verylittlehelps

Quote from: FarmerFred on 03-05-24, 08:58AMHardly the fault of the driver who has nothing to do with stacking the cages or loading them onto the wagons at the depot.

The same accusations could also be levelled at store staff who can't understand (or are too lazy to care about) the difference between plastic and cardboard, how to secure a cage door or how to segregate the different waste streams despite the PDA telling them how to do it, nor can they tell the difference between different tray types and sizes or even follow simple instructions such as labelling and segregating broken cages and dollies.

Store GA's do more work in a day than anyone in DC manages in a week. DC's are like head orifice: if you're there, then by definition you are the dregs of the company. Too weak, lazy and stupid to be trusted with real work.

As for drivers, given their average, "physique", the last thing they need is more food. 

@lucgeo i agree, i wasnt in any way suggesting that i would raise it, my view on that is exactly the same as the process we have just went through, i wouldnt have touched any of it if the employee hadnt wanted it and specifically asked for it.

I just presumed that the employee mentioning it themselves at each meeting should have raised some eyebrows.

@dfl
unless the colleague submits a written grievance against this person, they won't do anything.
It's out of the store managers control, as the person is not employed by the store, it would have to be placed to this person's departmental management for investigation.

Although the aggression was noted, they won't take it any further themselves, it can't be expected to give them the bullets to fire on another's behalf.

Any complaint of aggressive behaviour will need to be brought by the person themselves. As they have the right to complain, so the aggressor has the right to defend, so a third party couldn't intervene on hearsay.

If you do decide to become a rep, you'll often get colleagues coming to you to complain about another colleagues behaviour, but they "don't want to cause any trouble" in that they expect you to make the complaint on their behalf.
Or they'll start a complaint, then tell you the next day they'll "let it go this time"

Any grievance must be made by the person, and done so off their own back, they must never be encouraged or persuaded by another to place a grievance.

@lackofinterest, at all 3 meetings that were held in regard to this it was raised about his/her aggressive attitude to the employee, and no action that I've seen anyway has been forthcoming, now they would say it could be raised with formal grievance, to my knowledge that isnt necessary as it only needs notification through "any reasonable means" which in my view bringing it up at 3 meetings already qualifies as being sufficient

and is he happy with the anxiety he's caused? of course he is cos he's a jobsworth and in my opinion they are worthless s*** who think they're important. he/she needs to be reminded that what he has done was a big mistake!

@lackofinterest I know who the jobsworth is and so does the employee

@dfl. in my honest opinion the colleague has done nothing wrong. my advice to him would be to look elsewhere for a better employee who value their staff a bit more.personaly i would find out who the jobsworth who reported him is and make sure he would think twice next time about being a cnut to try to get employees sacked!!

Unrelated to the thread but can't remember how to start a topic...
Are Tesco removing the Extra format?

@lucgeo, it has been hard work but this forum and the help from many others on here including yourself has been amazing, invaluable and quite frankly priceless, couldnt likely have got anywhere near this far without you all

I think you just need to draw a line under this.

Yes it's unfair, but you've gone through the appeals process and though the initial accusation of idling has been dropped (probably because there is no clear written policy on it) the unattended element has taken precedence for which he's been disciplined.

These warnings drop off after a set period of time, and can only be referred to after that expiry date if it is for the same misdemeanour, it can't be used for escalation for a non related disciplinary matter!

Reading between the lines here, it looks like the orders been given higher up to make it common knowledge that it is a disciplinary matter and the colleague has been used as the fall guy!

The colleague could write a letter to put into his file that he accepts the appeal decision "under protest" but this would be pushing the boundaries of "under protest" relatability and may not be accepted?

@dfl...you've done a brilliant service for your colleague, have you considered becoming a union rep yourself? The training would help, you'd have back up and protection and a greater knowledge of workers rights.

It's not for everyone, but if you use it for your own benefit in helping others, while ignoring the commercial aspect side its now become, it can be very interesting and worthwhile.