verylittlehelps

Slightly more back on topic of "pay review" - T&sco remind us how fairly they treat us all by only increasing the "base salary" of Ken by 3% next year - compared to our bumper 9.1% increase (which covered about 11 months of the year - but let's not pick bones eh!)

https://www.bbc.co.uk/news/articles/c51nn8rz057o

Quote from: lucgeo on 14-05-24, 02:38PMAye I agree...but they have to have been informed of them to agree in the first place.

They can't work under protest if they haven't been consulted on the changes to make a protest against them.

The OP gives the impression that a document may or may not have had changes on it, but they weren't brought to the attention of anyone to whom it might affect?

Managers were sent a letter regarding the new bonus plan and the contractual changes linked to it.

The increase in notice was linked to the new bonus scheme, and "your participation in the bonus plan will be treated as acceptance of the changes to your contract". If you're leaving now then you won't be participating in the bonus plan, so surely the changes to your contract don't apply(??) Unless they're planning on sending leavers a part year, pro rata bonus next year...........

May aswell brand it as s*** show really.

Quote from: grim up north on 14-05-24, 11:39AM

Quote from: FarmerFred on 14-05-24, 08:06AM

Quote from: 1982dave on 13-05-24, 05:32PMI bloddy doubt it I work in a extra we not long had fancy new led and neon lights saying Tesco extra massive signs at front and side of store

Given the Tesco mentality that probably means it's about to be downgraded....

And less money for managers, as they're not managing an extra??

Stores are put into a category A to whatever... A being the highest and so on. The brand above the door means feck all.

When changes to a colleagues contract happen, they should be informed, if they don't sign the contract they are still agreeing to abide by the contract if they are still working, you don't just get to go "I never signed so it doesn't apply", you've continued to work so your already agreeing with it and if you don't like it your told leave. 

Aye I agree...but they have to have been informed of them to agree in the first place.

They can't work under protest if they haven't been consulted on the changes to make a protest against them.

The OP gives the impression that a document may or may not have had changes on it, but they weren't brought to the attention of anyone to whom it might affect?

It would be relatively easy for Tesco to provide evidence that the change of terms had been communicated & difficult for the employee to prove otherwise. Failing to secure a signature doesn't make a contract unenforceable.

https://www.acas.org.uk/changing-an-employment-contract/advice-for-employees/if-your-employer-introduces-a-contract-change-without-your-agreement#:~:text=Even%20if%20you%20do%20not,in%20a%20letter%20or%20email

Quote from: FarmerFred on 14-05-24, 08:06AM

Quote from: 1982dave on 13-05-24, 05:32PMI bloddy doubt it I work in a extra we not long had fancy new led and neon lights saying Tesco extra massive signs at front and side of store

Given the Tesco mentality that probably means it's about to be downgraded....

And less money for managers, as they're not managing an extra??

@FarmerFred

Yes but any change in T&C's must produce a new contract of employment. It is the obligation of the employer to officially notify their employees and have that contract amended and signed by the employee.

By not officially notifying employees of changes in their T&C's,failing to properly inform their employees of any changes, and failing to secure a signature on their new contract, would prove difficult to enforce any changes.

The OP states they think there was a "document floating about" concerning changes in notification periods?