Hi,
I've seen several comments here where people are asking if they should be given notice to attend an investigatory meeting, some say no letter or notice is require but i also noticed Loki on here who seems extremely knowledgeable and helpful posted that there should be a letter sent giving at least 24 hrs notice, does anyone know what is fact on this subject.
Thanks.
Hi DFL
No there is no notice nor a letter required for an investigatory meeting as this meeting is a fact finding meeting. You can find out about it all at ourtesco in people policies section. The person accused of wrong doing may ask for further time or meeting as can the person doing investigatory. Time scales are to do it within 14 days however may take longer.
https://www.ourtesco.com/working-at-tesco/people-policies/job-career/disciplinary-2016/ (https://www.ourtesco.com/working-at-tesco/people-policies/job-career/disciplinary-2016/)
https://cdn.ourtesco.com/2016/05/Investigation-checklist-May16.pdf (https://cdn.ourtesco.com/2016/05/Investigation-checklist-May16.pdf)
Section 5 of the checklist is as follows:-
Send a letter inviting the colleague to an investigation meeting (24 hours' notice)
Comments ?
Only comment is I have egg on my face and an idiot. Yes letter and 24 hrs notice is given
Sorry didn't mean to pick you up on that if that is how I came across, just noticed it upon reading it. Very grateful you took the time to reply. Thank you and have a nice new year.
If investigatory involves a complaint against a colleague and there had been more than one occasion, no witnesses, colleagues word against member of public, outcome in my honest opinion should be no action and this is where it gets interesting, an investigatory is decided on the balance of probabilities and I get that, whether I agree with it or not is a different story. However if tesco take word of public over employees isn't the employer then breaching an actual contractual term with the employee of the duty of care type.
Quote from: dfl on 04-01-17, 05:24AM
Hi,
I've seen several comments here where people are asking if they should be given notice to attend an investigatory meeting, some say no letter or notice is require but i also noticed Loki on here who seems extremely knowledgeable and helpful posted that there should be a letter sent giving at least 24 hrs notice, does anyone know what is fact on this subject.
Thanks.
In line with new policies, you MUST get a letter inviting you to attend an investigation meeting stating the time and place and who it's with
A colleague of mine has been given a letter giving her notice of an investigatory meeting but the meeting has been arranged on her day off? Is this allowed and if she agrees should she be paid for her time at the meeting?
It should be held in work time. Yes if they agree they should clockin and make sure they get paid. I would tell them no and it must be re arranged for her contracted shifts.
Thanks, should the meeting be held within a time period. The incident happened 3 weeks ago? But also in this time she has been off sick for 3 days and also on holiday?
Theres no specific time period for commencement of investigatory but should be as soon as possible but holidays and sickness would be mitigating circumstances for delay. Once started it should be completed within 14 days. see link below
https://cdn.ourtesco.com/2016/04/02164645/Disciplinary-Policy-Jan17_V3.1.pdf
Hi express dude ... seems like I'm stalking you, but, lol - do you have any link to show that any holidays owed after April are to be carried over ...I can't see any 🙄
LOL Nope but because you return mid march then it would not be possible for you to take your holidays and as your not on it at end of march then they wouldn't pay it so they should carry these over. Best speak to your SM or APM..
Thanks mate
cheekeymonkey this will help you
http://www.acas.org.uk/index.aspx?articleid=4289 (http://www.acas.org.uk/index.aspx?articleid=4289)
Thanks ... again, I really value your input on here, more than this David 1 .. whom everyone raves about! X
Aww Thanks :)
Your clued up .. ? We obvs only leak what we are told but I'm sceptical about this DM removal express dude .. I've been told 100% it's going, but is it just to make uncertainty and newbies jump ship???... which would not create the ideal redundancy package for Dave, most deputy I know In express are transferred from bigger stores trying to get to SM
... the funniest bit for me is the SMs who know nothing about their store -and will
Now have no DM to blame it on ! 👏🏼👏🏼👏🏼🎂
Anyone in this position ?
I need some advice. One of the other team supports at work is getting investigated. One of the checkout staff made a complaint against him, the DM and SM reviewed his entire shift and wrote down every little rule bend he made throughout the day. This reviewing of CCTV was done based on a verbal complaint, then only afterwards with a big list they took the complaint formally with a note taker. Is any of this allowed?
It is not acceptable.
contact/complain here for maximum effect
https://ico.org.uk/
Cctv must not be used to review performance etc.Security and protection purposes only !
Tell them to get the ICO involved as provided in a previous post. Tell them the entirety of the breach and the fact your colleague is being investigated with the footage.
£250,000 fine if it's proven to be the case and a sore arse for the SM responsible too.
Investigatory ;D
Let Tosco prove your guilt :D
I'm in need of some clarity. I was invited to an investigatory meeting with less than 24 hours notice, I was then sent a WhatsApp message later that evening telling me the time of the meeting needed to be changed. I never received a letter for this. Now I know this is against investigatory process but what I'm unsure of is during a meeting when it's adjourned is it now the investigating manager and note taker that now need to leave the room as this also didn't happen. It's now gone to a disciplinary meeting and I feel that the whole process hasn't been completed correctly.
Hi. I am currently waiting for an investigatory. Just wanted to ask a few questions on some things before I go into it.
Firstly my APM is note taker.... is this right?? Surely if I had a problem during the meeting I should be able to contact my APM??
Secondly on the letter I received it says it is an "informal" meeting..... so should there even be a note taker for it??
And finally during any adjournment should it be the investigators that leave the room?? And I don't agree that my area manager gets to discuss the matter with the APM during the adjournments as I do believe this is unfair.
Any help would be most appreciated
Yes APM can take notes and yes even informal meetings can have note taker and you have right to representation. When you say apm discusses with area manager is the area manager the one holding the meeting .But yes they can discuss it. It is quite normal during adjournments that other advice is taken whether from apm am or gpm. If Apm is taking notes and you feel you have an issue then you can raise this with GPM for advice.
Quote from: Katvalo on 12-08-17, 10:21PM
I'm in need of some clarity. I was invited to an investigatory meeting with less than 24 hours notice, I was then sent a WhatsApp message later that evening telling me the time of the meeting needed to be changed. I never received a letter for this. Now I know this is against investigatory process but what I'm unsure of is during a meeting when it's adjourned is it now the investigating manager and note taker that now need to leave the room as this also didn't happen. It's now gone to a disciplinary meeting and I feel that the whole process hasn't been completed correctly.
I forgot to mention I've been in my job role 4 months and have a blemish free record for nearly 12 years. I've owned up to my mistake and I'm completely remorseful for what happened so surely this would be taken into consideration?
Yes but would depend on what your mistake was
Are you in express?
No I work in a Phoneshop in an extra store. It's for gross misconduct. The problem I also have is that the investigatory process wasn't followed correctly either, not given 24 hours notice of the meeting and then subsequent change of time which was sent to me through a WhatsApp message, also when the meeting was adjourned I was made to leave the room not the managers that were taking the meeting
It all needs be done as per process for the outcome to hold any merit! Letters inviting you to meeting must be 24hrs notice, any changes should be made in agreement with 2 parties and this should be noted.
You say Gross Misconduct; understandably you won't want to say what that is, however, this is deemed as 'sackable' so it must have been a pretty serious allegation being made against you!
Notwithstanding the allegation, if the process has not been followed to the letter, an appeal will always win!
Mine is technically gross misconduct as I posted a small comment on Facebook that they are claiming puts the company in disrepute. Even though the comment I wrote was firstly a joke and secondly hardly worth the hassle of an investigatory. So gross misconduct should surely mean suspension?? Could do with an extra couple of days off.
I am in express and a store manager. Hence why the meeting is being done by the area manager. I still don't agree that the personnel manager is the one note taking when in theory they should be there if I have a problem??
Quote from: Me2015 on 13-08-17, 10:38AM
It all needs be done as per process for the outcome to hold any merit! Letters inviting you to meeting must be 24hrs notice, any changes should be made in agreement with 2 parties and this should be noted.
You say Gross Misconduct; understandably you won't want to say what that is, however, this is deemed as 'sackable' so it must have been a pretty serious allegation being made against you!
Notwithstanding the allegation, if the process has not been followed to the letter, an appeal will always win!
It's was for breach of code of conduct, I forgot to ask a question which ment a phone was upgraded fraudulently. I've heard my hands up to it and since the investigation I've been left in the shop on my own to carry on processing contracts which understandably I'm now uncomfortable in doing. It makes me wonder why I wasn't suspended?
No someone from the personnel function has to take notes..this is were your advice would come from the union if you are a member. The APM is for the company in a disciplinary and you would be supported by a rep. And I once was given a first written warning and in the disciplinary they admitted they had totally not followed process I took it to appeal and lost...you one have one stage of appeal and the SD in my case just covered up for a Store Manager knowing I could do nothing about it.
If you had been suspended you almost certainly would be dismissed. As you haven't it is more likely you won't and if you were you could also bring that into any appeal
Should I bring these points up in my disciplinary? I obviously don't want it to get to the point of being sacked and I'm truly remorseful for what I've done but if they've clearly not followed all parts of the investigatory process I shouldn't be dismissed? I deserve to be disciplined for my actions as if I were in there shoes I would do the same.
Ok cool thank you. I always do try and get one over on them when situations like this arise and I'm someone's rep. However seems like they are doing everything right so far which is a shame.
I would katvalo it seems like your no threat to the company otherwise you would have been suspended. Doesn't mean they still won't suspend you after the investigory. However seems like they can't afford to lose you in the phone shop which is usually why they don't suspend
[gmod]Please do not quote immediately prior post(s).[/gmod]
I've already had my investigatory and wasn't suspended after that. It was a stupid mistake, one which has never happened before in my career. Never been in an investigatory for anything performance based in the 12 years of working for them.
You'll be fine then. Your not deemed a threat. It'll be a slap on the wrist or a warning.
Obviously I'm just so worried, I've got a little girl to look after now and to be honest I'm so disappointed in myself for ever getting in this situation.
You'll be fine. You made an honest mistake and owned up to it which is why they've been ok. We all make mistakes.
Hi I'm in desperate need of advice. I had my investigatory and it's been forwarded to disciplinary. That's fine no problem. However I have been told that the rep I want cannot do it due to him investigating another member of staff for the same offence. Apparently if I decide to appeal the decision he would then be questioned.
Is this right??
There is a potential conflict for the Rep but you are entitled to the Rep of your choice, another manager can do the investigation
This is the thing he has not investigated myself, and has not been in contact with regards to the investigatory he did on the other colleague. He is the only person in our group that I trust. I cannot think of another store manager that I do trust
Quote from: MrK2017 on 14-08-17, 04:46PM
....... However I have been told that the rep I want cannot do it due to him investigating another member of staff for the same offence...
I must be having an off day because I just don't understand this, a rep
investigating a member of staff ?
Lol sorry just angry at the moment.
He investigated someone else for the same reason I was investigated but I was investigated by someone else today and it's been referred to disciplinary. I want the person that investigated the other colleague to be my rep
I honestly don't see why he can't rep you, if he's the rep of your choice and hasn't been involved in this investigation then I don't see a problem
I know. But because he investigated someone else related to it he apparently can't. It's so frustrating as there is nothing within Tesco procedures that says he can't rep me. It clearly states anyone of my choice
Is the rep you want also a manager ?
Yea we're both store managers.
Also can you get investigatory reopened once it's closed before the disciplinary
Not really but you can bring new evidence to a disciplinary and the disciplinary officer can send it back to be reinvestigated if they are not happy
MrK2017
By the looks the procedure has been flawed.
Do not highlight this to them. Just attend yourself or with anyone else and let them be as ruthless as possible.
If you receive a warning just appeal it highlighting the issues with procedure. :thumbup:
So i have an investigation coming up, however i have also been offered a job else where. Whats the deal with references while under investigation? I couldn't find an example on any of the other threads.
You'd go down as left pending investigation. Pretty much the same as dismissal if your new job were to ask. It would look dodgy as hell to your new employer lol
But the difference is i haven't left yet. So i haven't tried to jump ship during an investigation, so they'll ask for one while its going on? I mean if i hadn't had the new job offer i would be going through the disciplinary process. I'm not trying to avoid it its just fallen awkwardly
In all honesty you'll be lucky to even get a reference from tesco. They usually ignore any requests. They come from head office & contain the bare minimal information anyway.
Is the investigation dragging on unnecessarily?
Is the investigation process having an effect on your health, stress etc?
Unless they have you 'bang-to-rights' on whatever the issue is, then some pressure applied may cause them to write-off their investigation (or at least come to some arrangement), in fear of a constructive dismissal claim, given that you are not concerned about keeping your current job any threat in this direction would carry a little more weight than usual. If this is likely you may be better off staying and fighting the issue and proving your innocence. As they cannot put anything like 'was under investigation once, but there was insufficient evidence to take it further' in a reference, that would be asking for trouble.
You could also remember (and remind them, and your rep) that tribunal fees have been scrapped.
Only you know the ins and outs of your situation so I will leave you to take or leave anything that I have said, in whole or in part, in anyway you wish.
Just my lay-persons thoughts (and no-more).
Hi guys, I just reread my investigation letter and at the bottom it says contact me if you have any problems or who your chosen rep is, but then no numbers and no printed name or signature. I don't know the stores the managers are from and off sick at the moment, anybody any advice, thanks.
Hi All,
Just looking for some advice here..... I am due an investigatory tomorrow for alleged being a 'Bully'. Long story short here I had a bit of a heated conversation with a shift leader and put her on SYP. She didn't like this and started gobbing off and walked out of the room. I admit I have a snappy temperament however not once did I 'Bully' her, nor did this happen again ever since. I apologized that it got quite heated. After 4 days we were on talking terms.
During this time I was dealing with acute depression of which I was seeing someone about, so it was understandable in my eyes that I would be a bit more abrupt than usual.
Anyway this happened on December 13th.
On Friday 26th January I am told that this person has put a complaint in about me 'Bullying' her and that I am to be investigated tomorrow.......
Surely after a month since the complaint this is not right? What I also find infuriating is the fact that they have let me carry on working with this person knowing the fact that she has accused me of this and not once have they told her it's been dealt with or to see if she is ok.
They also waited for me to recover from my depression. I actually told my boss that I attended my last councillor session that day and that I was feeling great and ready to fight the world again. Then she tells me this...... I've rearranged my entire week for days off just so I haven't got to see the persons that put the complaint in because I know something will be said and I know that I will say something I may regret.
I am a Store Manager in Express and believe me when I say that we do not get trained well compared to larger format managers.
Any advice for this would be great as I am so infuriated with this.
Tell them you do not remember fully what happened. Hold on to letters inviting you to investigatory. Hopefully letters will be done in a professional manner. Ask for a copy of any witness statement during investigatory this will allow you to have evidence when having a quiet word with the complainant outside. It is all evidence in the event of a tribunal and Tesco frequently fall down somewhere.
thank you for replying. This is the other thing. Yet again my letter says informal investigatory meeting. the last time they did this it went straight to formal disciplinary. surely this is not right?? surely it should go to formal investigatory?
Take a look at https://cdn.ourtesco.com/2016/04/Disciplinary-Policy-April-16.pdf
Why does the same person complain about you time again perhaps because you have had issues with them.
This is a different reason now. Before was for writing damaging words on social media. I'm not a Tesco through and through manager lol.
And from reading that I gather that they cannot put formal proceedings to a informal approach unless so I've been told it gets moved to a formal investigation meeting.
All investigations are classed as informal now,what they mean is they're not covered as a disciplinary meeting and so you have no right to a companions who can speak and must arrange your own rep.
Make no mistake its very formal and you need a rep.
They will already have decided your fate before you go into these meetings do what you want but a rep wont make any difference to the outcome. All the adjourning to have a think about what is happening is all good for effect. Sometimes the more they adjourn the more they F up. :)
I need help upon leaving work today they gave me a letter inviting me to an investigation meeting to discuss allegations of sending inappropriate photos/messages via social media to colleagues. Inappropriate language and actions towards other colleagues to make them feel uncomfortable.
Am I getting fired?!!! :'(
that would depend on the gravity of what you have sent .... sexual/racist probably most severe.
Apparently I have sent a picture of my penis through Snapchat!? But there is no proof of this.
Hahaha! I note you say "no proof of this" rather than "I didn't do it"! Perhaps the investigation meeting will include a police-style identity parade... just not identifying faces!
I really didn't do it the girl asked me out I said no now a month later she's saying these things!! 😓
You'd better be careful how you word things in your investigatory then!
Shelfstacker990
Deny....deny....deny....if you really have not done anything wrong....let them prove otherwise! If it comes down to the photo, how they going to say it was you ???
If they present the photo as evidence, then they are showing you inappropriate images, to which you strongly object being shown!? Two can play at their game...get yourself a rep....say nowt and let them prove their allegations with what evidence they think they have ???
Hi Shelfstacker, there a few things here -
Firstly you should have a rep not only to support you through the process but emotionally as well. You say you have some social media history think if this will be linked as trend , knowing what's right/ wrong in terms of policy. Now we come to this allegation - they need to have the photography otherwise no evidence and just someone's word, YOU will be able to ask to see the photo, know date and time it was sent and from what number. I would advise you contact your phone provider and ask for data showing texts sent, date, time - if you haven't sent it , it won't show! You will not be able to see statements unless they send it to disciplinary- u will then be able to request copies of everything. Lastly they can not leave you working with the colleague and if I was in your shoes I would want to move and if this is a made up story due to syp then you can ask what action they will take in your defence and the emotional turmoil you have been put through.
IF you did do this - resign as it's gross misconduct !
The girl who said I did this has her whole family in the shop and he brother is sleeping with the store manager and goes out drinking with my manager who's holding this meeting and their mum is an admin to my store manager I feel really like they just want me out. I rang the union they said I only need a rep it it goes to disaplanery?! In the meeting should I ask for a transfer to another store?
Omg, far far too close! Firstly you should raise a concern around impartial person completing the investigation- the union are wrong makes my blood boil you pay subs to be represented and you are entitled to have a rep at ALL meetings so demand you are represented- Tesco will not be able to hold meeting if your rep is not present. You should describe that with such a serious allegation - which I presume your denying that you can not work in the same store it's made your position untenable and you feel to keep yourself at work you need to work elsewhere, or they do .
Quote from: Shelfstacker990 on 22-03-18, 11:17PM
The girl who said I did this has her whole family in the shop and he brother is sleeping with the store manager and goes out drinking with my manager who's holding this meeting and their mum is an admin to my store manager I feel really like they just want me out. I rang the union they said I only need a rep it it goes to disaplanery?! In the meeting should I ask for a transfer to another store?
WHAT??? bullc**p!! you DEFFO need a rep at the investigation!! DO NOT go in without a rep OF YOUR CHOICE. your entitlement!! also you have a choice as to who does and doesnt hold the meeting. it should state that in your letter. i personally would sue this individual for defamation of character or something along those lines. good luck!
You can raise a grievance against the way the meetings / investigation is being held they have to hear your grievance first .
But agree GET A REP thus is serious
It's defiantly a bad situation I mean they have no proof of nothing because they have been telling the whole shop that I done it through Snapchat and the whole shop has made my life hell the past two weeks and now I know Why!!! I am shocked as I did class this girl as a very very good friend of mine!!! The store rep is also friends with the family.... I will ring them again tomorrow the meeting is this Saturday I shall keep you guys posted. The only thing I can think of is they move me out of the shop because when he gave me the letter he also gave me a holiday form and I am down in the Rota to work bank holiday Monday and good friday
i would go on the sick with work related stress and while off contact a solicitor. sounds like youve got no chance with these scumbags in your store >:(
Thank you for all of the advice if they do fire me I will most deffinatly sue them!!! >:( what upsets me more is that I do slot from that store cover double shifts come in an hour early unpaid sometimes work through my breaks to help others!
In your original post you said pictures and messages. Is it just the picture they are accusing you of or is there alleged messages too? If it's all snap chat then unless she did a screen shot it will be gone but obviously text or messages are different. If you can prove she asked you out that may also help you. The only way she could try and prove it happened on snap chat without a screen shot is to have a witness.
Just say someone hacked you.
It just seems the whole management are against me because the family are so involved in the shop!!
What was the outcome ??? ???
They have no evidence but their still investigating
I have a question of my own, for those who are able and willing to answer it.
I have been invited to an investigation with both of my line managers for late sick notes when recovering from surgery a few weeks ago. The first of these was indeed late and I accept that. I have my reasons, although my managers are robots and won't care about those, but I accept the responsibility. The second, however, falls under the addendum of "exceptional circumstances", as I only ordered the second note after accidentally opening a few stitches. This happened after the three day period, yes, but is that a reasonable excuse for not having the note delivered in those three days?
And what is likely to be the outcome for delivering the first note late?
I should add that I deliberately asked a different manager who was monitoring the sick line when I called when I should deliver the first note and she informed me to do so at my convenience, but I can't prove that in a meeting, obviously. My fault for taking her at her word and not reading the absence policy instead.
Thanks to anyone who takes the time to read and respond.
Just say you didn't know about the deadline, all you knew was you were supposed to get a sick note which you did.
Ask them, in the presence of the rep, what steps they are going to take to support you through your illness.
You might get a smack Wrist ;) only thing why order a sick note , did you not go to a doctor ?
I went to my GP for the first note, as I had an appointment scheduled for one week after the surgery anyway. My line managers knew that I would be doing this because I discussed post-op recovery time with them before I had the surgery.
I ordered the second note on the phone because I popped a couple of stitches and didn't feel comfortable with heavy lifting. My line managers knew about this too because I spoke with them on the phone that same day, specifically to tell them that I was having the time off extended for that reason. My health matters most, after all.
Quote from: Walker on 09-09-18, 10:33PM
Just say you didn't know about the deadline, all you knew was you were supposed to get a sick note which you did.
Ask them, in the presence of the rep, what steps they are going to take to support you through your illness.
Is ignorance a reasonable excuse? I've heard them say before, for other matters involving other people, that it is not.
It depends, lol.
Realistically, though, the sickness absence policy explicitly says that you should only face disciplinary action if you persistently fail to give them the paperwork after the deadline.
Two occasions isn't really 'persistently' especially if you didn't even know about the requirements.
I thought that it was excessive myself. It also doesn't hurt that exceptional circumstances explain the second instance, so they're really only investigating one case of lateness, although my managers said that they're investigating two.
I genuinely despise the both of them. The amount of shady things that we've reported them for by this point defies belief.
HM... Frankly, I'd let them do whatever while looking for another job. There's life outside of Tesco. If you have such a bad relationship with your managers life is going to be miserable within it.
The funny part is that I'm leaving next month for something much better. I'm just not going to tell them that yet and I'm not going to give them an inch in this investigation anyway. The pair of lackspittles don't deserve one.
Should be a fun investigation. I'm looking forward to it.
Well done you , sort of thing i would do , GOOD LUCK in the future
Hey, everybody. Another question here, one I'd like answered by somebody who knows the policy (as I cannot find it online).
Following an investigation, am I allowed to share my copy of the investigation notes, or extracts of them, if I wish to file an official complaint due to the unprofessional conduct of other parties within the meeting? If anybody can link me to the policy itself, that would also be a tremendous help.
You are entitled to the notes if it goes to disciplinary however I am not aware that you are entitled to them if it doesn't. Nothing can stop you making a formal request and if they say no you can bring it into your grievance
Quote from: Blondie on 18-09-18, 03:20AM
Hey, everybody. Another question here, one I'd like answered by somebody who knows the policy (as I cannot find it online).
Following an investigation, am I allowed to share my copy of the investigation notes, or extracts of them, if I wish to file an official complaint due to the unprofessional conduct of other parties within the meeting? If anybody can link me to the policy itself, that would also be a tremendous help.
Share with who and for what purpose?
If a grievance then you would use the notes as part of this process to back your claims
I always made written requests for any documents I felt I needed and were entitled to (perhaps some I was not), never accept a verbal reply request in writing/reply in writing is the correct way.
Evidence/notes can be shared with anybody you feel could assist your case.
You don't really need advice if you are leaving soon anyway.
Also Given that the policy mentions you "may" be managed as a persistent offender with out going into a long winded post, 2 occasions which both have questionable circumstances are not persistent and the policy goes on to say Failure to supply a fit note at all after 28 days would result in witdrawl of CSP but doesn't mention any other punitive measure.
What's the worse that could happen?
I'd just like to say that I already have a copy of the notes. They were given to me after the investigation. My question is whether I am allowed to share them with other managers and with the union if I make a report against other people who were in the meeting.
Quote from: Duracell on 18-09-18, 11:38AM
You don't really need advice if you are leaving soon anyway.
Also Given that the policy mentions you "may" be managed as a persistent offender with out going into a long winded post, 2 occasions which both have questionable circumstances are not persistent and the policy goes on to say Failure to supply a fit note at all after 28 days would result in witdrawl of CSP but doesn't mention any other punitive measure.
What's the worse that could happen?
You're right, but when you have managers that I do, you feel obliged to take action. Even if I am leaving, they can do this to other colleagues in the future, just as they have done in the past. I know that isn't my problem, but this matter concerns me personally, so I'm not letting them get away with it (without going into too many details here).
Exactly. There's not much that can or should happen and after the meeting itself, I feel like I'm being targeted personally.
Quote from: Nomad on 18-09-18, 10:03AM
I always made written requests for any documents I felt I needed and were entitled to (perhaps some I was not), never accept a verbal reply request in writing/reply in writing is the correct way.
Evidence/notes can be shared with anybody you feel could assist your case.
Okay. Thank you and everybody else above for letting me know what to do. I greatly appreciate it.
We have a new store manager he's had history of going after woman
He has now gone after me I reported him but I feel like I'm being blamed
Was asked how I acted how nice I was to him could I have gave off the wrong idea
This is a married man with three kids and I'm gay
Any place or idea where I should go to get help as this place is trying to hide the fact
This man is a serious creep that keeps getting protection for higher ups
Quote from: Thedogdidit on 15-02-22, 11:19PM
We have a new store manager he's had history of going after woman
He has now gone after me I reported him but I feel like I'm being blamed
Was asked how I acted how nice I was to him could I have gave off the wrong idea
This is a married man with three kids and I'm gay
Any place or idea where I should go to get help as this place is trying to hide the fact
This man is a serious creep that keeps getting protection for higher ups
A very difficult situation for you. There are several routes you can take but it depends on how you feel about the people you talk to. It sounds like you don't feel confident in a manager within store raising on your behalf so you need to either go higher or to protector line.
If you report to a manager within store make sure it's documented, have union with you. The union will support you with this regardless of if you are a member or not.
You could go to your group area personnel but most people don't even know who this is.
Then, there is the protector line. As I mentioned before. There should be a notice board in the back and there should be a poster on this board giving you contact details for the protector line. The same board might hold details of the group personnel manager too.
You need to make sure you feel safe in work and if you don't, go sick pending investigation. You need to request revoking the three days unpaid as the reason for you absence are within store.
As part of the process you will be asked what you want to happen, if there are any witnesses, what evidence you have. If you have any messages sent to you, keep them. Others that work with you may have witnessed but feel different about it. That is their interpretation and not yours. They will still be talked to. The important thing is how it has made you feel, how a witness feels about it is almost irrelevant.
Nothing is pre-judged. There is never a conclusion before investigation but it's black and white facts.
Protector Line
Protector Line is a 24/7 independent and confidential service, where you can raise concerns about wrongdoing, unethical or illegal activities in the workplace. Your concerns will be looked into by an impartial Tesco manager and this may lead to an investigation.
If your concern is related to pay, holiday or any other People Policies then Colleague Help is best placed to support with these. You can contact Colleague Help by clicking here
Your Line Manager should always be the first person you talk to if you have a concern. However, if you feel you cannot speak to your Line Manager, their Manager or a People Partner, you can contact Protector Line.
You can remain anonymous if you feel you need to, but you should always provide as much detail as possible to help our internal teams investigate on your behalf.
Freephone: 0800 048 8958
Web: protectorline.ourtesco.com
Protector line is a bunch of c**p. Our store manager got reported for certain things they were guilty of. A manager came in and interviewed some people as part of an investigation, arranged a second round of interviews with selected people, never showed up and said they would be rearranged, and then it was swept under the rug.
Quote from: Redshoes on 16-02-22, 09:40AM
Protector Line
Protector Line is a 24/7 independent and confidential service, where you can raise concerns about wrongdoing, unethical or illegal activities in the workplace. Your concerns will be looked into by an impartial Tesco manager and this may lead to an investigation.
If your concern is related to pay, holiday or any other People Policies then Colleague Help is best placed to support with these. You can contact Colleague Help by clicking here
Your Line Manager should always be the first person you talk to if you have a concern. However, if you feel you cannot speak to your Line Manager, their Manager or a People Partner, you can contact Protector Line.
You can remain anonymous if you feel you need to, but you should always provide as much detail as possible to help our internal teams investigate on your behalf.
Freephone: 0800 048 8958
Web: protectorline.ourtesco.com
Many managers fail at the "impartial" requirement of investigations, especially now with the advent of whatsapp manager group chats, many cover everyones backs, the only time they don't is if the manager isn't part of the clique.
Seen it happen to many times as I was in the chat back in my managerial days.
Quote from: Thedogdidit on 15-02-22, 11:19PM
We have a new store manager he's had history of going after woman
He has now gone after me I reported him but I feel like I'm being blamed
Was asked how I acted how nice I was to him could I have gave off the wrong idea
This is a married man with three kids and I'm gay
Any place or idea where I should go to get help as this place is trying to hide the fact
This man is a serious creep that keeps getting protection for higher ups
If he already has a reputation and is married take a grievance out against him and then let his wife in on his problems as he may need some counselling.
Quote from: spike_pkh on 16-02-22, 11:06AM
Protector line is a bunch of c**p. Our store manager got reported for certain things they were guilty of. A manager came in and interviewed some people as part of an investigation, arranged a second round of interviews with selected people, never showed up and said they would be rearranged, and then it was swept under the rug.
Totally agree,and the person making the complaint may with hold their details but they will definitely be know by the unsub when they are investigated. I have been there and stood up to the SM it led to an even worse outcome :o still not over yet as it is ongoing.
Always get the constant logged with the protector line, even if the result is useless, even worse than it once was.
Then message the ceo of Tesco with your complaint, that normally get some traction.
But it's a joke across this company its an old boys club mentality
So if the colleague puts in a grievance against the store manager, is it still the case that it automatically goes out if store to the area P.P? Therefore the SM nor any other manager can approach or attempt to speak to that colleague regarding the grievance?
A grievance against a store manager can be heard by any other level 3 trained manager, they got rid of the old hierarchy system so fewer complaints ever got to the people who actually do anything about them, you can always demand in your grievance that a senior manager take up the jnvestigation.
Hey everyone. Bit of advice needed. I have an investigatory into taking products, setting them aside and purchasing them on my break later on in my shift. Apparently this is a breach of the "shopping policy" but I cannot seem to find this on the list of colleagues policies. Has anyone any idea as to what this policy might be? Thank you.
I think more members on here with the knowledge and experience of this will help or offer advice.
I don`t think this issue is in peoples policy now or training, induction[this needs to be checked] It could be a Store or SM policy.
But either way, take someone in meeting, Union Rep or someone knowledgable
- Is this the first time or do they know its been done more.
- I think it is frowned on for setting asside items especialy yellow labeled.
if you did not know about the policy, which I think they may say is unfair to customers! and no one ever showed or explained to you about the policy and is first time, maybe you get a smacked hand, but I hope someone on here can help, or seek advice.
a few years back we were read this bovine excrement policy and we all had to sign it. if you havent signed anything then plead ignorance. they can't discipline you for something you didn't know was wrong. make sure you don't go in the meeting alone though no matter what!! they don't want staff to have any perks but it's ok for certain customers to steal booze day after day. they're welcomed with open arms >:(
One of the many reasons I don't shop at tosco. I'd rather pay full price elsewhere than give them any money.
Quote from: neil210 on 25-05-22, 03:26PM
Hey everyone. Bit of advice needed. I have an investigatory into taking products, setting them aside and purchasing them on my break later on in my shift. Apparently this is a breach of the "shopping policy" but I cannot seem to find this on the list of colleagues policies. Has anyone any idea as to what this policy might be? Thank you.
Were the products reduced to clear, special offers or in the reduction chillers. Then they can class that as restricting availability for the customers, especially as in reductions, the customers pay more than you after your discount!
If they were full priced, and not limited supplies, then it's not worthy of investigation UNLESS....you had moved them from the shop floor sales area and stashed them in a quiet area elsewhere, especially if they were high value!
If you are honestly ignorant to the policy, do not recall having signed off any training then you tell them that!! You also ask them to show you were this "shopping policy" is to be found in the policies for people, as you have been unsuccessful in locating it!!
I'm unsure it is Tesco written policy, but many stores operate this policy mainly due to the above scenarios, or some colleagues stash stock and then forget about them, which cause book stock errors!
Take a rep in if you're a union member or a trusted colleague, especially if they ask do you want a rep!! Contrary to what they say, colleagues have, as your chosen representative, the same rights as a union rep and should be afforded such as in the right to speak, ask questions and take notes, but they cannot answer for you!!
Quote from: neil210 on 25-05-22, 03:26PM
Hey everyone. Bit of advice needed. I have an investigatory into taking products, setting them aside and purchasing them on my break later on in my shift. Apparently this is a breach of the "shopping policy" but I cannot seem to find this on the list of colleagues policies. Has anyone any idea as to what this policy might be? Thank you.
It is breach of policy, it triggered a Hub investigation in a store near me.
8-) Can you point the poster to where the policy is written, as that is their question ???
In terms of Reductions there is the Colleague Shop Shopping Guide in Tosco Help which tells you what is and isn't okay for that kind of stock.
I do vaguely recall signing a sheet of paper a few years back around putting things to one side to save back for later. I take some things with a massive pinch of salt but a couple of years ago one chap in our store was dismissed because they'd breached said policy.
Mind you... amazing how many Managers demand to see a signed receipt but will happily leave their paid for shopping out the back, complete with receipt... unsigned :D :D :D
What's also a joke, is managers expecting to be shown receipts for items brought in for personal use, consumption.
If they don't just sell own brands, then don't expect colleagues to produce a receipt for branded goods in their possession or lockers!! Many buy packets of products to use whilst in work, some are in lockers for weeks on end, so an old receipt for the same product should suffice, or no receipt if bought elsewhere, which makes the whole thing pointless really ???
Quote from: neil210 on 25-05-22, 03:26PM
Hey everyone. Bit of advice needed. I have an investigatory into taking products, setting them aside and purchasing them on my break later on in my shift. Apparently this is a breach of the "shopping policy" but I cannot seem to find this on the list of colleagues policies. Has anyone any idea as to what this policy might be? Thank you.
If using Clubcard.
Colleague Shop – Any colleague with a Colleague Clubcard can collect free surplus food from our reduced-to-clear cabinets one hour before closing or after 9pm in our 24-hour stores. Items can be taken to the checkout and scanned through as normal, with the cost of the item removed at the end of the transaction after using your Colleague Clubcard. To obtain Colleague Shop discount, you should take reduced price items from the shelf and buy them immediately at the till with your Colleague Clubcard. You cannot take reductions off sale and then purchase them later when Colleague Shop discount is active.
If not using Clubcard, where do you think you will find it saying it's ok to go and shop during the time you are being paid to work.
It's easier to track using Clubcard but by taking items off sale you are preventing others from the opportunity to buy and you are shopping during paid work time so it's two offences. By using Clubcard it becomes three as you also benefit from the Clubcard savings.
8-) so that's the policy section that dictates the use of colleague shop and reduced items :thumbup:
So if neil210 has put aside a non reduced product, for purchasing en route to leaving the store at the end of shift, is there any policy which directly covers this scenario, in as much as 'no colleague must put any product aside for later purchase at any time'?
Indeed, it's was always a verbal understanding in the store I worked at, but never rigorously followed, as all colleagues up to SM would have their hidey holes for mainly RTC hardware! Or there would be a flurry of activity as someone clocked a hugely discounted product, usually a pricing error or serious overstock, and colleagues raced to purchase before HO realised their mistake!
It was a perk of the job, but occasionally a memo would go round saying not to, as stashed items would be found forgotten about! But I cannot recall ever being shown it as policy, or it mentioned in any training ???
Quote from: neil210 on 25-05-22, 03:26PM
Hey everyone. Bit of advice needed. I have an investigatory into taking products, setting them aside and purchasing them on my break later on in my shift. Apparently this is a breach of the "shopping policy" but I cannot seem to find this on the list of colleagues policies. Has anyone any idea as to what this policy might be? Thank you.
The policy is here
https://help.ourtesco.com/hc/en-us/articles/360021121140-Colleague-Shop-Shopping-Guide
Particularly
"You can only take products from the colleague shop during the following times;
Before the start of your
- shift
During your breaks
At the end of your shift once you have clocked out
At managers discretion
All products should remain in the reduced to clear cabinet prior to 21:00
Products cannot be placed to one side or put out the back before 21:00
Products cannot be placed into a shopping trolley for an excessive time prior to purchasing them at 21:00"
What possessed you to think it would be OK to do it? Is it worth losing your job for the few pence that you save? Colleagues have been sacked for things like this. If people start taking the p***, they'll stop colleague shop altogether.
We had a member of staff sacked for doing this a few year back. Tesco came down really hard on it. Interviewed loads of staff. The person who did it was eventually sacked they were suspended immediately, she appealed many times before eventually getting sacked. Tesco classed this as theft.
Lost her job over stashing bread after final reductions then getting it for free with colleague shop.
She had done it many times before people clocked onto it.
The reason Tesco came down so hard on it was one store and not one I had anything to do with was abusing the system, taking any reduced items staff want out the back until gone 9pm then all on staff shop. For the avoidance of doubt we were talking baskets full of food not just the odd item (not that doing it with one item makes it any more acceptable) This sort of thing is soon flagged up on the reports that run each day and resulted in several sackings once an investigation had been done.
let the customers have the reduced s*** or the out of date s***!!! go elsewhere and pay full price!! if tosco treat staff like this then give them f*** all!!
Seek advice Union,if you are in! prep your self with a good supporting case. eg, if only 1st time or, you were never told, never signed documents, not in training. Plead ignorance and that now you know it will never happen again. Not sure if its worth throwing yourself at the mercy of the hearing. But i think they may well take a very dim view of this and you may end up with more than a severe slapping, your working career may well
be down the pan!
The above all relates to reduced stock and colleague shop 8-)
So is there anything that covers non reduced stock? As neil210 hasn't stated whether it was reduced stock he'd put aside to purchase later, or normal priced?
Quote from: Jackwarda on 28-05-22, 07:24AM
Seek advice Union,if you are in! prep your self with a good supporting case. eg, if only 1st time or, you were never told, never signed documents, not in training. Plead ignorance and that now you know it will never happen again. Not sure if its worth throwing yourself at the mercy of the hearing. But i think they may well take a very dim view of this and you may end up with more than a severe slapping, your working career may well
be down the pan!
Career ;D
Quote from: lucgeo on 28-05-22, 07:39AM
The above all relates to reduced stock and colleague shop 8-)
So is there anything that covers non reduced stock? As neil210 hasn't stated whether it was reduced stock he'd put aside to purchase later, or normal priced?
Still not allowed, you cant put even say a bottle of fanta out the back to buy later as the company views this as "depriving" customers from being able to buy said item. Can even be seen as theft if you get a manager dealing with it who really wants to go for it as you have effectively removed the item from where it should be without making payment.
;D penguin
Hey,
Advise needed.
A colleague has been suspended and has a investigation meeting, but the letter informing them arrived less then 24 hours before the meeting.
The manager taking the meeting rang them, and informed them the details of the meeting a few days earlier though.
Is this still in process??
Thanks for any help
Surely if they informed them,the letter just conformation,there is a royal mail strike so letters maybe delayed
Agree with the above view. You were clearly informed about the meeting, the letter is just confirming that.
With the postal service hit by delays due to strikes the managers did all they reasonably could to give you sufficient notice for the meeting.
The problem with the above is nothing is mentioned in the policy about phone calls or postal strikes, it simply says you will get at least 24hr notice in writing prior to the meeting.
Quote from: Noyouwont on 10-10-22, 08:53PMHey,
Advise needed.
A colleague has been suspended and has a investigation meeting, but the letter informing them arrived less then 24 hours before the meeting.
The manager taking the meeting rang them, and informed them the details of the meeting a few days earlier though.
Is this still in process??
Thanks for any help
Only if it is for Gross misconduct.