verylittlehelps

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

@FarmerFred

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

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

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

Put a lifestyle break request in, then hand your notice in.

lucego - not signing a contract does not necessarily nullify the new terms - continuing to work once those new provisions start can be treated as implied acceptance unless the employee can prove that they either were not made aware of the change or provided a formal refusal to accept the provision.

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

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

There are two types of legal obligation relating to the giving of notice – statutory and contractual.

Statutory – these obligations relate to the duration of the notice that must be given in order for either party to terminate the employment relationship. These only apply once the employee has been continuously employed for at least one month and are as follows: a minimum of one week's notice must be given by the employee; and a minimum of between one and twelve weeks' notice (depending upon the length of the employee's service) must be given by the employer.

Contractual - the remaining legal obligations relating to notice are those (if any) set out in the contract of employment, whether verbal or written. In the absence of either a contract of employment or a term in a contract setting out the duration of notice to be given, a tribunal or court will imply an obligation that the employer must give the employee 'reasonable notice' of termination. It is important to note that this may be greater than the statutory minimum notice requirements. In considering what reasonable notice is, a tribunal/court will take into account factors such as:
custom and practice as to the length of notice typically given to employees within the industry the employer operates in;
the duration of notice given by the employer in the past to employees in similar positions; and
the employee's length of service and seniority.

I would look at your last SIGNED contract to see if there is any mention of length of notice? If you haven't signed a new contract which relates to this change of notice period, then you aren't bound by it, as you've never agreed to it.

With no disrespect toward yourself or your position, I'd think it extremely unlikely this would cover a team manager, especially as there's so many signed off people waiting in the wings.

Check the policies online, it could be that the employer's (Tesco) obligation has increased from 12 to 13 weeks obligation for notice of termination to employees.