 days (+ 8 public holidays). NHS employers also have the discretion to count any periods of employment with employers outside the NHS that are judged to be relevant to the NHS.

Carrying over of annual leave into the next year

In the Agenda for Change provisions there is no specified right for staff to carry over annual leave into the next year or advice on a specified number of days or hours that staff can carry over. All trusts will have an annual leave policy in place that sets out the rights and amount of leave staff can carry over. In general, most employers allow staff to carry over 5 days worth of annual leave. Where staff who have been unable to take leave because of work demands or at the request of their employer, e.g. covering for staff absence etc. there should be no limit placed on the number of days or hours they can carry over. This and other aspects of annual leave policies that are not replaced by the Agenda for Change agreement should remain in place until a different policy is negotiated locally.

Sickness during a period of annual leave

Staff can accrue and take statutory annual leave during a period of sick leave. This means that:

an employee on sick leave for part or all of the annual leave year is entitled to carry over any untaken annual leave into the next leave year.

An employee has the option to take annual leave if they wish during a period of sick leave.

These provisions apply to statutory annual leave entitlements only which are set out in the Working Time Regulations. Currently this is 5.6 weeks per year (at 1 April 2016). If you are ill during a period of annual leave then so long as you produce a sickness certificate to cover the relevant days, these days will be counted as sick leave. The certificate can be a self-certificate if the period of sickness is 7 days or less or a doctor’s certificate.


While most trusts require staff to self-certificate for sickness of 7 days or less, some have different policies and may require a doctor’s certificate. Staff should check what procedure your trust uses for sickness certification.

Calculation of leave during maternity leave

For those on Agenda for Change contracts the agreement clearly states that annual leave will continue to accrue during both the paid and unpaid periods of maternity leave. This will mean that for many women the amount of leave accrued will exceed the amount they are able to carry over from one leave year to another – usually limited to 5 days. Agenda for Change agreement states ‘that it may therefore be mutually beneficial to both the employer and the employee for the employee to take annual leave before and/or after the period of maternity leave. The amount to be taken in this way, or carried over, should be discussed and agreed between the employee and employer. It is therefore advisable to reach an agreement well before you start your maternity leave to ensure that you do not lose any annual leave’. (Terms and Conditions Handbook paragraph 15.38 and 15.39)

If you reduce your hours on your return to work make sure that any annual leave you have carried over or accrued during your period of paid maternity leave is taken at the rate at which you accrued it. Some employers have tried to argue that annual leave only accrues pro-rata to your new, reduced hours. For example, a woman working 37 hours per week could accrue around 13 days leave during her period of 26 weeks paid maternity leave. If she returned to work at 18 hours per week the employer may try to argue that she is only entitled to 6 days leave. This is not correct. During the period of 26 weeks leave all your usual contractual rights apply by law and so leave continues to accrue at the old rate. For those on Agenda for Change terms, the full period of maternity leave (both paid and unpaid) will count towards accrual of annual leave, again at the old rate before any reduction in hours. For those not on Agenda for Change annual leave entitlement continues to accrue during the period of paid maternity leave only. Any other contractual holiday rights will only accrue if your contract specifically states that they will do so during unpaid maternity leave.

Maternity leave and bank holidays


Following a landmark legal case taken by the CSP in Northern Ireland in 2015 women on maternity leave are entitled to accrue bank holidays during their maternity leave as well as other contractual annual leave.

Pay and annual leave

An individual’s gross pay during annual leave will comprise the following elements:

The incremental pay point staff are on

Long term recruitment and retention supplements

Average number of on-call allowances received over the past 3 months

Unsocial hours (special duty) pay enhancements that are paid on a regular basis London

Pay includes all the above plus High Cost Area Supplements

Annual leave year

Agenda for Change is silent on the leave year other than it is a 12 month period. Scotland and Wales have specified nationally that the leave year is the 12 month period from 1st April to the 31st March. In England and Northern Ireland, the leave year should remain that already in place within local NHS employers unless there is a partnership agreement to change it.

Entitlement for incomplete years

Annual leave entitlements should be calculated using the number of days in post. Staff who join an NHS employer during a leave year will have their leave entitlement calculated from the day the employment contract stated and pro-rated to the number of days remaining in the leave year. Statutory bank holiday entitlements should be calculated based on the number of bank holidays remaining in the current leave year from the date of joining.

Changing the number of contracted hours worked

Annual leave entitlements should be changed from the date that the new contracted hours come into effect. This will include re-calculating bank holiday entitlements.


Entitlement on leaving a post

Staff who leave employment during a leave year will have their annual leave entitlement calculated based on the number of days in employment since the beginning of the leave year, less any leave taken, plus any outstanding public holiday hours i.e. those hours still be taken as a result of an employee working a public holiday. When annual leave taken exceeds leave entitlements an employer can deduct the equivalent salary from final monies due. When annual leave taken is less than the leave entitlements on the date of departure, employees are entitled to be paid for outstanding leave not taken on the date the contract ends. However, employers can require staff to take their leave entitlements prior to the last date of employment. This issue is best dealt with flexibly at local level with employees gaining agreement from line managers on whether they can take leave or have additional pay.


Q & A

What is the annual leave entitlement for term time only employees? For example, there can be staff who work term time only [TTO] but who effectively work the whole year (40 weeks full time) whilst another, on a TTO contract, may in that period be working part time e.g. 3 days a week for 40 weeks?

Section 13, paragraphs 13.5 to 13.9 Term time only employees would have a pro-rata entitlement to annual leave and it is down to local employers to calculate these entitlements. Further examples of calculating annual leave entitlements of term time workers can be found in Annexe 1.

When calculating entitlements to annual leave should I take account of a single period of previous service or should I aggregate several periods?

Section 12, paragraphs 1, 3 and 4 An employer must include all NHS reckonable service when calculating annual leave entitlement (12.1 and 12.4). 12.2 gives discretion to employers to decide what previous (non-NHS) employment can count towards annual leave entitlement.

Which staff (working non-standard shifts), under 13.5, would require their annual leave to be calculated in hours?

Section 13, paragraph 13.5 "Where staff work standard shifts other than 7½ hours excluding meal breaks, annual leave and general public holiday entitlements should be calculated on an hourly basis to prevent staff on these shifts receiving more or less leave than colleagues on standard shifts." This applies to all staff working standard shifts other than 7½ hours excluding meal breaks.


ANNEX 1: CALCULATION OF LEAVE FOR STAFF WHO WORK TERM TIME ONLY

Leave entitlements and how they are calculated will be affected by whether the member: A: Takes all paid annual leave including paid bank holiday entitlement during term time OR B: Takes all paid annual leave including paid bank holiday entitlement outside of term

time Staff who take their all their paid leave entitlement during term time can use the calculation given for part-time staff set out in Annex 2 and in Example A set out below. Staff who take their leave outside of term time cannot be pro-rated against full time staff who have their paid annual leave built into their contracted hours. In order to be fair, term time staff who take their paid annual leave outside of term time [and therefore outside their contracted working hours] should have their leave pro-rated against full time staff hours minus the full time annual leave and bank holiday entitlements. Example B is a worked example set out below. In order to make the examples below as easy to follow as possible the following assumptions have been made: Term time consists of 40 weeks per year The appropriate full time salary is £10,000 per year The full-time leave allowance is that of a physiotherapist who has been employed for over ten years and is entitled to 33 days annual leave + 8 public holidays, 41 days in total and is on Agenda for Change hours of 37.5 hours per week.


EXAMPLE A: Annual leave is taken during term time. The annual leave allowance would be:

40 weeks expressed as hours (which is 40 x 37.5 = 1500 hours) number of full-time hours per year (which is 52 x 37.5 = 1950) x full-time annual leave allowance (which is for a member of staff employed for 10 years or more 41 days x 7.5 hours = 307.5 hours)

(1500 1950) x 307.5

1500 1950 = 0.77 x 307.5 = 236.75 hours This can also be expressed as a percentage.

1500 1950 x 100 = 77% of full-time hours which equals 77% of 307.5 = 236.75 hours EXAMPLE B: The member works throughout the term and takes all their paid annual leave and bank holiday entitlements outside of term time. The member will have worked 40 weeks which is 40 x 37.5 = 1500. To work out their paid annual leave entitlement they must be compared to a normal full time working year of 1950 hours (52 weeks x 37.5 hours) minus all full time paid annual leave and bank holiday entitlements (paid leave entitlement which is 41 days x 7.5 hours per day = 307.5 hours) 1950 – 307.5 = 1642.5

1500 1642.5 x 307.5 = 280 paid hours annual leave It can also be worked out as percentage.

1500 1642.5 x 100 = 91.3% of hours The salary would be based on:

1500 + 280. (total number of hours worked + paid leave entitlement) x £10, 000 1950 (total yearly hours) = £9128 OR 91.3% of Salary = 9130


Note: Figures are rounded to the nearest whole figure or nearest .25 of an hour. Please note this does not affect the entitlement of part-time staff to have their pro-rata bank holiday entitlement rounded up to the nearest half day. See paragraph 13.6 of the Agenda for Change Terms and Conditions Handbook.


ANNEX 2: CALCULATION OF LEAVE FOR PART TIME STAFF

Leave for part-time staff is pro-ratered with equivalent full-time staff on an hour for hour basis. Part-time staff must have leave entitlement calculated inclusive of public holiday entitlements. The calculations use the following figures:

Full-time number of standard daily hours for a 37.5 hour week: 37.5 hours 5 days = 7.5 hours per day Full-time staff number of leave days + public holidays: New entrants: 27 days +8 public holidays = 35 days or 262.5 hours Five years service: 29 days +8 public holidays = 37 days or 277.5 hours Ten years service: 33 days +8 public holidays = 41 days or 307.5 hours The method for calculating annual leave for a part-time member of staff who works 18.75 hours a week and who has just started employment in the NHS is as follows:

Number of part-time hours standard weekly hours x total full-time leave and public holiday hours = total number of leave hours for the part-time member of staff.

Thus: 18.75 (pt weekly hours) 37.5 (ft weekly hours) x 262.5 (ft leave entitlement) = 131.25 hours of total leave entitlement inclusive of public holidays for a member of staff who works 18.75 hours per week. Note: All figures are rounded to the nearest whole figure or nearest .25 of an hour Please note this does not affect the entitlement of part-time staff to have their pro-rata bank holiday entitlement rounded up to the nearest half day. See paragraph 13.6 of the Agenda for Change Terms and Conditions Handbook.


Annex 3: CALCULATION OF LEAVE FOR A MEMBER OF STAFF WHO WORKS FULL TIME BUT VARIES THE HOURS THEY WORK EACH DAY A full time member of staff appointed on 1st January 2017 will be entitled to 27 days annual leave and 8 days bank holidays. They will also be employed to work full-time standard hours of 37.5 hours a week. If their contract specifies that they are required to work 10 hours from 8am to 7pm on Mondays, Tuesdays and Wednesdays and 7.5 hours from 8 am to 4.30pm on Thursdays and Friday is specified as a non-working day they will have worked 37.5 hours in four days. Their total leave will be calculated in the same way it is for part-time staff, and will be inclusive of bank holiday entitlements. Total leave hours will be calculated using the following method: (27 days + 8 public holidays) x daily standard hours = total leave hours. 35 days x 7.5 = 262.5 hours of annual leave, inclusive of public holidays. Note: All figures are rounded to the nearest whole figure or .25 of an hour


Table 1: Agenda for Change: Annual leave entitlement for complete years exclusive of Bank Holidays

Weekly basic

contracted hours On appointment After 5

years service After 10

years service

27 days 29 days 33 days

Hours equivalent

37.5 202.5 217.5 247.5

37.0 200.0 214.5 244.0

36.5 197.0 211.5 241.0

36.0 194.5 209.0 237.5

35.5 191.5 206.0 234.5

35.0 189.0 203.0 231.0

34.5 186.5 200.0 227.5

34.0 183.5 197.0 224.5

33.5 181.0 194.5 221.0

33.0 178.0 191.5 218.0

32.5 175.5 188.5 214.5

32.0 173.0 185.5 211.0

31.5 170.0 182.5 208.0

31.0 167.5 180.0 204.5

30.5 164.5 177.0 201.5

30.0 162.0 174.0 198.0

29.5 159.5 171.0 194.5

29.0 156.5 168.0 191.5

28.5 154.0 165.5 188.0

28.0 151.0 162.5 185.0

27.5 148.5 159.5 181.5

27.0 146.0 156.5 178.0

26.5 143.0 153.5 175.0

26.0 140.5 151.0 171.5

25.5 137.5 148.0 168.5

25.0 135.0 145.0 165.0

24.5 132.5 142.0 161.5

24.0 129.5 139.0 158.5

23.5 127.0 136.5 155.0

23.0 124.0 133.5 152.0

22.5 121.5 130.5 148.5

22.0 119.0 127.5 145.0

21.5 116.0 124.5 142.0

21.0 113.5 122.0 138.5

20.5 110.5 119.0 135.5

20.0 108.0 116.0 132.0

19.5 105.5 113.0 128.5


Weekly basic

contracted hours On appointment After 5

years service After 10

years service

27 days 29 days 33 days

Hours equivalent

19.0 102.5 110.0 125.5

18.5 100.0 107.5 122.0

18.0 97.0 104.5 119.0

17.5 94.5 101.5 115.5

17.0 92.0 98.5 112.0

16.5 89.0 95.5 109.0

16.0 86.5 93.0 105.5

15.5 83.5 90.0 102.5

15.0 81.0 87.0 99.0

14.5 78.5 84.0 95.5

14.0 75.5 81.0 92.5

13.5 73.0 78.5 89.0

13.0 70.0 75.5 86.0

12.5 67.5 72.5 82.5

12.0 65.0 69.5 79.0

11.5 62.0 66.5 76.0

11.0 59.5 64.0 72.5

10.5 56.5 61.0 69.5

10.0 54.0 58.0 66.0

9.5 51.5 55.0 62.5

9.0 48.5 52.0 59.5

8.5 46.0 49.5 56.0

8.0 43.0 46.5 53.0

7.5 40.5 43.5 49.5

7.0 38.0 40.5 46.0

6.5 35.0 37.5 43.0

6.0 32.5 35.0 39.5

5.5 29.5 32.0 36.5

5.0 27.0 29.0 33.0

4.5 24.5 26.0 29.5

4.0 21.5 23.0 26.5

3.5 19.0 20.5 23.0

3.0 16.0 17.5 20.0

2.5 13.5 14.5 16.5

2.0 11.0 11.5 13.0

1.5 8.0 8.5 10.0

1.0 5.5 6.0 6.5

0.5 2.5 3.0 3.5


Table 2: Agenda for Change: Calculation of Statutory Bank Holiday Entitlement in England, Wales and Scotland

WEEKLY BASIC

CONTRACTED HOURS HOURLY ENTITLEMENT FOR FULL LEAVE YEAR (8 BANK HOLIDAYS)

HOURLY ENTITLEMENT ON EACH BANK HOLIDAY AS IT OCCURS

37.5 60.0 7.5

37.0 59.0 7.4

36.5 58.5 7.3

36.0 57.5 7.2

35.5 57.0 7.1

35.0 56.0 7.0

34.5 55.0 6.9

34.0 54.5 6.8

33.5 53.5 6.7

33.0 53.0 6.6

32.5 52.0 6.5

32.0 51.0 6.4

31.5 50.5 6.3

31.0 49.5 6.2

30.5 49.0 6.1

30.0 48.0 6.0

29.5 47.0 5.9

29.0 46.5 5.8

28.5 45.5 5.7

28.0 45.0 5.6

27.5 44.0 5.5

27.0 43.0 5.4

26.5 42.5 5.3

26.0 41.5 5.2

25.5 41.0 5.1

25.0 40.0 5.0

24.5 39.0 4.9

24.0 38.5 4.8

23.5 37.5 4.7

23.0 37.0 4.6

22.5 36.0 4.5

22.0 35.0 4.4

21.5 34.5 4.3

21.0 33.5 4.2

20.5 33.0 4.1

20.0 32.0 4.0


19.5 31.0 3.9

19.0 30.5 3.8

18.5 29.5 3.7

18.0 29.0 3.6

17.5 28.0 3.5

17.0 27.0 3.4

16.5 26.5 3.3

16.0 25.5 3.2

15.5 25.0 3.1

15.0 24.0 3.0

14.5 23.0 2.9

14.0 22.5 2.8

13.5 21.5 2.7

13.0 21.0 2.6

12.5 20.0 2.5

12.0 19.0 2.4

11.5 18.5 2.3

11.0 17.5 2.2

10.5 17.0 2.1

10.0 16.0 2.0

9.5 15.0 1.9

9.0 14.5 1.8

8.5 13.5 1.7

8.0 13.0 1.6

7.5 12.0 1.5

7.0 11.0 1.4

6.5 10.5 1.3

6.0 9.5 1.2

5.5 9.0 1.1

5.0 8.0 1.0

4.5 7.0 0.9

4.0 6.5 0.8

3.5 5.5 0.7

3.0 5.0 0.6

2.5 4.0 0.5

2.0 3.0 0.4

1.5 2.5 0.3

1.0 1.5 0.2

0.5 1.0 0.1


Table 3: Agenda for Change: Bank Holiday entitlement in Northern Ireland

WEEKLY BASIC

CONTRACTED HOURS HOURLY ENTITLEMENT FOR FULL LEAVE YEAR (10 BANK HOLIDAYS)

HOURLY ENTITLEMENT ON EACH BANK HOLIDAY AS IT OCCURS

Weekly basic contracted hours On appointment

After 5 years service

27 days 29 days

37.5 75 7.5

37.0 74 7.4

36.5 73 7.3

36.0 72 7.2

35.5 71 7.1

35.0 70 7.0

34.5 69 6.9

34.0 68 6.8

33.5 67 6.7

33.0 66 6.6

32.5 65 6.5

32.0 64 6.4

31.5 63 6.3

31.0 62 6.2

30.5 61 6.1

30.0 60 6.0

29.5 59 5.9

29.0 58 5.8

28.5 57 5.7

28.0 56 5.6

27.5 55 5.5

27.0 54 5.4

26.5 53 5.3

26.0 52 5.2

25.5 51 5.1

25.0 50 5.0

24.5 49 4.9

24.0 48 4.8

23.5 47 4.7

23.0 46 4.6

22.5 45 4.5

22.0 44 4.4

21.5 43 4.3

21.0 42 4.2

20.5 41 4.1


20.0 40 4.0

19.5 39 3.9

19.0 38 3.8

18.5 37 3.7

18.0 36 3.6

17.5 35 3.5

17.0 34 3.4

16.5 33 3.3

16.0 32 3.2

15.5 31 3.1

15.0 30 3.0

14.5 29 2.9

14.0 28 2.8

13.5 27 2.7

13.0 26 2.6

12.5 25 2.5

12.0 24 2.4

11.5 23 2.3

11.0 22 2.2

10.5 21 2.1

10.0 20 2.0

9.5 19 1.9

9.0 18 1.8

8.5 17 1.7

8.0 16 1.6

7.5 15 1.5

7.0 14 1.4

6.5 13 1.3

6.0 12 1.2

5.5 11 1.1

5.0 10 1.0

4.5 9 0.9

4.0 8 0.8

3.5 7 0.7

3.0 6 0.6

2.5 5 0.5

2.0 4 0.4

1.5 3 0.3

1.0 2 0.2

0.5 1 0.1

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