Hello
I have a absence review meeting comming up soon.
Page 14 of the Sickness and Absence Policy says
"You're not entitled to be accompanied by legal representatives or family members (unless they also work for Tesco), with the exception of colleagues under 16 years old or those with a specific need for such a representative (e.g. those with special needs or learning difficulties). In these circumstances and in addition to the recognised representative, we will ask for a parent or guardian to accompany and support you. "
I have been diagnosed with Autism and a Learning Disability.
So I spoke to my people mananger and she offered me another manager to act as my supporter, since my parents are out of the country.
I am not sure I feel comfortable with this...am I correct in understanding that in addition top the manager acting as supporter I am entitled to have a parent or gurdian there?
do you have a support worker?
You should ask for it to be set to another date when your parent is available
What would help you through the meeting?
Tesco has an obligation to make reasonable adjustments.
This might be delaying the meeting, allowing a friend or colleague to attend, or allowing a support worker, colleague, professional, or charitable volunteer to support you.
I do not have a support worker
My parents are not avaliable until the 28th.Postponing it will go over the 8 day limit.
Tesco has offered another manager to provide support, but I am not sure how I feel about this. Is the policy says that in addition to this manager I can have my parent/guardian there?
I would rather have my mum there
If this is your first attendance review meeting, I wouldn't worry as you can't be dismissed for it. It will be a quick way to get dismissed though if further absences happen (unless you get a sicknote for the absences, in which case, they'll follow through with the RTW's and the ARM's but they legally can't discipline you.)
i am not worried about being dismissed, I would like Tesco to make reasonable adjustments so that I can attend
call here:
The Acas Helpline on 0300 123 1100
Does the manager attending have special training or has experience with autism in or outside of work?
You can open and adjourn the meeting and state that you want your mum to attend. They can't ask you to go beyond time scales but if they open and adjourn that is your way of doing so.
Do you have a union rep....this is not a suggestion to have a rep in place of your mum, but to ask the rep to support in regard of arranging an adjournment of the meeting for a later date when your mum can attend.
If you don't have a rep, then it's not a biggie, just ask for a colleague to attend with you, to witness the initial meeting, when you ask for the meeting to be adjourned to a later date so your mum can attend.
If your parents are out of the country who is looking after you just now?
The fact he can work shows he doesn't need constant looking after. But for stressful situations requirements change.
I can look after myself, Tesco is my part time job, I am also a University student..
I do not need looking after, I just work with alot of people who use lots of metaphors and figures of speech. (I usually understand things literally)
ACAS said that they could skype my parents while they are away, and this would be a reasonable adjustment.
Tesco said that would be recording the meeting, they will wait indefinitely until my parents are available
Win win... :thumbup:
Hi can anyone tell me how long I would get full sick pay, I'm with the company over 30 years a good timekeeper but recovering from an operation I'm off twelve weeks now, is it 16 weeks full pay?
Yes I had 16 weeks full pay after an op with over 30 years service
Thank you
Hi, does anyone know what is sick entitlement for distribution centres for workers on old contracts? Is it changed now to 6 weeks a year or that's for new contracts? Thanks
Does anyone know how best to find out more about Sickness entitlements? I have 20 years service, no extended sick periods, at most a few days here or there over the years, and I've just been told I only have 10 weeks entitlement, not the 16 I thought I had.
Payroll said "The system says you have 10." and couldn't really do anything else about it. Really concerned.
From the current policy;
""6 years + An additional week for each year of service, up to a maximum of 16 weeks*
* After 6 years' service, the number of paid days' sick leave you took in the previous year will be deducted from your new year's sickness allowance. However, once you've built up a six week allowance it becomes your 'fall back' position - this means that regardless of the amount of paid sick leave you take in any year you will always be eligible for a minimum of six weeks sick pay each year going forward.
To these six weeks, an additional week is added for each year of service, up to a maximum of 16 weeks' sick allowance. If you've got the maximum allowance and take any time off sick, the 16 weeks reduces by the amount of time taken, and you then qualify in future years for the additional one week each year until you reach the maximum 16 weeks again.""
Hope that helps.
Sounds like there might be issues with Work and Pay then.
Quote from: BlueToon on 23-08-21, 02:27PM
From the current policy;
""6 years + An additional week for each year of service, up to a maximum of 16 weeks*
* After 6 years' service, the number of paid days' sick leave you took in the previous year will be deducted from your new year's sickness allowance. However, once you've built up a six week allowance it becomes your 'fall back' position - this means that regardless of the amount of paid sick leave you take in any year you will always be eligible for a minimum of six weeks sick pay each year going forward.
To these six weeks, an additional week is added for each year of service, up to a maximum of 16 weeks' sick allowance. If you've got the maximum allowance and take any time off sick, the 16 weeks reduces by the amount of time taken, and you then qualify in future years for the additional one week each year until you reach the maximum 16 weeks again.""
Hope that helps.
That does help thank you but payroll and my manager just saying "You've only got 10 weeks on the system." And nothing else, really just stuck and stumped on where to go next. I know it cannot be correct
I would be putting the query in writing requesting a breakdown of why, after so long with the company, the amount shown on the system does not seem to match what you think you are entitled to as shown in the policy.
They should be able to show where (if anywhere) the amount of accrued sick pay was reduced.
It can happen if (for example) you had a some weeks of sickness some years back.
Just a thought, but did you take anytime off for COVID since the start of the pandemic to shield etc?
hi sorry to hijack this post could any one help me... when does a AR meeting go out of process say i went back for a day got a welcome back went on holiday for 1 week then worked tues thurs and this saturday/yesterday i got handed a ar meeting letter surely it should be out of process... am i correct..???
Unsure from your details but I'd say 7 days (you were available to work) after your rtw
Basically take your weeks holiday out.
Could be wrong.
Eg return Tues 12th, weeks hols wed to tue 19th. I guess the last day it could happen would be tue 26th?
Better get a second opinion.
basically i went back on the 9th saturday worked 1 day went off holiday for a week returned to work the 19th got handed a ar meeting letter yesterday on the 23rd surely its out of process
In my view the last day the meeting should be held would have been yesterday.
It's also my view that the meeting should still go ahead and fully reviewed but no disciplinary sanction given. That way you are still supported and there is still a full record of events for future.
As I said, best get a second opinion. If the tesco sites are back online I'd look there for info.
Cheers my friend for replying to me I have just read in our Tesco's handbook this ..
If your absence is over the absence review level you will be asked to attend a ar review investigation meeting this will take place within 7 days following the day you returned to work ....
So it's 8 days no 7...as an example if you're back on a Tuesday it must be done before end of day the following Tuesday at the latest.
They should have discussed the fact that as you were on leave the following week, the process would be postponed and would start on your week back, so if your WB was on the Saturday, then you had a weeks leave, your AR would need to be completed before your last shift the following week, which would be Saturday the 23rd if that is your contracted day?
What Rad said is correct :thumbup:
Thats correct mate I am contracted Tuesday Thursday Saturday I have got this at 10am tomorrow I will mention to them this is out of process
It's within 7 days, including the day you returned, however ignore the days you were on holiday.
8-) Beg to differ but it's always been 8, the day you return is the welcome back meeting, where they assess if you're fit for work and the % rate.
If a further AR meeting is needed they then have the following 7 days to arrange that meeting to take place up to the last working day before end of shift.
Well I hit them with policy and also showed them it took 1 hour for them to decide if they was right or wrong and give me a warning 🤨 so today I have learnt to be a Tesco's line manager all you have to do is read from a pc... I don't understand why would people go to universities end up in Tesco's and look at your employees for answers on there own policy's which they studied 😂😭 crazy also looked at me and said what do we do now I don't know your the manager who's doing the ar meeting 😂😂😭😂 best meeting I have ever had to be honest 😂😭😭
Well done 8-)
So what did they decide they should do ???
It should have been dismissed as "no case to answer, due to being out of process"
They cannot refer to, or bring this up, at any future disciplinary meetings!
They asked me to leave the room and then called me back in to say they think it's still in process here's a absence warning. I was like ok I'll ride it out until it gets wiped off.
A night senior manager said it was well out of process this morning to me I mentioned this but didn't give them a name lol
I am going to appeal it as there excuse was I had to change shift well that's not my problem.. amazed me that meeting.
Thing is in my store policy's don't get followed only certain people get away with things and when you mention policy's it's like s*** has literally hit the fan for them thanks for the help people .... Sorry to hijack this thread again
Definitely appeal as out of process and if they don't overturn use ACAS, he'll sue them for unfair detriment if you have to, its easy.
As for process itself;
Page 14 of the policy makes it clear it must be within 7 days INCLUDING the RTW day, unless you're a 1 day a week worker.
It has always been this way since the
Is policy was jntroduced to replace the old SYA policy.
An unfair hearing must not be allowed to stand and any warning is therefore unfair.
Quote from: Luvnonfood on 25-10-21, 12:13PM
Cheers my friend for replying to me I have just read in our Tesco's handbook this ..
If your absence is over the absence review level you will be asked to attend a ar review investigation meeting this will take place within 7 days following the day you returned to work ....
Quote from: horatiocain on 26-10-21, 10:25PM
As for process itself;
Page 14 of the policy makes it clear it must be within 7 days INCLUDING the RTW day, unless you're a 1 day a week worker.
It has always been this way since the
Is policy was jntroduced to replace the old SYA policy.
Which one is the outdated version 8-)
I work 2 days a week, I was not in work last week as I had it down as holidays. I am due back in work on Friday, but today I have received a letter inviting me to a disciplinary meeting, which could result in my dismissal, for unauthorised absence. I had one missed call from them the first day I was off, but have had no contact since. Obviously what I am thinking has happened is holidays have been mixed up (FYI I never got my holiday slip back/confirmed, have been off prior with no problems). Is this correct procedure, to go straight to disciplinary action? I contacted my manager today to explain that I had it as holiday but they just said it will be discussed in the meeting. Please help.
Even if the holiday process wasn't followed correctly, them dismissing you for one unauthorised absense won't lead to dismissal. If they did, I'd sppeal it, if the appeal fails for whatever resson, then providing you have at least 2 years service, a judge would rule it as unfair dismissal if taken to an employment tribunal.
Quote from: radiantempoleon on 27-10-21, 04:37PM
I work 2 days a week, I was not in work last week as I had it down as holidays. I am due back in work on Friday, but today I have received a letter inviting me to a disciplinary meeting, which could result in my dismissal, for unauthorised absence. I had one missed call from them the first day I was off, but have had no contact since. Obviously what I am thinking has happened is holidays have been mixed up (FYI I never got my holiday slip back/confirmed, have been off prior with no problems). Is this correct procedure, to go straight to disciplinary action? I contacted my manager today to explain that I had it as holiday but they just said it will be discussed in the meeting. Please help.
1. Who did you hand the holiday slip to, and when?
2. What heading is the disciplinary meeting under?
3. is the meeting to be held during your contracted shift?
4. Are you a union member!
1. My manager, when the asked us to hand them in so Feb/Mar time
2. The letter says "Invitation to make contact and notice of disciplinary hearing" but I assume unauthorised absence.
3. Yeah it's gonna be during my shift
4. No I am not
Ok so...
1. If handed into manager, and they don't get back to you within 7 days to a yay or nay...the holiday is assumed as authorised...this is policy!
2. You should be informed, in the heading, as to the reason of the disciplinary meeting...how can you prepare a defence if you don't know to what you need to defend?
3. Good
4. You can join the union before the investigation commences, so I suggest you sign up tomorrow!
Did you not have a holiday review meeting with your Manager beginning of the year?
No, we were just told to hand in a holiday form asap. I'm really worried that I am going to be dismissed for AWOL when I wasn't aware I was meant to be in work.
By "we"....are you saying other colleagues, along with yourself, just handed in holiday request forms as instructed by your manager? If that's the case, the other colleagues can state the same!
Are you personally aware of who the other colleagues are?
Why did you not have a holiday review meeting? Was it because you started beginning of the year, and was kept on? It sounds like your manager has rushed to get the holiday bookings done before the close of window date, as they'd be rollicked by his SM otherwise!
I strongly urge you to seek help and join the union...you can phone up your area office, the number should be on the USDAW notice board...I would advise against telling others, as to your intentions at this stage!
Holiday review meetings are like unicorns, you'll never see them in stores....
Just take a union rep in with you if your a part of union and mention the time you put in the slip, say you handed it in, as per the actual policy and that following procedures by policies and colleague help information, if your manager doesn't get back to you within 7 days you get it.
Your manager must respond to your request within seven days or you can assume that your request has been authorized (unless your manager is absent when you request.
Stores:
Request your holiday using a holiday request form, this is available on Colleague Help. You should then give this to your manager. Your manager will have seven days to let you know whether your holiday request has been authorized or not. If your holiday request cannot be authorized, your manager will explain why this is and whether there are any alternative options such as shift swaps, using personal day or unpaid leave. If the manager authorizes your holiday, they will return the authorized slip to you, and arrange for the wage/admin clerk to book your holiday on Work & Pay.
Only ever received a slip back once in my time with tosco...
more chance of actually seeing a herd of unicorns in our store :P
Quote from: biggerpicture on 27-10-21, 11:52PM
Did you not have a holiday review meeting with your Manager beginning of the year?
a what????? :D :D :D
If you have a good manager then you will have a holiday review meeting every year.
So I turned up today and it was just a let's talk...
8-) ??? you don't get a headed letter for contact and notice of disciplinary meeting, for a " let's talk" ???
Sounds like the penny's dropped ??? So what was this " let's talk about" ???
You should seriously consider putting in a grievance, with regard having your holiday time disrupted, by being summoned to a disciplinary meeting and the worry it caused you! You attempted to resolve the situation by 'phoning in to explain, WHILST ON LEAVE, to be told by same manager that it would be discussed at the DISCIPLINARY meeting! I assume after your call, your manager realised the error was theirs, and backtracked to a let's talk, which is NOT a disciplinary meeting!
I got to the meeting and it was just me and him in the office so I asked if this a disciplinary and he said "no it's only a disciplinary if you didn't make contact". Even though the letter clearly states it's a disciplinary meeting, I can arrange for a union rep blah blah.
So the let's talk was us going through the holiday book and making sure my holidays matched what was is the book and adjusting it etc. I mean I am glad I don't have to worry anymore and kept my job but I don't think the correct procedures have been followed here at all.
He also said what I did was gross misconduct even though it was a mix up/lack of communication between us.
What a load of s**t!!! >:(
You go right back to him tomorrow and ask for a copy of the let's talk meeting! Tell him it's on the advice of a union rep and ACAS! Watch him go green!!
If you were offered a union rep, you should have called his bluff and said yes, definitely got another trusted colleague in!
If it was gross misconduct you'd have been out that door and down the job centre today!!
The slimy git, has saved his own arse, whilst making out it was yours he was saving!!
Have you still got the letter that was sent to you?? If you have, just go to the SM or PP would be better, and ask, as innocently as you can, how long does my gross misconduct stay on my record for, as I was so upset I forgot to ask in the let's talk meeting with slimy Sid , and it doesn't state it on this letter I got! ( produce letter and hand it to them!) :'( :'(
Jeez...still fuming here >:(
Just for the record...if it was deemed gross misconduct...there is a lengthy process to follow, and it is dealt with by managers well above slimy Sid's pay grade >:(
A good manager???
In Tesco???
Really???
Don't they all work for other companies now!
Hi, interested to hear anyone who took Tesco to tribunal. I'm less than 2 weeks away, just wondering if they have an MO, you know, will try a low ball offer on the steps, or any other tactics?