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New contract concerns

Started by Paper Rose, 26-05-22, 10:39AM

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lucgeo

Quote from: SimonF12030 on 27-05-22, 11:47PM
Quote from: lucgeo on 27-05-22, 07:09AM
Are Phone shop colleagues not excluded due to being paid from out of store wage budget  ???

Probably that and also they are paid at D-grade, Scan, Pick & Fill is for B & C grades

I'm pretty sure phone shop are not paid from the store wage budget, and their contract used to be that they are not expected to work instore on any other dept??

Any store colleague can work on a lower grade dept, but a colleague working on a higher grade dept should be paid the higher rate for the length of time they cover...once it has passed a set amount of time (?30 mins?) on that dept.
Live for today. Learn from yesterday.

Morris999

Phone shop are there own mini business, in a similar way that Tesco Opticians were before they were sold off to Vision Express.
So yes Phone Shop colleagues are not supposed to come out and work in the shop, hence why they are not mentioned anywhere in the briefing.

However every other Grade D area is part of the changes bar the 2 areas I mentioned earlier.
And yes that means CSD and wages will have to be trained like everyone else, but will still be paid there premiums when working there contracted hours on a grade C area.

Villager No.6

#27
Quote from: uklions on 28-05-22, 05:26AM
Glad im a Dot com driver £11.68p hour,no chance any drivers are going to be trained up on tills or other departments! pandemic  proved we to valuable  out on road.  ;)

@uklions Where in the country are you based? I'm a DotCom driver and am nowhere near £11.68 even when the new £11 rates start in July.

oldfashionedplayer

I thought dotcom drivers got their pay increase earlier, though it wasn't anywhere near what elsewhere offered, think 10.50? While elsewhere offers 11 onwards.. Think thry were only ones who got it from may instead of July into August payslip.

surlaroute

way I saw it we signed to say we had the meeting, not the contract, which comes live in October, and the union has signed on our behalf, which is bs and is gonna cause chaos once (and my manager already knows it) they realise they can't adequately teach old dogs new tricks and we just get even more backed up than we already are because no one knows what the f they're doing... I'm hoping at that point they realise they need to rapidly backtrack. but the world will probably be more broadly f-ed at that point anyway. so I'm glad I'm old.

Villager No.6

The information on the wage increases are on card displays on our colleague room tables and state that the rate for DotCom drivers will rise to £11.00 from 24th July and will be in the 19th August pay.

Preacherpauly

Quote from: Paper Rose on 26-05-22, 10:39AM
Hi
Sorry if already a thread but I have to sign new contract tonight apparently to say I can work in all areas of the shop.
I can and do but worrying that my job as merchandiser and also any chance of redundancy is taken away.
Does anyone else have these concerns and is anyone else refusing to sign.
Thanks.

Tesco werent just going to give pay rises without strings attached. They want be more like lidl and aldi and have staff who can jump on to any department when busy and save money not employing more staff.

uklions

Dot com Drivers £11.68 (including location  pay) frome july 24th

barafear

My manager told me that training would be online - so we watch a 2 min video - answer a random number of multiple choice questions - get some wrong - and then have to keep answering more until we get them all right and then we're trained!!

Basically it's a significant change to our t&c (and ways of working) and it really should not have been agreed.
I know for most people it won't make a speck of a difference - people that are happy to work in other depts - and have the natural skills/aptitude (and desire) to want to do that.

But what about those that happily applied for a job many moons ago as a cashier - and now face being "utilised filling up shelves" and moving heavy cages without any opportunity to say "no I'd rather sit on the till" - visa versa, what about the person who signed up to work on the shop floor and does their best to avoid any interaction with customers as possible - but now they get put on a till for a whole shift and have to talk to customers all day -
I know my examples are a little extreme - but that's the way things will be .

It's a whole different kettle of fish if you know what you're letting yourself in for when you apply for a job - but to change retrospectively just seems wrong.

And it's most likely that cashiers will dwindle in numbers - as they move to more self scan or SAYS tills - so rather than have to pay redundancy to, let's say, 20% of all cashiers - they now don't have to - because more and more those "former cashiers" will find they are not needed on their primary dept quite as much as before - and before long they'll be allocated to Produce or Wines and Spirits or Fresh to fill up shelves.

Another dept not mentioned is "trollies" - it's not mentioned as an exclusion - so is it included in all this - will trollies staff be trained on the tills - will other "colleagues" need to cover trollies? Doesn't seem to fit in with the serve, fill and pick motto?

It does seem that the agreement to hand over our pay discussions to Usdaw has also run into changing our contractual terms en masse too.

To extend on what Morris posted earlier, this is a fuller description post on OurT3sco when the new pay deal was anmnounced:

New ways of working

The last few years have accelerated changes across the retail industry – customers now have more choice in how they shop, and colleagues tell us they want more opportunities to learn, develop and access new skills.

As we look to deliver on what customers and colleagues need from us, we want to equip colleagues with future-fit skills to help continue building long-term careers and enable them to increase earning potential if they choose, by accessing work when and where they want it.

The key changes we are putting in place to do this:

All colleagues will gain the skills to serve on a checkout or self-service, pick an online order and replenish the shelves, if applicable in their local store or CFC..
To reflect this new way of working, all B/C grade colleagues will move to a new job title of 'Tesco Colleague'.
Colleagues will retain a primary department where they will work most of their contracted hours but will also be able to work across other departments if needed.
To empower our colleagues to access the work and flexibility they want, we will also be launching a new online platform later this year where colleagues will be able to view their schedules, access training and development, and sign up to extra hours if they wish. The new online platform will also allow more two-way communication, enabling all colleagues to stay up-to-date with the latest information and share their views more easily to help inform what we do as a business.
We will of course take into account individual health requirements or needs for any colleague who is not able to work flexibly between roles, to ensure a career at Tesco is accessible to all.

Following feedback from colleagues, we are also committing to always offering any vacant hours to colleagues working fewer than 16 hours a week, before recruiting externally. When we do recruit externally, all new contracts will be based on a minimum of 16 hours per week.

Colleagues will have an individual meeting with their Line Manager to discuss how we can support them with these changes, and will receive new contractual terms and conditions, which have been collectively agreed with USDAW. The new ways of working and new contractual terms will go live on 16 October 2022.

madness

re the above, Tesco management are deluded and believe it is some sort of honour to work for the company.

lucgeo

@barafear

With regard trolley dept colleagues...colleagues will, and already do in some stores, support in store on checkouts, filling, all hands and rumble!

However, any in store colleague requested to support trollies, MUST be supplied correct PPE! Their OWN safety shoes ( not shared) which should be stored in their personal allocated locker, also a correct sized hi vis vest and hi vis wet weather coat should be made available to them!
Live for today. Learn from yesterday.

century99

#36
manager at ours had a shock this week when a really good experienced member of staff handed her notice in to move to another job, upset them so much they came around asking those they see as "better" staff to make sure they aren't thinking of leaving, LOL.

to be honest we all said no but its none of her business anyway and if I decide to look/apply for another position elsewhere I will do what my colleague did and say nothing till you hand your notice in LOL. Show them the same disrespect they show staff when staff levels are slashed to the bone.

barafear

@century99

You might also mention to the manager how special you all feel to be employed in a job paying 5p above the minimum wage!!

There does seem to be a level of delusion amongst all staff over quite how minimalist working for Tesco has become.

I understand, completely, the old mantra of "we're glad to have a job of any kind" -

but the company continue to simply treat us an a number

Any "love" for working through Covid has long gone -

and now it's back to improving the bottom line - but they also seem to be playing a guilt trip on us - or they would be if we were ever privvy to wage negotiations - at some stage it will surely be a message of "we're desperately trying to keep prices low for the people of the country who are suffering and as a result we have to "reduce our investment in staff pay" (i.e. pay the absolute minimum we can!!)

I looked at the latest "wage inflation figures" the other day - across the private sector they're running at 8.2%

We're still waiting for our long-ago-announced 5.8% increase - a figure lauded by Tesco - but not only is it lower than the increase in the national living wage (which went up by 59p to £9.50) it's now tracking well behind the average wage increase across the private sector.

In theory, when the National Living Wage is reviewed in the Autumn - to announce the increase in April next year - in theory, the NLW is supposed to track the average wage increase across the country - in fact, it should be more - so based on that, we should be looking at an increase of at least 9% - or around 85p per hour (up to £10.35) - but as someone else on VLH has stated, I'm sure big employers hold some sway over this decision - and it's all too coincidental that most of the big retailers have announced new rates of pay at/around the £10 mark - meaning it's unlikely that we'll see an increase in the NLW to £10.35 - even thought the facts/figures suggest it should.

barafear

Quote from: lucgeo on 02-06-22, 10:06AM
@barafear

With regard trolley dept colleagues...colleagues will, and already do in some stores, support in store on checkouts, filling, all hands and rumble!

However, any in store colleague requested to support trollies, MUST be supplied correct PPE! Their OWN safety shoes ( not shared) which should be stored in their personal allocated locker, also a correct sized hi vis vest and hi vis wet weather coat should be made available to them!

That would be wishful thinking!!! We get told to "grab a high vis jacket from behind customer services - whether it fits or not - whether it's "clean" or not -never heard anything about footwear even - I do know the guy that works on trolleys does get his own shoes as part of "uniform" - but I didn't realise they were safety.

I think there are a lot of "rules" bent or corners cut in Tesco stores nowadays.

Totot

My bet, everything will change again next april, the autumn report will be much higher inflation because the increase of energy bill, the uncertainty of gas and oil market, and another wave of multiplier effect cause of that.

So, national living wage might be increase even more than what the gov calculated now and what company anticipated.
For tesco, if they can read this, they will have to have another meeting to increase their pay rise plan, and it will be few pennies above mlw.

Well done for usdaw to make a deal of fake% 2 year and get rid of bonus just so we can have few pennies above mlw.
If only tesco staff stop paying the union, just for a year with a statement not happy with pay and bonus deal, things will get sorted rather quickly.


lucgeo

#40
No shoes, no going out to collect trollies!

Whoever asks you to go out, you state you have no safety shoes...if they say it's only for 10 mins, you say it only takes a second to break a foot!
If they insist, you ask clearly and concisely that they confirm as your manager/TL their instructions to you is to go outside to collect trollies without the required safety PPE footwear, which is not only against H&S regulations but also Tesco policies?"
Declare you are not refusing and extremely willing to go out to support, but only in correctly protected footwear, so if they could kindly inform you as to where the storeroom is and to whom you ask to acquire a pair, in your size, from uniform stores?

You DO NOT accept others or 2nd hand shoes, you refuse, return to your own dept and ask to speak to your in store H&S rep and your union rep!

All shared hi vis and freezer coats should be professionally laundered on a regular basis, by an outside company. Ask your H&S rep the current ruling on this, regarding timescales between laundering? They should also have at least one in each size clean and available for use!
Live for today. Learn from yesterday.

danik550

So, what I heard is the following.

Week 15 (this week) is when the app goes live. We will then be able to opt for more hours from week 17 onwards. And that we will still be required to work if there are shortages of staff on departments (or main department?)

I heard so much conflicting things about this whole new system, it's insane. I heard something about October. What exactly is happening in October? Because I heard October is when our new availability takes effect.

I was really hoping to do 15 hours a week along my work from home job, but I don't see this whole new system working out as intended...

radaghastly

Show of hands in canteen at lunch shows 15% are union members.  Do USDAW even have the legal right to negotiate on our behalf any longer?  They've been in the managements pockets since the partnership agreement. Might be time to dissolve it!

FarmerFred

They have the right to negotiate on your behalf because when you sign your contract you agree to be bound by the terms of the "Collective Working Agreement" even if you aren't a member of the union.

radaghastly

Quote from: FarmerFred on 04-06-22, 05:31AM
They have the right to negotiate on your behalf because when you sign your contract you agree to be bound by the terms of the "Collective Working Agreement" even if you aren't a member of the union.

Agreed, however, when the partnership agreement was taken up - there was a huge percentage of us who were members. I think that demographic is now reversed. At what point do they lose the right to negotiate for us?  Is there anything in law? A percentage of staff they must have as members?

Their "collective bargaining power" currently has us at 5p over minimum wage & since the partnership, they have given away our benefits one after another. Doesn't seem to me that their members are benefitting from this partnership.

Redshoes

Quote from: madness on 01-06-22, 09:57PM
re the above, Tesco management are deluded and believe it is some sort of honour to work for the company.

Tesco managers are just a cog in a wheel. They have very little power or control. Anyone who has moved up into a manager role will be aware that you move up into a position where you have even more people above you telling you what you have to do.  We have no choice, we have to deliver things we are told to deliver. Managers fill, in my store we spend most of our time either filling fresh or grocery depending on shift. We do not get set hours, we work different hours every week and have to move round to fill shifts to cover for sick or holiday. Stock control manager or checkout manager covers grocery when grocery manager is on holiday, we all have to cover for each other. Our training in more rounded, we all have to do Gold food safety training now for example, no matter what the role. We are called Team Managers, with an accountable teams but as the name implies this means we can be moved at any time.

I understand that changes can be harder to some than others. There is nothing any manager can do to stop this transition, including the store manager. On the whole the impact to many will be minimal. The stores are under pressure. If the shop floor needs a colleague off checkouts to fill they are going to want a hard and fast worker. There are many checkouts colleagues who would not fit this description, they will want the colleagues who can and do more than one role. Likewise, the whole of front end services need people that are customer focussed. People are in the roles they are in for a reason. Most of the time they will stay within these roles. If the PFS is closed as it has run out of fuel are we expecting the colleagues to remain at PFS or could we use them in store. Most PFS colleagues know stock control and PI routines, they  serve on tills and fill shelves. If the PDA's are down are we just expecting stock control colleagues to wonder round. If grocery delivery was late and it has not been worked what is the point of gap scan, would stock control colleagues be better off filling to improve availability rather than gap scanning and finding 60 gaps on cages not yet worked.

As to trolleys, it's probably only the very big extra stores that have a dedicated trolley team. Smaller stores have to ask for support from others, we tend to use the back door guys who already wear correct shoes. We do however have colleagues on the shop floor who don't want to serve on a till but are happy to fetch in trolleys.

I hear that card only main bank tills are back in second trial but this time they are unable to take money, like the card only tills at self service. We all know what a trial is, it may get a few changes but it will roll out. The shop floor colleagues who don't want to handle cash will be able to serve on a main bank till. The checkouts will have hours cut. The colleagues won't be able to accept cash so the only mistakes will be customers wanting to pay cash at a card only till.

I am over 30 years with the company. I have seen many changes. I have seen things we all thought would never work but did. I have seen new procedures fail but when that happens we are told a new improved procedure will replace, we are never told things did not work.

We can't work the way we did 30 years ago. We have to roll with the changes. Going back 30 years we had a whole butchery prep area in the back and all mince, stewing steak etc was prepared and packaged in the back. Milk was delivered to your door at home in bottles and very little milk was sold in stores. Cash as main payment method at tills but they did take cheque and card payment too but you had to sign for staff discount. Everyone seems to accept that changes have to be made but then expect it to be for others.

FarmerFred

Quote from: radaghastly on 04-06-22, 06:19AM
Quote from: FarmerFred on 04-06-22, 05:31AM
They have the right to negotiate on your behalf because when you sign your contract you agree to be bound by the terms of the "Collective Working Agreement" even if you aren't a member of the union.

Agreed, however, when the partnership agreement was taken up - there was a huge percentage of us who were members. I think that demographic is now reversed. At what point do they lose the right to negotiate for us?  Is there anything in law? A percentage of staff they must have as members?

Their "collective bargaining power" currently has us at 5p over minimum wage & since the partnership, they have given away our benefits one after another. Doesn't seem to me that their members are benefitting from this partnership.
The only ways out of the agreement is for either Usdaw or Tesco to withdraw. Alternatively a second union to come in, but that would require Tesco to voluntarily recognise that union or some difficult hurdles to be overcome for CAC to force statutory recognition.

radaghastly

Quote from: FarmerFred on 04-06-22, 08:57AM
Quote from: radaghastly on 04-06-22, 06:19AM
Quote from: FarmerFred on 04-06-22, 05:31AM
They have the right to negotiate on your behalf because when you sign your contract you agree to be bound by the terms of the "Collective Working Agreement" even if you aren't a member of the union.

Agreed, however, when the partnership agreement was taken up - there was a huge percentage of us who were members. I think that demographic is now reversed. At what point do they lose the right to negotiate for us?  Is there anything in law? A percentage of staff they must have as members?

Their "collective bargaining power" currently has us at 5p over minimum wage & since the partnership, they have given away our benefits one after another. Doesn't seem to me that their members are benefitting from this partnership.
The only ways out of the agreement is for either Usdaw or Tesco to withdraw. Alternatively a second union to come in, but that would require Tesco to voluntarily recognise that union or some difficult hurdles to be overcome for CAC to force statutory recognition.

Thats interesting - had not heard of CAC - browsed their site & found a page on how to derecognise the union, apparently if 10% of us want out, we can set it in motion https://www.gov.uk/derecognise-a-union/workers-union-loses-support

kaled78

I would have thought you would get 10% easily probably more

Jackwarda

I do not think that people [or enough] who are in the UNION at TESCO, would change, they may leave or not join, but I doubt you will get the result you are hoping for.

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