Hi, can someone help me.
I've been off sick since last monday. I'm part time, working 2 days a week. As far as im aware, im entitled to self certify myself for 1 wk. Do the senior managers have the right to call you and try to catch your words, demand a sicknote and try to make you come back early. Or should they be waiting for you to call and tell them when your returning?
You are entitled to self cert, but as its Monday today, then you are into the eighth day so over the week for self cert...I take it you were due to do a shift today, but you didn't?
When you call in sick, you should give an idea of the length of time you may be off...e.g. a sore throat could not be comparable to flu, so obviously after a day or two, you would have an idea if you will be off longer and not available for an upcoming shift, or that you would be returning, as you believe you'll be recovered by then. So you would need to update them of your intentions.
They would have expected a call from you, to the duty manager yesterday, at the latest , to update if you weren't going to be available for your shift today...but you would need to be providing a fit note from your doctor to cover you for today and any further absence.
And yes they do gave a right to call you, especially if you have been incommunicado, as they are not only about hassling you, but feel duty bound to check you are ok, and your silence isn't due to something more serious.
It is your responsibility to stay in touch. If you only work two days a wk you would be required to ring in within a minimum of one hour of starting that shift, then again for the next. If you have said you will self certify for that wk you need to ring in prior to the next shift after that.
It's all about the staying in touch. If you don't know if you are going to be fit for your next shift this will require you to ring in and update more often. If you know for sure and you can say unfit for a period of time you still need to stay in touch but less often.
Short of you being hooked up to a life support machine you need to let them know. It is just common decency to let your work know if you are coming back so they can plan to cover your shift.
You have a job because the role you do needs done and yes sometimes there is slack in the system to cover it but it means someone else has to do more or another department has to cover and put off a job they wanted to do.
The reason for a week of self cert is yes people get sick, tummy bugs, headaches etc so we don't need to be adding to doctors workload just for a 1 off short term illness.
However once you get past a week then that is the generally accepted cut off point for being more serious.
If you were so ill as to be unable to get to work for over a week you are going to have something pretty nasty or serious so anyone would expect you to have at least contacted a doctor and the very least let your employer know when you are likely to return
Imagine you run your own shop and have 2 part timers that help you out meaning you can have 2 days off a week. 1 of them goes off sick so you work a 6th day that week to cover them. You'd like to know roughly when they will be back wouldn't you?
It is no different a principle just because of Tescos size.
wtf
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Apologies, I don’t know how to start a new topic.
I am suffering with a number of health conditions and have been advised to get a sick line from the doctors. However I work 11.25 hours a week which is £101.25 roughly a week I get paid and I’ve seen online that you can only get SSP if you earn around £120 a week. Is this true? I have worked for tesco since 2017.
Yes this is true A friend of mine used to do 1 night a week and did not get any sick pay if they were off. It does say on the government website you have to earn £120 a week to get ssp
Hi I was called by track and trace I had to isolate for 4 days do we get paid
Yes you will get paid, did you mean 14 days?
Quote from: Sammie247 on 12-08-20, 11:31PM
Apologies, I don’t know how to start a new topic.
I am suffering with a number of health conditions and have been advised to get a sick line from the doctors. However I work 11.25 hours a week which is £101.25 roughly a week I get paid and I’ve seen online that you can only get SSP if you earn around £120 a week. Is this true? I have worked for tesco since 2017.
Doesn't state whether £120 is gross or net pay? And it states average £120, so have you done extra hours?
No track and trace called me last thursday and said I may have been exposed to coronavirus on the 28th july and that I need to isolate till tuesday which is 4 days so was off from from 7th till 11 August my manager said is sick pay I was not sick
It is sick pay despite not being sick yourself, as you were in isolation to contain the coronavirus.
Does that mean first 3 days i dont get paid
No you will get paid from day one due to being contacted by track and trace
Tesco has a seperate sick pay policy for Coronavirus, it is not subject to the 3 day unpaid period.
What do i do if not paid
If not paid you raise a grievance for unpaid wages in breach of company coronavirus policy, and do not accept being told it will be paid next payday, if it is not in your wages next Friday you insist on it being paid that very day.
Quote from: NightAndDay on 13-08-20, 01:39PM
Tesco has a seperate sick pay policy for Coronavirus, it is not subject to the 3 day unpaid period.
In my store they have stopped following that, stating they no longer have to
Cinderella, I get the distinct feeling somebody in MM at your store needs their arse kicked.
Sounds like bullying,pretty sure while the virus is around they have to pay you on your first day.More tossers on a power trip.
Quote from: Cinderella on 28-08-20, 11:20AM
Quote from: NightAndDay on 13-08-20, 01:39PM
Tesco has a seperate sick pay policy for Coronavirus, it is not subject to the 3 day unpaid period.
In my store they have stopped following that, stating they no longer have to
I'm fairly sure there is legislation that says otherwise, ask the CAB about this, if they say it's the law, write a grievance with the assistance of ACAS saying that by not paying you covid related sick pay, Tesco is breaking the law. As always make duplicates of grievances and other legally sensitive documentation so that if it does go to the EAT you'll be prepared to receive hopefully a company liquidating amount as compensation as ordered by the Judge.
Found this for more info.
https://www.legislation.gov.uk/uksi/2020/512/contents/made
You know, people from other stores keep telling me any self isolation is fully paid at their store, but at mine they just won’t do it. I was told to self isolate twice, and was only fully paid for the first one. Or so they say, still waiting to hear back on the minus hours on my pay slip!
Another colleague was told to self isolate as her husband has symptoms, but when his test came back negative, she returned to work and as it was less than three days she lost the pay. “We no longer have to follow the government advice†seems to be the narrative in my store!
I thought the policy from the start was you only got covid isolation pay once after that it was normal sickness policy .
I was sick last Friday night and phoned up to let them know I was unfit to work and was told by duty manager that I was to go in to work. When it got to about 2pm in the afternoon and I couldn't take any more of holding my sick in and trying not to be sick, I decided to go home, told staff members I was going and they said they would let my produce manager know as she was on a break and nowhere to be seen, also all the other managers where outside dealing with a problem.
I returned to work on Weds to be given my working notice by the produce manager with no explanation as to why I was being sacked, so now I don't know what to do as it is being unreasonable and surely not right that they have sacked me for having sickness and diarrhoea and working in produce,
Are you temp or permanent ?
Are you in a union ? if yes, which.
How long have you worked at company ?
What is your sickness % ?
All these may help others help you.
You were wrong to leave no matter how sick without Informing your manager or duty manager personally But when you did your welcome back you should have been told that it was going to investigation/disciplinary and then been given a letter for a meeting and offered a union rep . It can not be a case of going in and being sacked without proper process .
If you have the Sick Phone number then ringing that should get you in touch with Duty to let them know you need to go home.
I went from dotcom to produce,
I have been there 3months as I have received my colleague clubcard
I thought going from dotcom to produce it meant I was permanant plus when I log into Tesco website it says peemenant
but duty manager has it down that I am only temporary or some reason,. When I moved departments I was made to go into the diary and write my holidays in and they have been confirmed as I received the little slip of paper to say my holidays on it.
Sickness I had was vomitting and diarrhea on the Friday night, done everything correct by phoning in sick to be told by the duty manager that I had to go in to work so I followed orders and went in to work.
that is disgusting. you rang in sick with plenty of notice, it should be honoured that you were telling the truth at that point of contact. they have to investigate why you were told to specifically come in when you in fact followed process to advise the store that you are unwell. don't back down. good luck.
as usual, tesco policies not overly opaque and clear.
So quick question:
Company sick pay is a top up to SSP to mean the employee gets their contracted pay whilst off sick.
My question is:
What counts towards contracted pay?
If I am contracted on a Sunday - will I get my Sunday premium as part of CSP?
Also, if I am in a store which pays location pay, is that also included?
Many thanks
2 things, firstly shouldn't it be transparent not opaque, as opaque would imply you can't see through the process.
Secondly, If you're contracted sunday your weekly calculated pay will take into consideration the sunday premium, you should be able to request a copy of your employment contract and see the weekly amount for yourself, if you do the calculation of your core hours and sunday or night premium it should add up to the amount shown on the contract. That means that your company sick pay should include the premiums.
I'm however not sure on location pay, but you can find out by requesting a copy of your contract and doing some calculations on the weekly pay part of the contract.
Just needing some clarification on the sickness policy if anyone can help. I am on the old contract so have 3 waiting days for sick pay. I was off sick for a few weeks and obviously wasn't paid for the first 3 days and returned to work about a month ago. I have had 1 day off sick this week & wondered if I will be paid for it? It does say in the policy that if you are off again within 6 weeks that the 3 waiting day rule wouldn't apply but wondered if this is just for if it is for the same reason as the 1st absence. Hope that makes sense!!
Hi, wondering if anyone can help answer a query re the 3 waiting days when sick? I'm currently off sick on a 3 wk sick note issued by the hospital, I had a planned operation and when I checked the Tesco absence policy it says pre planned operations mean the 3 waiting days are reinstated. Found out today that my wages are short by the three days! Does anyone know how this should work please? I don't have a wages clerk I can contact as my manager does the wages as I'm in Express and she isn't in to ask. Any help appreciated 🙂
Quote from: fatboy on 05-03-21, 09:40AM
Just needing some clarification on the sickness policy if anyone can help. I am on the old contract so have 3 waiting days for sick pay. I was off sick for a few weeks and obviously wasn't paid for the first 3 days and returned to work about a month ago. I have had 1 day off sick this week & wondered if I will be paid for it? It does say in the policy that if you are off again within 6 weeks that the 3 waiting day rule wouldn't apply but wondered if this is just for if it is for the same reason as the 1st absence. Hope that makes sense!!
It has to be for the same illness .
gKriver, you could email your manager or your people partner. On HRAM, a form needs to be sent away to reinstate the pay. If you are on work and pay, you can raise a colleague help ticket yourself querying the short pay but this would be after talking to your line manager.
People Partner is that what they are calling the old personnel manager now.
I see ours come now and again sit in office drinking coffee typing on a laptop never speaks to anyone and leaves, not even sure what her name is.
Hi. Can someone just clarify for me if someone in contracted only 2 days a week then picks up an additional 2 days, that being 2 days overtime. If they were to go sick on their overtime days do they still get an Absent Review Meeting? My understanding was it only counted if the person was actually contracted to the days that they took off sick.
Nancy
Being sick on an overtime shift is included in section 6 of the Tesco policy found online at Ourtesco.
"If you are ill when you are due to work an overtime or flexi shift (stores) you must still call in to tell us you won't be
coming into work. Your absence will still be recorded, and you'll still have a return to work meeting, however it won't
be included when we calculate your absence review level.
If you repeatedly put your name down for overtime and you do not turn up for that shift (due to sickness or any other
reason), this would be treated as misconduct."
Thanks barafear
Forrest Gimp, our people manager explained that their role is to support the managers. To help them with any issues they have with staff. To get an appointment, you have to got through a manager, or the union. I asked what if the manager's the problem? Was told, go through another manager. Asked what if your not in the union? Silence....asked her why does no one know their name, or how to contact them. 3 months later, there's a poster with their photo and contact details. Only ever in the manager's office on their laptop or having a laugh with manager's. No one know when she's coming or for how long. People manager's are the most evasive of manager's, definitely not for shopfloor. Only concern is helping manager's and keeping the firm's image safe. Personal opinion.
I need help with my sickness. I'm 28 weeks pregnant. I have dizziness from the beginning but nowadays I feel it very much, in last 3 weeks I fell down unconscious suddenly 3 times. The problem is I have to travel 1 hours and 10 minutes to work by bus, hence I'm not able to work for the moment and also it's not safe to go out alone.
My contracted days are Monday,Tuesday, and Wednesday. I worked last week last Thursday I fell down again so I called for sick Friday to this Friday. Will I get pay?
[admin]Please only make same post in one topic.[/admin]
nothing will happen to you so long as you tell them its pregnancy related, its illegal to penalise a woman for taking time off sick due to pregnancy.
Do not say 'Oh its not really about the pregnancy' Because then they have got you.
As for pay, probably not.
Quote from: Roha on 30-04-21, 07:33AM
I need help with my sickness. I'm 28 weeks pregnant.
At 28 weeks pregnant you should now be off work as part of the Coronavirus shielding for vulnerable colleagues. If you need to know where to find the info it's in the Coronavirus Q&A on Colleague Help. Effectively you'll be on paid leave until your planned Maternity date, or 4 weeks before your due date (if you haven't already confirmed a date for your Maternity to begin).
Vaccine .. And a few days taken out of life .. Will these be paid or unpaid days? How is the disease treated after the vaccine? 4 days with fever.. Off on work.. Should be paid like normal sick?
Quote from: MissMaccy on 30-04-21, 06:03PM
Quote from: Roha on 30-04-21, 07:33AM
I need help with my sickness. I'm 28 weeks pregnant.
At 28 weeks pregnant you should now be off work as part of the Coronavirus shielding for vulnerable colleagues. If you need to know where to find the info it's in the Coronavirus Q&A on Colleague Help. Effectively you'll be on paid leave until your planned Maternity date, or 4 weeks before your due date (if you haven't already confirmed a date for your Maternity to begin).
Pregnancy related sickness is paid. 3 day waiting is waived.
Anyone know if i will get paid for time off for a follow up hospital appointment.
The full sickness policy is on ourtesco.
I think this is the relevant place, I didn't want to just make a new topic and flood the forums. Sorry if it isn't!
I just rang in sick to work with food poisoning, and my manager made the comment of "well you've had food poisoning before, haven't you?" I've been told by family and friends that he shouldn't be making any comment like that as it's apparently a way to try and guilt me into working while ill or alternatively implying I'm not being truthful (which makes me laugh that somebody thinks I'd actually rather be horrendously ill than work). Is this true, or is this just my support circle being full of BS and bias? I know it's not end of the world if true and I probably couldn't act on it anyway, I'm just curious as to if management are allowed to make comments about your sickness when you are calling the absence line to notify them that you're too ill to work.
Should MM make comments like that, no. Can anything be done about it, not really and would be more trouble than it's worth.
Just take it as another example of his bad MM skills.
Tip: Every time you call in ill use hands free and have somebody beside you.
Hi can someone help pls I been off since 5.1 because of Covid and still off as I have blood clots they said I have no sick pay left even they used all my holidays
I have nothing left now and still I am not in stage to return I feet that I been punished just because I got Covid pls anyone know what to do thx
I'm sorry to say that covid and its consequences are just the same as if you had broke your leg and had run out of benefits. Try and remember that company sick pay is a benefit not a right. As for the person with food poisoning, have you sent away a sample to the doctors, have you phoned the doctors. Once you get the results back then you can say you have had food poisoning. Otherwise at the moment you are off with a sore stomach.
Quote from: Efata85 on 04-06-21, 05:02PM
Hi can someone help pls I been off since 5.1 because of Covid and still off as I have blood clots they said I have no sick pay left even they used all my holidays
I have nothing left now and still I am not in stage to return I feet that I been punished just because I got Covid pls anyone know what to do thx
If you're out of statutory sick pay you should have been sent a ssp1 form from head office . You use the information on this to apply for ESA which is usually processed very quickly . I think its slightly more than ssp
Have the company stopped paying all covid related sickness now?
The reason is because the government are funding all covid related sick pay via extreme tax relief so it doesn't cost Tesco anything and that is still happening.
I've been off work for a few days, as I was being tested for a potentially life threatening condition. I was on shift when I received a call telling me to go to hospital immediately for further testing. They saw the state it put me in - it's been extremely stressful. In that time I have been contacted by staff who have been told the very private details of what symptom caused me to need testing (I am making a formal complaint about that), but I have also been contacted constantly telling me to come back. They seriously underestimate how much stress I'm under!
I've now come down with cold/flu symptoms so will go back as soon as I get the results of my Covid test. The other results turned out okay, I'm not in a life threatening situation.
My question is - how much of this will I have to prove to them? Do I need to contact doctors asking for letters to confirm what I've been getting tested for? I feel like I've had no understanding or support at all.
You don't need to prove to them what you've been getting tested for, as the rest of the workforce already know you were summoned for tests by the hospital! Until your complaint has been heard and resolved, the hospital tests and symptoms should be put aside!
Once you get back your Covid test results, and return to work, you should make it clear that, due to your formal complaint, your symptoms and tests are not up for discussion at this time, owing to the ongoing formal complaint policy procedures!
I haven't yet started the complaint as I haven't been there, so I will have to do a welcome back when I do go in. (Still waiting on the Covid result though) I don't feel well enough to go back, but I feel pressured to and I know there will be ARM. I had a phone call a few days ago telling me what my absence levels are - I hadn't yet been given the all clear so absence levels were the furthest thing on my mind! The way they have acted throughout all of this has just made the stress of the situation a lot worse. I feel like everyone is aware of my incredibly private symptoms and it's making me dread going back at all
Ask for an OH referral. It's either a Dr or nurse you speak to. Sometimes you speak to a nurse first who raises it up to a Dr. Whilst waiting for the app and then the recommendations it takes a bit of the pressure off. From store side it, there is not much to do other than wait for recommendations. So this eases things for you. You don't need to talk to those in store about your most private info, as in your medical condition. You talk to someone who understands it and you can keep it confidential. If you want to you can refuse to let the store know the recommendations but the best thing is to restrict it. You can restrict it to just the person who does the referral, this should be senior team, in my store it's the store manager. Some people have requested whole management team to know outcome and others restrict to own manager and person who has referred. They can't talk about condition but they will have to talk about the recommendations as it may be things you can't do.
The service is very quick now, much better than it was and you generally get an app within a couple of weeks and the recommendations a week or so later, depending on how complex the situation is. You are not restricted to one app. I have known of one colleague with at least three.
The recommendations don't tend to be black and white but as we are a large company we are expected to be able to comply. It may say things like " will continue to have health issues" so absence percentage is lifted. It may say "no lifting for prolonged periods", so may be offered a move off shop floor. I have known of colleagues refuse recommendations, and they can do this. This sometimes happens if a job move is suggested. People sometimes just don't want to move roles.
I am at the end of my tether with Tesco. It's very rare that they follow any advice about my health conditions - even after a OH report supported what I say. They are now making me (not others) change shifts to work my days off - even when I have appointments booked. I've had to cancel three appointments! Other staff are allowed paid leave to attend appointments on their work days. The union have said that if I have an appointment I shouldn't be made to cancel it, but I'm still not being helped. On one shift I got so stressed that I had to walk off and hide in the back to cry, and today I left work so stressed that I was crying on the way home. I'm now up at almost 3am with everything spinning in my head. There's more, but I can't put it all here. The stress caused is getting so bad that after one particular shift I forgot to buy any groceries and went home to no food, I'm not sleeping and beginning to neglect my personal responsibilities because all my energy is being directed towards trying to cope with all this. I don't understand why Tesco won't work with individuals to ensure they are healthy enough to give their best, and instead push them to the point they have no choice but to go off sick
All of this should be documented in a grievance, Tesco has a legal responsibility for duty of care to its employees, being made to cancel appointments would be a breach of that responsibility. The next time it happens, write out a formal grievance, make sure a duplicate is made and hand it in.
The more documentation you can rack up of these types of incidents, along with the assistance of ACAS, the stronger your case will be to claim unfair/constructive dismissal and/or disability discrimination against them.
Quote from: Redshoes on 30-10-21, 09:40AM
Ask for an OH referral. It's either a Dr or nurse you speak to. Sometimes you speak to a nurse first who raises it up to a Dr. Whilst waiting for the app and then the recommendations it takes a bit of the pressure off. From store side it, there is not much to do other than wait for recommendations. So this eases things for you. You don't need to talk to those in store about your most private info, as in your medical condition. You talk to someone who understands it and you can keep it confidential. If you want to you can refuse to let the store know the recommendations but the best thing is to restrict it. You can restrict it to just the person who does the referral, this should be senior team, in my store it's the store manager. Some people have requested whole management team to know outcome and others restrict to own manager and person who has referred. They can't talk about condition but they will have to talk about the recommendations as it may be things you can't do.
The service is very quick now, much better than it was and you generally get an app within a couple of weeks and the recommendations a week or so later, depending on how complex the situation is. You are not restricted to one app. I have known of one colleague with at least three.
The recommendations don't tend to be black and white but as we are a large company we are expected to be able to comply. It may say things like " will continue to have health issues" so absence percentage is lifted. It may say "no lifting for prolonged periods", so may be offered a move off shop floor. I have known of colleagues refuse recommendations, and they can do this. This sometimes happens if a job move is suggested. People sometimes just don't want to move roles.
When you call OH it is not a Doctor or Nurse that you speak to it is usually someone with very little medical back ground, I have had OH and the 1st question I asked was what medical experience and qualifications do you have, answer was none but it gets the attention of a Doctor or Nurse when I have collated your information together. They do ask some unusual questions some of which are asked on behalf of the management, I asked to know which specific questions the management were asking for my OH and when I received my recommendations I highlighted their questions and gave them a copy. The one thing I would recommend is not to take this call from OH on the company phone or property as these calls are recorded Never trust the management !!
So you're just speaking to a call handler and not an actual trained GP?!
1. They can't MAKE you change your contracted days off...end of! You state you've made arrangements, no need to divulge further than that, to anyone!
2. People are only paid for appointments where a procedure is operated...e.g. hospital, dental procedure... any recovery days after, recommend by the hospital for post op should be paid!
3. Any routine appointments, self requested, should be made in your own time where possible, otherwise a request of paying time back, shift swap, holiday or unpaid should be considered.
4. Follow up hospital appointments, when the date/ time is set by the hospital, is again, pay back, shift swap, unpaid or holiday.
You can grievance under T&C's but this is heard in store. I would include the term "bullying inciting health and mental issues" in any grievance and hand to the area P.P. it's no always Tesco that won't work to ensure colleagues health and well-being, a lot of the time, it's the managers who have an axe to grind!
Quote from: RocketRonnie100 on 10-11-21, 01:09PM
So you're just speaking to a call handler and not an actual trained GP?!
That's correct not a GP. probably failed Librarians ;D ;D ;D
We have moved to a new company. Referrals are quicker and better. You are told who you will be speaking to in advance and it is a nurse or a dr, I have seen this as have had to contact colleagues to ensure they have seen the email and are aware of date and time of appointment and who it is with. When referral is made a colleagues email and phone number are given and this is the number that is used for the call. If call is made during somebody's shift we have to provide a quiet private room. As most referrals are for people off this is generally not needed.
Quote from: 5fdp on 04-06-21, 06:25PM
I'm sorry to say that covid and its consequences are just the same as if you had broke your leg and had run out of benefits. Try and remember that company sick pay is a benefit not a right. As for the person with food poisoning, have you sent away a sample to the doctors, have you phoned the doctors. Once you get the results back then you can say you have had food poisoning. Otherwise at the moment you are off with a sore stomach.
Ahhh good old food poisoning.. code for "I was out on the p**s last night"
Quote from: BoyBlunder on 25-05-21, 06:07AM
I think this is the relevant place, I didn't want to just make a new topic and flood the forums. Sorry if it isn't!
I just rang in sick to work with food poisoning, and my manager made the comment of "well you've had food poisoning before, haven't you?" I've been told by family and friends that he shouldn't be making any comment like that as it's apparently a way to try and guilt me into working while ill or alternatively implying I'm not being truthful (which makes me laugh that somebody thinks I'd actually rather be horrendously ill than work). Is this true, or is this just my support circle being full of BS and bias? I know it's not end of the world if true and I probably couldn't act on it anyway, I'm just curious as to if management are allowed to make comments about your sickness when you are calling the absence line to notify them that you're too ill to work.
How long have you been with the company and what do you think you ate that caused it?
Quote from: madness on 12-11-21, 07:37PM
Quote from: BoyBlunder on 25-05-21, 06:07AM
I think this is the relevant place, I didn't want to just make a new topic and flood the forums. Sorry if it isn't!
I just rang in sick to work with food poisoning, and my manager made the comment of "well you've had food poisoning before, haven't you?" I've been told by family and friends that he shouldn't be making any comment like that as it's apparently a way to try and guilt me into working while ill or alternatively implying I'm not being truthful (which makes me laugh that somebody thinks I'd actually rather be horrendously ill than work). Is this true, or is this just my support circle being full of BS and bias? I know it's not end of the world if true and I probably couldn't act on it anyway, I'm just curious as to if management are allowed to make comments about your sickness when you are calling the absence line to notify them that you're too ill to work.
How long have you been with the company and what do you think you ate that caused it?
There's very clear guidelines surrounding baking and cooking food if you had food poisoning. Store Managers are not in a position to give medical evaluations, heck it's not far off the truth that most of them don't have a degree and ended up in the job by languishing on the dole for 15 years and having Frank Gallagheresk mateyboy mickey mouse relationships with other talentless wonder league SMs to be in the position they're in.
tdlr, the SM doesn't have a medical degree, the GP or Doctor is paid infinitely more to give a professional diagnosis to which a judge will scrutinise silly the SM/PM if it ever came into question.
In your short experience in the small store format that you left a long time ago I think sweeping statements like this are unhelpful.
I have known loads of managers come up through the ranks. I have also know loads who have joined the company with a degree and straight into a managers role. Those with degrees tend to go on and up through the ranks quickly and become store managers at a young age.
As for the main part of the post. Comments should be relevant and supportive if needed. Someone who has a higher sick record may be challenged a bit more than someone who is never off. As we don't know the background it is hard to comment other than to say that once you have suffered food poisoning you are more prone to picking it up again, if only for a time.
All colleagues and managers feel frustrations with those who have a high sick level, if not really needed. I'm not saying that this person does have a high record but colleagues complain and bitch about fellow workers with a high sick record. Fellow workers ask why they are off "this time" but it's personal and private and they have no right in knowing. This causes frustration and those with genuine reasons are mixed in with those that play the system.
@nightandday that really made me chuckle. :D :D :D
Quote from: Redshoes on 13-11-21, 09:25AM
In your short experience in the small store format that you left a long time ago I think sweeping statements like this are unhelpful.
I have known loads of managers come up through the ranks. I have also know loads who have joined the company with a degree and straight into a managers role. Those with degrees tend to go on and up through the ranks quickly and become store managers at a young age.
As for the main part of the post. Comments should be relevant and supportive if needed. Someone who has a higher sick record may be challenged a bit more than someone who is never off. As we don't know the background it is hard to comment other than to say that once you have suffered food poisoning you are more prone to picking it up again, if only for a time.
All colleagues and managers feel frustrations with those who have a high sick level, if not really needed. I'm not saying that this person does have a high record but colleagues complain and bitch about fellow workers with a high sick record. Fellow workers ask why they are off "this time" but it's personal and private and they have no right in knowing. This causes frustration and those with genuine reasons are mixed in with those that play the system.
6 years Isn't a short experience by any measure.
My observation of the archetypal cowboy manager rings true for many. If a CA has a high rate of sickness, then they would be managed accordingly via the SYA route or long term sickness policies. Guilting them to come in, especially if they're a baker is not only against food hygiene policies but is also very unethical. If they're pulling a fast one, they'll be managed for it by the process.
The best interaction an SM I live with had with what is or was now the SM of Kensington SS is that he asked him years ago "What will the customer think if they see a wet floor sign at the entrance of the store" (my flatmate was an SL of the Express this happened in at the time). To which he replied"errmm... that the floor's wet???". The SM then said to him "It's not right for the customer though is it, let's get that moved, chop chop."
Quote from: NightAndDay on 12-11-21, 11:05PM
Quote from: madness on 12-11-21, 07:37PM
Quote from: BoyBlunder on 25-05-21, 06:07AM
I think this is the relevant place, I didn't want to just make a new topic and flood the forums. Sorry if it isn't!
I just rang in sick to work with food poisoning, and my manager made the comment of "well you've had food poisoning before, haven't you?" I've been told by family and friends that he shouldn't be making any comment like that as it's apparently a way to try and guilt me into working while ill or alternatively implying I'm not being truthful (which makes me laugh that somebody thinks I'd actually rather be horrendously ill than work). Is this true, or is this just my support circle being full of BS and bias? I know it's not end of the world if true and I probably couldn't act on it anyway, I'm just curious as to if management are allowed to make comments about your sickness when you are calling the absence line to notify them that you're too ill to work.
How long have you been with the company and what do you think you ate that caused it?
There's very clear guidelines surrounding baking and cooking food if you had food poisoning. Store Managers are not in a position to give medical evaluations, heck it's not far off the truth that most of them don't have a degree and ended up in the job by languishing on the dole for 15 years and having Frank Gallagheresk mateyboy mickey mouse relationships with other talentless wonder league SMs to be in the position they're in.
tdlr, the SM doesn't have a medical degree, the GP or Doctor is paid infinitely more to give a professional diagnosis to which a judge will scrutinise silly the SM/PM if it ever came into question.
Of the 30-40 "food poisoning" occasions of sickness i know of from staff its funny how NONE have ever been to a doctor about it. Also actual food poisoning is very fast to occur and recover from.
then you'd also know it depends on the food you eat, your immune system and other factors in regards to it, but usually most food poisoning occurs after 24 hours, with the exception of shellfish / rice which usually acts quicker and can be more serious, timeframe for food poisoning to kick in varies between 30 mins and 2 days for reference :)
Though most food poisoning is supposed to be treated at home, it's only certain criteria that mean you should see a doctor / go to hospital about it - example being pregnant, or not able to keep even fluid down....
So those 30-40 staff / occasions are probably saving NHS time / freeing up space by treating themselves at home if they do indeed have it, if they don't then they don't, it could just be a bug / virus but they are at the very least in this current stage protecting others by staying off if they indeed have a bug, virus or covid or something... instead of coming in and possibly causing more absences...
Dunno which you prefer, but I'd rather take the 1 staff off than a handful off due to it.
Quote from: NightAndDay on 13-11-21, 06:49PM
Quote from: Redshoes on 13-11-21, 09:25AM
In your short experience in the small store format that you left a long time ago I think sweeping statements like this are unhelpful.
I have known loads of managers come up through the ranks. I have also know loads who have joined the company with a degree and straight into a managers role. Those with degrees tend to go on and up through the ranks quickly and become store managers at a young age.
As for the main part of the post. Comments should be relevant and supportive if needed. Someone who has a higher sick record may be challenged a bit more than someone who is never off. As we don't know the background it is hard to comment other than to say that once you have suffered food poisoning you are more prone to picking it up again, if only for a time.
All colleagues and managers feel frustrations with those who have a high sick level, if not really needed. I'm not saying that this person does have a high record but colleagues complain and bitch about fellow workers with a high sick record. Fellow workers ask why they are off "this time" but it's personal and private and they have no right in knowing. This causes frustration and those with genuine reasons are mixed in with those that play the system.
6 years Isn't a short experience by any measure.
My observation of the archetypal cowboy manager rings true for many. If a CA has a high rate of sickness, then they would be managed accordingly via the SYA route or long term sickness policies. Guilting them to come in, especially if they're a baker is not only against food hygiene policies but is also very unethical. If they're pulling a fast one, they'll be managed for it by the process.
The best interaction an SM I live with had with what is or was now the SM of Kensington SS is that he asked him years ago "What will the customer think if they see a wet floor sign at the entrance of the store" (my flatmate was an SL of the Express this happened in at the time). To which he replied"errmm... that the floor's wet???". The SM then said to him "It's not right for the customer though is it, let's get that moved, chop chop."
At 30 years in I don't feel I can comment on experience in the small store formats as I have had little experience, only given support at time but not employed in one. I do however feel more confident in commenting on what I have seen and experienced in the large store formats.
Managing long term sick takes a long time. There is a process to follow and it's all behind the scenes so colleagues feel frustrated as they see it as not being managed as they don't know what is being done.
Sporadic illness can also be an issue. For those who do take time off like this those who work with them know the signs and when the call comes it's of no surprise to anyone.
Everyone is subject to being genuinely ill. It's just hard to trust what some people say. It can be a matter of crying wolf with some though. It does not really matter if it's food poisoning or a tummy bug, a full diagnosis is not expected. Being unfit for work is what it's all about. If it is food poisoning however, it should be reported if it was due to food you have bought, but only to us if it was down to food bought from us.
There is still a section on the return to work forms for open food handlers. These forms have been updated a lot in the past few years and we are using a brand new one now.
Is it correct that your company sick pay resets on the anniversary of your join date? I was off for medical testing for a few days recently, less than a week but enough that I would have fallen into having some days as paid sick leave. When I asked about the SSP and why leaving early for the test after working three quarters of my shift was deducted, the reply was that I have run out of sick pay. But they also told me that sick pay resets on your joining anniversary. I haven't been off sick since early this year, and my join date was in the summer, so I'm just wondering which of the two conflicting statements I've been offered are correct?
Living wage has increased again leaving Tesco staff screwed again with a pittance.
Quote from: Cinderella on 15-11-21, 09:56AM
Is it correct that your company sick pay resets on the anniversary of your join date? I was off for medical testing for a few days recently, less than a week but enough that I would have fallen into having some days as paid sick leave. When I asked about the SSP and why leaving early for the test after working three quarters of my shift was deducted, the reply was that I have run out of sick pay. But they also told me that sick pay resets on your joining anniversary. I haven't been off sick since early this year, and my join date was in the summer, so I'm just wondering which of the two conflicting statements I've been offered are correct?
Confusion like this around "how much sick pay do I have left?" Could be easily rectified if the company did what I am always suggesting in management meetings. That is to simply remove sick pay from all non-management personnel.
The number of lazy, feckless, workshy scroungers I have had to deal with over the years is scandalous. If people didn't get sick pay they wouldn't be off as much. It should only be a perk for managers who have put in the hard yards to get to where they are.
The trouble with Tesco is we are too damn soft.
I would love it if they did that, just to see how many would jump ship to the competition :D :D :D
If it aids in Tesco go bankrupt I'm all for it.
Quote from: Nowanexmgr on 15-11-21, 07:47PM
Quote from: Cinderella on 15-11-21, 09:56AM
Is it correct that your company sick pay resets on the anniversary of your join date? I was off for medical testing for a few days recently, less than a week but enough that I would have fallen into having some days as paid sick leave. When I asked about the SSP and why leaving early for the test after working three quarters of my shift was deducted, the reply was that I have run out of sick pay. But they also told me that sick pay resets on your joining anniversary. I haven't been off sick since early this year, and my join date was in the summer, so I'm just wondering which of the two conflicting statements I've been offered are correct?
Confusion like this around "how much sick pay do I have left?" Could be easily rectified if the company did what I am always suggesting in management meetings. That is to simply remove sick pay from all non-management personnel.
The number of lazy, feckless, workshy scroungers I have had to deal with over the years is scandalous. If people didn't get sick pay they wouldn't be off as much. It should only be a perk for managers who have put in the hard yards to get to where they are.
The trouble with Tesco is we are too damn soft.
Eee...you tinker nowanexmanager...winding people up with those inflammatory comments. We know, and you know, that it is just to get us minions hackles up :-[
Let's hope those other managers in these meetings, that endure listening to your suggestions, don't actually burst out laughing in your face! Think you're losing it old boy...it's not the Victorian times now mate, " lazy, feckless, workshy scrounges" is very much the language of a very bygone age!
Think it's time you thought about hanging up your braces, loosening the garters and letting those britches feel the breeze!
Anyone thinking of taking your suggestions seriously, would quickly find they be managers in name only...perks of not actually having any teams ( that's what they're called now guvnor). I take your leave sir...( minion exits...bowing and doffing their cap, whilst walking backwards )
WAKE..WAKE..and you're back in the room ;D ;D
The number of lazy, feckless, workshy managers I have had to deal with over the years is scandalous.
Just about sums it up nicely :-)
Sick pay does reset on your annual start date. Check your latest contract if unsure but it can be found on the wages system. The wages clerk does not do anything other than put in a sick code to the system, the system generates a payment. Now on work and pay you can take a part day as holiday to cover for things like this. You don't have to but it's an option. You can also arrange to work time back.
Quote from: Nowanexmgr on 15-11-21, 07:47PM
Quote from: Cinderella on 15-11-21, 09:56AM
Is it correct that your company sick pay resets on the anniversary of your join date? I was off for medical testing for a few days recently, less than a week but enough that I would have fallen into having some days as paid sick leave. When I asked about the SSP and why leaving early for the test after working three quarters of my shift was deducted, the reply was that I have run out of sick pay. But they also told me that sick pay resets on your joining anniversary. I haven't been off sick since early this year, and my join date was in the summer, so I'm just wondering which of the two conflicting statements I've been offered are correct?
Confusion like this around "how much sick pay do I have left?" Could be easily rectified if the company did what I am always suggesting in management meetings. That is to simply remove sick pay from all non-management personnel.
The number of lazy, feckless, workshy scroungers I have had to deal with over the years is scandalous. If people didn't get sick pay they wouldn't be off as much. It should only be a perk for managers who have put in the hard yards to get to where they are.
The trouble with Tesco is we are too damn soft.
Interesting ?? Maybe you could get a position at the circus as I believe they were looking to hire a few clowns :D or could it be you are still living in the dark ages remove sick pay with the exception of managers what next remove bonuses with the exception of managers :D if only GA's did managers RTW you would be eating your own words, I suggest next time you are in a managerial meeting you take your head out of that bowl of soup and stop thing about your perks you should get and get some work done for the people who keep you in a job :D
I would be interested in a list of these 'Hard Yards' managers have done to deserve the things nowanexmanager would like to see implemented.
They have worked many hours over and above their contract whilst they were only GAs. They have taken on extra responsibility above their strict pay grade whilst only GAs. They have done super Sundays for no pay in order to make their store better. These and a tonne of other extra duties.
In my long experience, over 90% of current managers started out as only GAs, but with a desire to get on and do well. That involved hard work and a willing attitude but they got their rewards.
Take me for example. When I took redundancy six years ago, I used to still come in to store on several Sundays to take part in super Sundays and support my old store. I would visit after my new job to mentor new managers and help them run the shift in the evenings. All without pay of course. It is one of the reasons I was able to come back on a significantly increased salary from what I was in ore redundancy, as well as my length
Of service restored to protect me from any future redundancy.
Hard work and discipline pays off. If people want to coast and do the minimum they can, but they'll never be more than just a GA I'm afraid.
I'm retiring in a few years and I shall miss it dreadfully.
I agree with the point you make, regarding Store Managers who have worked themselves up from GA's, making better managers, but in my experience they are probably in the minority, in my experience of 20+ years, I had the pleasure of only working with, and alongside, three!! I say alongside, as they were approachable, hard working and very much team players. One still manages an extra in a nearby town, and can always be seen, working the stock, rumbling, and hands on during busy times. Also known to ask other store managers, who 'phone at peak times, why they are wasting time talking on a 'phone, when they should be supporting their teams on the shop floor!
Perhaps in the past, a GA working over and above, was regarded and rewarded with promotion etc. However, this seems to no longer be the case, I am aware and have witnessed many GA' s who wish to progress now, are treated as 'go for's' by the management. A bit of a joke, dumped with everything no one else wants to do, and blamed for anything going wrong! The culture is one of use and abuse, rather than support and encourage! This would seem to be commonplace amongst many Tesco stores management, across the country, echoed by other VLH posters!
With regard you stating, that after leaving Tesco, as in no longer being a Tesco employee, you would still go in and support and run shifts?? How did that work then?? The implications, of having a non employee, not only doing unpaid work, but accessing secure areas, giving instructions to Tesco Staff, and perhaps even creating disciplinary procedures! All very suspect if challenged! Add to that you were not insured to be working there, so any unfortunate accident you had, or worse still caused, both you and the SM would have been thrown under the bus by Tesco!
Quote from: Nowanexmgr on 20-11-21, 08:53AM
Hard work and discipline pays off. If people want to coast and do the minimum they can, but they'll never be more than just a GA I'm afraid.
Hard work at the right things, I agree with. Discipline and resilience are also handy. I definitely don't work hard in my office job, I probably do at most 3 hours of productive work in a 8.5 hour shift yet still get (so far) promotions every year.
Saying that though, the most valuable thing anyone can get from Tesco is resilience, that alone has set me apart from the others in my current role. And believe me, the amount of bullhonkey you have to put up from management at Tesco, that resilience will come quickly.
@Nowanexmgr, I feel certain that your superiors would have had many good laughs at your expense.
"It is one of the reasons I was able to come back."
Of course it was they recognise the benefit of an unpaid workhorse when they see one.
I'm setting up a go fund me page to raise funds for a statue of Nowanexmanager I'm having commissioned. I'm sure head office will be in contact to make a generous donation, but if anyone else wants to chip in, feel free...
Constructed from out of date food stuffs that are too rotten even to put in a food bank? ;)
Quote from: lucgeo on 20-11-21, 09:41AM
I agree with the point you make, regarding Store Managers who have worked themselves up from GA's, making better managers, but in my experience they are probably in the minority, in my experience of 20+ years, I had the pleasure of only working with, and alongside, three!! I say alongside, as they were approachable, hard working and very much team players. One still manages an extra in a nearby town, and can always be seen, working the stock, rumbling, and hands on during busy times. Also known to ask other store managers, who 'phone at peak times, why they are wasting time talking on a 'phone, when they should be supporting their teams on the shop floor!
Perhaps in the past, a GA working over and above, was regarded and rewarded with promotion etc. However, this seems to no longer be the case, I am aware and have witnessed many GA' s who wish to progress now, are treated as 'go for's' by the management. A bit of a joke, dumped with everything no one else wants to do, and blamed for anything going wrong! The culture is one of use and abuse, rather than support and encourage! This would seem to be commonplace amongst many Tesco stores management, across the country, echoed by other VLH posters!
With regard you stating, that after leaving Tesco, as in no longer being a Tesco employee, you would still go in and support and run shifts?? How did that work then?? The implications, of having a non employee, not only doing unpaid work, but accessing secure areas, giving instructions to Tesco Staff, and perhaps even creating disciplinary procedures! All very suspect if challenged! Add to that you were not insured to be working there, so any unfortunate accident you had, or worse still caused, both you and the SM would have been thrown under the bus by Tesco!
I disagree with the comment about managers who started as a GA bring better than degree holders, of the 9 SMs I had, none had a degree and only 1 was good. Though I can't comment about degree holders as I've never had a Tesco manager with a degree, odds are that it will be better tgan 1/9 occurences.
And I most certainly can discount the issue being with myself as I'm in a job that pays more than what an SM is paid, so because of that, tbe failings are with them.
Quote from: Nowanexmgr on 20-11-21, 08:53AM
They have worked many hours over and above their contract whilst they were only GAs. They have taken on extra responsibility above their strict pay grade whilst only GAs. They have done super Sundays for no pay in order to make their store better. These and a tonne of other extra duties.
In my long experience, over 90% of current managers started out as only GAs, but with a desire to get on and do well. That involved hard work and a willing attitude but they got their rewards.
Take me for example. When I took redundancy six years ago, I used to still come in to store on several Sundays to take part in super Sundays and support my old store. I would visit after my new job to mentor new managers and help them run the shift in the evenings. All without pay of course. It is one of the reasons I was able to come back on a significantly increased salary from what I was in ore redundancy, as well as my length
Of service restored to protect me from any future redundancy.
Hard work and discipline pays off. If people want to coast and do the minimum they can, but they'll never be more than just a GA I'm afraid.
I'm retiring in a few years and I shall miss it dreadfully.
So you think working for free, doing 20, 30 or more hours a week makes you a good maanger do you.
;D as for hard work getting you there, tell that to the people who do all that and get no where simply because their face does not fit.
Sorry mate but you are delusional.
Quote from: Nowanexmgr on 20-11-21, 08:53AM
Hard work and discipline pays off. If people want to coast and do the minimum they can, but they'll never be more than just a GA I'm afraid.
You clearly havn't been in my store then. The managers see it as beneath them to put stock out and will leave star lines empty until you arrive for your shift 2 hours later. Then moan at you for not having star lines on sale all day. None of them work hard, it's all about who can BS their way to the top and step on as many others as you can. The whole store is toxic and everyone is for them self instead of the team. The odd manager that worked hard and supported their colleagues either left because they didn't agree with how things were run or were managed out/ moved to another store.
@5050 unfortunately this is how it works now and I couldn't agree with you more.
Make me wonder what degree and what majoring needed for tesco management? Or business experience even.
Or what the management skills standard for management even. What I have found mostly just ocd-ness, subjective taste, easy money attitude, check the checklist.
And wonder what a good manager in tesco book anyway.
Its not the degree you have its the fact you have one and have shown the ability to study for one and pass it with minimal input from anyone.
Its not like school or college where you have a teacher looking over you for the duration you are given tasks and expected to research it and hand in a body of work on your own or with a small group.
Quote from: Totot on 22-11-21, 08:29AM
Make me wonder what degree and what majoring needed for tesco management? Or business experience even.
Or what the management skills standard for management even. What I have found mostly just ocd-ness, subjective taste, easy money attitude, check the checklist.
And wonder what a good manager in tesco book anyway.
The reality is that "Tesco Management" is a trumped up term. To be fair to the managers though, they're given Mickey Mouse budgets from head office and an unsustainable rate of staff turnover, things which are mostly out of their control due to the nature of Retail and how uncompetitive Tesco are in terms of hourly paid compensation. Because of this, those that want to stay in the position or get higher up have to resort to cowboy antics to make the numbers look good, usually at the expense of breaking a multitude of employment and health and safety laws.
Tesco management, regardless of the role isn't the same as management roles in companies where the business analysis requirements are done properly. Any schmuck can hold the title of "manager" at Tesco, but the reality of what they do is little more than being exploited for a lower manager salary to profiteer to the max. In other places, Managers have greater autonomy, financial acumen and actual management skills are put to better use and have a stronger requirement, while Tesco Managers more often than not are restricted on proper innovation and have to "Toe the line".
[admin]This has strayed a very long way away from original topic.[/admin]
Hi there I was off for 3 months and has 2 wellness meetings in that time, all went OK. I'm back to work now and after the welcome back meeting I had a letter for an ARM , but the day of the meeting they told me it was cancelled as they hadn't got anyone to cover my shift (dotcom driver). Its been 10 days since I've returned to work now and I've yet to receive another letter for the meeting, does anyone know if they can still go ahead with the meeting as it's been longer than the 8 days since I've returned.. Thanks
I I think they have only got seven days to do it
@Steveo79
It's 8 days, longer than that it has to be agreed by both parties to delay, not for them to dictate.
Say nowt, wait until they actually arrange the ARM, wait 'till the note taker starts taking notes, then state "out of process" delay was not sought for agreement by you for any postponement. Do not go in alone, take a rep, or trusted colleague if non union member. If they say no one available to accompany you, ask for adjournment until there is.
I seem to recall that there is an agreed timeframe for postponement meetings, I'm thinking it's 14 days, but happy to be corrected by those who know different
Adding to the above, I also seem to recall that any postponement delay should be due to holiday or sickness only. Not because of dept cover ???
Thanks, my next shift is tomorrow so even if they hand me a letter then they have to give me 24 hours, my following shift will be Sunday and there won't be a manager there to do it then so we are looking at Monday which will then be 14 days
As you had a wellness meeting you don't need an ARM because there's no short term sickness it's all long term.
They probably realised this and will forget to apologise.
It's way out of process anyway so forget about it.
I've been hearing lately (through people going through it, and me enquiring for myself) that if you take unpaid leave instead of sickness, it doesn't count towards your absence levels/is allowed absence. So for instance, if my GP says I should reduce my hours for a certain period, but I take it as unpaid leave rather than with sick pay, there will be no ARM and it won't be counted in my absence levels.
Is this a new policy, or are my store playing with the rules?
I can't help thinking this is Tesco "saying" they are supporting people by allowing leave, but also actively discouraging it by not paying for the leave, if you want to avoid the processes.
It would be time off under the time for you policy, which indeed isn't absence so doesn't count, but you do not get paid at all.
And if it becomes and issue and they want to move you through the capability process they can, although I've only met 1 manager who knew excessive time for you absence was even an issue of capability, all the others have called it conduct.
Unpaid does not count towards absence. If you have holdays left you can use them in this way too. Actually, as we are so close to the end of the holiday year this may probably be encouraged.
If i went off sick and when I got back the manager forgot to do welcome back because they were on there own for a night shift and it was a couple of months a go can they use that absence against me or is it out of process?
Out of process
It can be used against you, you were absent. They must do the welcome back on your first shift back, you must let the duty mgr know that you are back from an absence. If you go off again, say a few weeks later, they can then bring that absence in to play. However they would ask you about it at the investigation to determine whether or not it should be used.
It would be included in your absence percentage, but cannot create an AR as the RTW wasn't done.
Can a welcome back be issued to a staff member who went home visibly sick after working more than half the shift, but missed no shifts following that?
A welcome back should be issued to anyone who is off. This is to check in with them to see that they are fit to be able to return to work.
It used to be that if you worked more than half your shift, then you were paid for the full shift, and it wouldn't count toward your absence %...perhaps Redshoes could clarify if this is still the case ???
If you become ill at work, then you should speak to your Manager/Team Leader/Duty Manager (or the person covering their role). If you need to go home, and you have more than half a shift left to work, your absence will be recorded and included in your absence levels. If you have less than half your shift left to work, your absence will not be included in your absence levels. In both instances, you will be paid until the end of your shift for that day (colleagues who have moved to the Work & Pay payroll system will only be paid subject to their company sick pay allowance).
When you first come in you should check in with your Manager or the Duty/Store Manager (or Team Support in Convenience) they will check that you are okay and whether you need any support. If you are still suffering with any aspects of illness at this point you should say, even if it's something minor so that they're aware. You should also make us aware of any side effects from prescribed medication. You must not begin work without first checking in with your Manager, Duty/Store Manager (or Team Support in Convenience), either in person or over the phone.
Within the first hour or so your return to work meeting will normally take place. In exceptional circumstances where it is not possible to complete the return to work on your first shift you should be given a date and time as soon as possible.
Are there any links available to where working more than half the shift would be excluded from absence levels? I'm having a nightmare trying to find what I need on our Tesco! I will try again when I'm on a computer, it's not always easy browsing on a phone.
I've been at Tesco close to a decade, and I have never seen anyone issued a welcome back after going home early from a shift. I work at a level where I issue WBs, and I haven't ever been instructed to give one in that instance, only if the person took days off following leaving early, due to the same illness/reason.
https://colleague-help.ourtesco.com/hc/en-us/articles/115005208086-Sickness-Absence-Full-Policy-and-Supporting-Documents (https://colleague-help.ourtesco.com/hc/en-us/articles/115005208086-Sickness-Absence-Full-Policy-and-Supporting-Documents)Page 7 of the full policy:
Quote7. What should I do if I am ill during work?
If you become ill at work, then you should speak to your
Manager/Team Leader/Duty Manager (or the person
covering their role). If you need to go home, and you have
more than half a shift left to work, your absence will be
recorded and included in your absence levels. If you have
less than half your shift left to work, your absence will not
be included in your absence levels. In both instances, you
will be paid until the end of your shift for that day
(colleagues who have moved to the Work & Pay payroll
system will only be paid subject to their company sick pay
allowance).
In the event that you are taken seriously ill an ambulance
will be called. If it is a minor injury or illness and you're too
ill to travel home by yourself, then your Manager should
make arrangements for someone to accompany you home
or to hospital by taxi.
Thank you so much for the link/info! It is extremely helpful, and differs from what management were telling me
Does anyone know if covid counts towards your percentage now? One person in my store said it does, but on ourtesco it says we should isolate for a minimum of 5, maximum of 10 days. So if tesco require isolation, surely it shouldn't be counted? And does anyone know the circumstances where we can take the ten days rather than five?
I've tested positive, feel like c**p with light sensitivity, wheezing, falling asleep throughout the day and still testing positive today. I don't feel able to work tomorrow, but completely unsure what the policies are, and if it counts towards the absence percentage. Calling, texting and emailing the store has just confirmed that no one seems to know! I really don't want to be in trouble, but I don't want to make myself worse by pushing myself too soon.
Information would be very much appreciated!
What it says on ourTesco is the only thing that counts, what ever it says at the time of sickness stands, don't believe whatever s*** your managers are telling! their the lest knowledgeable people in stores.
Quote from: Cinderella on 28-04-22, 11:31AM
Does anyone know if covid counts towards your percentage now? One person in my store said it does, but on ourtesco it says we should isolate for a minimum of 5, maximum of 10 days. So if tesco require isolation, surely it shouldn't be counted? And does anyone know the circumstances where we can take the ten days rather than five?
I've tested positive, feel like c**p with light sensitivity, wheezing, falling asleep throughout the day and still testing positive today. I don't feel able to work tomorrow, but completely unsure what the policies are, and if it counts towards the absence percentage. Calling, texting and emailing the store has just confirmed that no one seems to know! I really don't want to be in trouble, but I don't want to make myself worse by pushing myself too soon.
Information would be very much appreciated!
If you are fully jabbed it doesnt count. If you arnt jabbed then you chose to not take something that may have helped your attendance so it counts as normal sickness and percentage. Regardless of what you think of vaccines etc this is the line the company is using.
Also funny how folks go away on holiday (no one tests on holiday for fear of ruining it) but the moment they get home they start testing rigorously... Seen it a few times in our store.
That's completely not true, you sound like a manager? If u test positive for covid u still isolate and your paid from day 1 and it's still not counted as part of absence
The policy has been updated today. All details on Our Tesco
I mean yeah it was updated today but nothings changed as far as I see
From 30th april (tommorow) covid absences are treated as normal absences and followed using the usual absence policy.
Yeah just read it, changed yesterday. Oh Well guess I'm going to get covid now managed to avoid it so far
So from 30th april covid gets treated like normal absence,so if your contract says dont get paid for first 3 days then thats how it works,not quite clear if you should isolate or just avoid contact with others,maybe thats just me reading it though
re above, normal sickness, so in the world of pre covid people wouldnt come to work with sickness and diarrhea but they might come to work with a minor cold or sneezing, runny nose. same as that.
What if you're already off with it though? Does the previous policy apply as the person was already off before the new policy took affect?
Does not make that much difference. If you are already off you would have already been paid for first three days. It then goes to normal sick pay anyway. The biggest difference will be if you have run out of sick pay.
It does make a difference though, old policy is 3 days of pay, new is paid on 4th, so as is being asked and discussed on yammer with it, some are going by "29th is paid, onwards is not" while others are going old policy of "29th, 30th etc, = paid" as they fell under old policy terms and conditions.
So a few days pay involved, with no mention of what stores do to colleagues already off or going off yesterday.
Quote from: Redshoes on 30-04-22, 08:51AM
Does not make that much difference. If you are already off you would have already been paid for first three days. It then goes to normal sick pay anyway. The biggest difference will be if you have run out of sick pay.
That's not what I saw on ourtesco a couple of days ago. It stated 5-10 days isolation period (5 in most cases, 10 where still feverish and testing positive on day 5) coded as covid sickness. It's absence levels I'm concerned with, the pay doesn't matter to me as I have been far too sick to attend work anyway
As of yesterday, Covid is just sick now.
Previous Covid absence did not count towards percentages of the amount of time you have been off. As from yesterday Covid does now count, look at updated policies. Managers have had a comms. It may not update until policy starts so you may need to look again now we have passed that date.
Is there anything in the sickness policy about checking in with employees who are off sick? All my previous line managers have checked in via text, to avoid disturbing the employee, and especially when discussing their return so as to support them. I have been unable to get hold of my manager at all, and my returning shifts are going to put me under so much pressure that I'm worried about having a setback. I'm not sure how to handle this
If you are worried about returning why don't you make contact with the store? Communication is a 2 way street so you could easily call the store and discuss your concerns before you return.
Quote from: Cinderella on 02-05-22, 10:33AM
Is there anything in the sickness policy about checking in with employees who are off sick? All my previous line managers have checked in via text, to avoid disturbing the employee, and especially when discussing their return so as to support them. I have been unable to get hold of my manager at all, and my returning shifts are going to put me under so much pressure that I'm worried about having a setback. I'm not sure how to handle this
There is a "staying in touch" part but its for you to stay in contact with the store. You can't just and in fit notes. However, if you are on long term sick you should be having regular meetings anyway.
I did attempt to stay in touch with the store. I have screenshots of unanswered calls and texts and even an email. I've always stayed in regular contact with my line manager when off sick, but this is the first time I've been ignored when attempting to do so
Policy was that if off with Covid you get sick pay from day one and if off for longer you get paid, even if you had run out of sick pay.
Policy changed as of 30/04 and Covid is just normal sick with normal rules applying. So, from 30/04 if you are already off the new policy kicks in from 30/04. It's now just normal sick and if you have run out of sick pay you go onto statuary. Normal sick pay resets on your annual start date.
If it is any other part of the sick policy you want to know about it's all online. It just kicks in from 30/04 for you. Percentages and absences were not counted either. They will now be counted but only from 30/04.
We don't have anyone in my store so I have not had to read up in great detail for someone who is already off. I almost hate to jinx things but we have all our Covid colleagues back. One still going through a return to work plan but he was in hospital a month or two and actually died a few times. He is only one one day a wk just now but goes up to two this wk, then back to his normal three two weeks after that all being well.
It's back to normal management, which means incompetence, just go to work with the highly jnfe turns condition, spread it around until the store is critically understaffed and the managers actually have to work some stock or help a customer.
Once they start complaining maybe the company might listen.
It's not just Tesco, they're all full of useless idiots, the good managers flee as fast as they can