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Unfair treatment

Started by Nomad, 25-05-22, 02:17PM

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Do/did you suffer 'unfair' treatment by management ?

No
34 (19.7%)
Yes
139 (80.3%)

Total Members Voted: 173

Redshoes

Quote from: NightAndDay on 02-06-22, 11:40PM


I hate Tesco and the government more than anyone.

Any yet, you can't move on. It's just not healthy to live with that amount of hatred and as you no longer work for the company and have not done so for years you can let go. Just shop in other retailers.

Nomad

[admin]Back to topic.[/admin]
Nomad ( Forum Admin )
It's better to be up in arms than down on your knees.

NightAndDay

Quote from: Redshoes on 04-06-22, 08:25AM
Quote from: NightAndDay on 02-06-22, 11:40PM


I hate Tesco and the government more than anyone.

Any yet, you can't move on. It's just not healthy to live with that amount of hatred and as you no longer work for the company and have not done so for years you can let go. Just shop in other retailers.

I would if I didn't get a 20% discount shopping at Tesco.

Jackwarda

#28
I don't think the company gives 20% discount do they? It's 10% then on 4 days of pay day 15%, have I got it wrong ?

Redshoes

Company also only let colleagues retain discount if they retire or have been made redundant and the length of service and age add up to 80. If living in same accommodation as colleague you can have the second colleague card though.

NightAndDay

#30
My discount is different to the colleague discount in that it comes in the form of an e-gift card, I get 10% off the value I choose to buy (for example, I pay £9 to buy a £10 tesco e-giftcard,) what's great is that it stacks with my flatmates colleague discount (I have the 2nd colleague discount card) and for the 10% off from my portal discount, where I choose only to use that and not the colleague discount card as well for the 20% off I retain the full value of the clubcard points accrued (The colleague discount card gives 1 point per pound after deductions from the discount).

The reason I may choose to only use my discount and not my colleagues is that it's not excluded from certain products, meaning I can use the discount on things like tobacco, scratch cards, gift cards etc which I can't with the colleague discount, only exception is fuel.

There is also no personal use only clause in the t&c's of use, as long as I buy it from my own account, I'm free to forward the egiftcard to anyone who wants it.

lucgeo

#31
That's a lorra lorra effort just for a few bob in savings with Tesco, when you'd probably spend less with the discounters   ???
Live for today. Learn from yesterday.

NightAndDay

Tesco superstore is just down the road, also discounters are cheaper for general goods after the 10% discount, not the 20% discount though.

balaAsonibeta

Yes,, I am the youngest worker there, work till 12am and STILL have to do the hard working jobs like stay on self serv, even tho my body would be killing me on there for 7 hours,, no matter how many times i tell them that i need a break and still go on my break at the latest time

lucgeo

You cannot work more than 4 hours without a break!

If you have more than one break to take, they should be spread evenly throughout the shift, do you have a scheduler with your set break times written down ???
Live for today. Learn from yesterday.

No1Angel

Not sure if this is the right place for this, but I'm at a bit of a loss! Earlier today my manager called me into a meeting  for lateness. I have severe ADHD, and the agreement made at my interview was that because this makes time management very difficult for me, I have 10 minutes leeway to get in to work 'on time'. Today, my shift started at 11am, and I clocked in at 11:04. My manager then promptly asked me to come with her to a private room, and then asked me why I am late and why I didn't not call the store to inform them of why i wouldn't be on time. I apologised and said that I didn't realise I was late today, when she told me I was 10 minutes late. At this point, knowing I clocked in at 11:04, I checked my watch to see that it was currently 11:07, as I'd left the clocking in room to start working on shop floor between clocking in and this meeting. I told her that it was 11:07 currently and my shift starts at 11:00, causing her to stare at me in disbelief, before storming past me and saying 'that's DISGUSTING what you've just done'.

I was certainly confused by this, so I carried on working the shopfloor and just tried to keep it out of my mind. Throughout the day she was very rude to me, not answering simple questions (I.e. 'would you like me to clear the cardboard cage?' Was met with a dismissive 'if you want'). When it came time to schedule breaks, she completely ignored me, and did not schedule me in for one! I had to wait until she'd left and another manager was in to get myself put on the break schedule, which ended up being half an hour before my shift finished.

Am I overreacting here? I do feel like I've been humiliated and victimised for my disability, and even if I wasn't disabled in this way I feel that she handled this very unprofessionally. Does anyone have any advice? The managers are very cliquey so I'm not too comfortable going to any of them, but I'd hate to potentially ruin her career by escalating too far. Help!

Nomad

Never go into a meeting with any manager without being accompanied by somebody you trust as being a reliable witness, and hopefully has some knowledge of correct procedure.
Nomad ( Forum Admin )
It's better to be up in arms than down on your knees.

Jackwarda

I quite agree with @Nomad. Never go into meetings unless you have a rep or someone you trust. Any incidents that you have, put it in a Diary [Yes, I know I keep banging on about diarys] but it comes in useful when you have to reflect or make notes for meetings etc. Report the manager! Further more, if a manager is rude to me, shouts, adopts aggresive behaviour, I will let them know and ask them why and to stop and follow up with reporting to SM and file a complaint. Never Give In, Never Surrender!

lucgeo

The only thing disgusting is her immature, unprofessional and vindictive behaviour  :o
Is she new? Is she aware of your interview agreement, and is the agreement in writing? Who interviewed you, and does that person work in your store? If so, ask for a "let's talk" with that person and ask if all the managers are aware of the agreement, as perhaps the manager in question is ignorant to the fact, which could explain her behaviour towards you as perhaps she thought you were being insolent? This is being passive aggressive...making your point, whilst innocently highlighting the pre agreement and the managers behaviour towards you! Don't forget to throw in that she probably isn't aware, as Tesco is renowned for management mental health awareness and the equalities act  (-*-)

The last thing you need is a stroppy manager! Regardless of whether they are a clique or not, there are codes of conduct, and Tesco policies that must be adhered to and Tesco will throw them under a bus if they get caught out on bullying or any discrimination under the equalities act!



Live for today. Learn from yesterday.

Redshoes

#39
You need to fill out an adjustment passport. This is a formal document held in your file. It details what you will be like on your best days and on your worst days. It then details support you may need.
After the adjustment passport you can be referred to occupational health. They are impartial and give recommendations to help and support you. These recommendations to the store do not have to be followed but with us being such a big company it's expected that they should find a way to follow them. It's a phone conversation with either a nurse or a doctor. They are trained medical professionals that act as the go between.
Late clocking is currently being monitored as it generates an exception. Managers are being questioned about how many exceptions they have on a daily basis. That being said, if you have an agreement with your manager that is documented you both need to work together on this and try and resolve.

lucgeo

Surely an adjustment passport is to acknowledge there is an adjustment needed from your agreed working conditions, as in support due to a change in temporary or permanent capabilities.

No1Angel declared their condition during their interview, and was duly offered the position and employed with their condition acknowledged. They should not then be subjected to fill in an adjustment passport or any referral to occupational health, as they already been diagnosed by medical professionals and declared it!

It is irrelevant to No1Angel, as to late clockings being monitored, and certainly should not be expected to explain their condition to every Tom, Dick or Harry incompetent manager, who fail to familiarise themselves with any possible reasons, before going full throttle!!

No1Angel doesn't have an "agreement " with anyone, they have a medical condition which was declared from the outset! It's certainly not a case of having to work together with any pompous, ill trained manager, to try to resolve  >:(
Resolve what for gods sake??? Are they suddenly expected to be cured!! The constant need to explain themselves and their condition, which incidentally is covered under the data protection act, to anyone who asks for an explanation, is insulting and demeaning! If they wanted it to be common knowledge, they'd have their doctor consultations in the waiting room!! >:(  >:(
And let's not get started on the Equalities act >:(  >:(

Live for today. Learn from yesterday.

NightAndDay

#41
Kwasi Kwarteng doesn't very much like employees rights, he's therefore looking at allowing employers to use agency staff to cover striking members and to eventually dilute employment law even more in favour of employers.

Judges and the government already have to toe the line to Tesco management, this move would just give them more power to become Teflon to equality act claims.

lackofinterest

#42
who the f*** is he/she?? never heard of him/her.

jgerry

NightAndDay, what are you smoking? Am I right that you no longer work for Tesco? Isn't it about time to move on?

NightAndDay

As of recently, I'm back in Tesco in a new role, but not in store, oh no, I'm now the head of software development at the London office.

Tesla

Don't give too much away  :)

Teddybonkers

Quote from: NightAndDay on 01-07-22, 08:08PMAs of recently, I'm back in Tesco in a new role, but not in store, oh no, I'm now the head of software development at the London office.

God help us !

Redshoes

Quote from: lucgeo on 01-07-22, 11:34AMSurely an adjustment passport is to acknowledge there is an adjustment needed from your agreed working conditions, as in support due to a change in temporary or permanent capabilities.

No1Angel declared their condition during their interview, and was duly offered the position and employed with their condition acknowledged. They should not then be subjected to fill in an adjustment passport or any referral to occupational health, as they already been diagnosed by medical professionals and declared it!

It is irrelevant to No1Angel, as to late clockings being monitored, and certainly should not be expected to explain their condition to every Tom, Dick or Harry incompetent manager, who fail to familiarise themselves with any possible reasons, before going full throttle!!

No1Angel doesn't have an "agreement " with anyone, they have a medical condition which was declared from the outset! It's certainly not a case of having to work together with any pompous, ill trained manager, to try to resolve  >:(
Resolve what for gods sake??? Are they suddenly expected to be cured!! The constant need to explain themselves and their condition, which incidentally is covered under the data protection act, to anyone who asks for an explanation, is insulting and demeaning! If they wanted it to be common knowledge, they'd have their doctor consultations in the waiting room!! >:(  >:(
And let's not get started on the Equalities act >:(  >:(



An adjustment passport should be in place for anyone with ongoing health issues. If you are diabetic, asthmatic etc you should have one. At the beginning of Covid it was found that a lot of the vulnerable people did not have an adjustment passport in place. Did not matter if declared at interview. The health situation still applies. If documented properly there is security for colleague as it's not a verbal greenest with a manager who can later deny or move to another role.

Nomad

So why was one not put in place by MM when No1Angel started the job.  MM negligence yet again no doubt.
Nomad ( Forum Admin )
It's better to be up in arms than down on your knees.

lucgeo

As always, Redshoes talks in red & blue.   8-)
Live for today. Learn from yesterday.

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