I'm probably getting fired next week because I sent an e-mail to Ken (which he never read) about a letter he signed (that he definitely didn't sign off on personally) accompanying my 25 year service award, the £360 gift card, which in my case didn't work first time. I was angry because I tried to use it for my shopping as soon as I received it. After so many other failures (not limited to ordering a pride t-shirt 2 years ago, order cancelled as if the product never existed) I basically asked him "what the f***" is going on with someone who allows not only faulty gift cards but any gift card - which says on it "treat this like cash" - go out under his falsified signature, in the regular post (didn't have to sign for it). I'm not even surprised but, the point is in the title, anyone else been subjected to this utterly backwards policy? am I insane? cos in which case fine put me away.
Lets be honest here and call a spade a spade. You sound like a nightmare employee.
You don't have to participate in all the little c**p the company does pro this pro that get involved etc but actively having a go at the top man is just stupid.
The op has every right to be annoyed, but needs to go about it the right way, that is a candid conversation with your store manager about the issue, if it goes nowhere, then an email to your people partner.
Flying off the handle and taking extreme emotionally charged measures has rarely helped anyone.
Quote from: NightAndDay on 11-09-23, 12:37AMThe op has every right to be annoyed, but needs to go about it the right way, that is a candid conversation with your store manager about the issue, if it goes nowhere, then an email to your people partner.
Flying off the handle and taking extreme emotionally charged measures has rarely helped anyone.
but that's exactly what they're driving us to, old timers, exceedingly, and deliberately.
Quote from: madness on 10-09-23, 11:24PMLets be honest here and call a spade a spade. You sound like a nightmare employee.
You don't have to participate in all the little c**p the company does pro this pro that get involved etc but actively having a go at the top man is just stupid.
I wasn't the one who put my name on the letter.
Quote from: NightAndDay on 11-09-23, 12:37AMThe op has every right to be annoyed, but needs to go about it the right way, that is a candid conversation with your store manager about the issue, if it goes nowhere, then an email to your people partner.
Flying off the handle and taking extreme emotionally charged measures has rarely helped anyone.
ps. I took this to my manager at the first instance. cos I have got in trouble for this stuff before. they fobbed me off. And if I'm not wrong ,we don't have people partners anymore, very few stores do. I think I personally scared ours off. not because I'm a nightmare but because I won't take any s***.
You should still have a people partner who is assigned to your store? The people partners now cover a number of stores in the area, they should have an email address displayed on the notice board. Ask your manager for the contact name and email address if it isn't displayed.
It is very frustrating for older colleagues with long service to witness the slip shod way the company has declined. At one time this would have been seen as a serious error and thoroughly investigated! All long service rewards were sent through the internal mail system, and signed for by the recipient.
You suffered the embarrassment of having this card declined, in front of colleagues, whilst attempting to pay..."dignity at work"
You, as a shareholder and Tesco employee, are rightly questioning the issuing of high value gift cards, being sent without any record of receipt. "Your right to a voice"
If it had been intercepted and used, then the onus would be placed on you to prove that it hadn't been used by you, once you questioned why you hadn't received it? Having your honesty being questioned and needing to prove your non involvement in the use of it...embarrassing for you..."dignity at work"
It was a mistake using the F...word in the email...in print! You could plead knee jerk reaction to the embarrassment of publicly having the card declined!
If you're going down...you go down fighting!!
Why on earth was a gift card sent out regular post?
I remember my 15 year card was sent internal mail and I was presented with it. Even my 20 year award, no gift card just a crappy little badge and a pre signed card from Ken (thanks a lot, will treasure them for years to come), came internal mail.
Its a bit of a strange one with staff gift cards, sometimes sent out via royal mail to home addresses, other times sent via internal post. Why that is the case one can only wonder. In terms of the e-mail to Ken I can fully understand the OP's frustrations, but kicking off via e-mail however wound up you are tends to only go against you. When you say you think your going to be fired what gives you cause to think this, has an investigation taken place, have you since been asked to attend a disciplinary meeting, even if the CEO is involved due process still has to be followed in situations like this.
Email isn't "Social Media". Sacking for a single use of the F-Word would be a disproportionate response, particularly given the language I have heard senior managers & even directors use even on shop floor!
Quote from: surlaroute on 11-09-23, 01:20AMQuote from: NightAndDay on 11-09-23, 12:37AMThe op has every right to be annoyed, but needs to go about it the right way, that is a candid conversation with your store manager about the issue, if it goes nowhere, then an email to your people partner.
Flying off the handle and taking extreme emotionally charged measures has rarely helped anyone.
ps. I took this to my manager at the first instance. cos I have got in trouble for this stuff before. they fobbed me off. And if I'm not wrong ,we don't have people partners anymore, very few stores do. I think I personally scared ours off. not because I'm a nightmare but because I won't take any s***.
To use your own style of vocabulary, you sound like a bit of a pr*ck to be honest.
If you worked alongside me you wouldn't need to be fired, I'd have ran you out of the store myself.
You've heard the phrase "empty vessels make the most noise" I imagine? 'Twas written about the likes of you.
Social media policy has nothing to do with it old chief. Using foul and abusive language to a colleague in any sort of official capacity - including petulant, immature, emails - is a summary dismissal offence.
Good riddance.
Pots and kettles spring to mind when reading above post.
Agreed, whilst a email and using foul language may not of been the best approach, apologising can definitely save you in the circumstances, many people snap, could of just been a bad day or if its just one word / done through phone could put it down to a auto correct but accept responsibility still, end of the day, just have to accept responsibility with it that it was an out of the moment response with it...
Plenty have said far worse and still with the company... When you could comment on the ourtesco bit, there was a specific colleague that definitely gave a LOT of their "opinions", especially the language used at times and they are still with the company, so I think you should be good if you just apologize in regards to how you went about itans that should hopefully work in your favour.
Just ignore the pot calling the kettle managers etc, quite the hypocrisy being shown for the "vocabulary" and "immaturity".. Its definitely not needed in any way.
Quote from: lucgeo on 11-09-23, 08:27AMYou should still have a people partner who is assigned to your store? The people partners now cover a number of stores in the area, they should have an email address displayed on the notice board. Ask your manager for the contact name and email address if it isn't displayed.
It is very frustrating for older colleagues with long service to witness the slip shod way the company has declined. At one time this would have been seen as a serious error and thoroughly investigated! All long service rewards were sent through the internal mail system, and signed for by the recipient.
You suffered the embarrassment of having this card declined, in front of colleagues, whilst attempting to pay..."dignity at work"
You, as a shareholder and Tesco employee, are rightly questioning the issuing of high value gift cards, being sent without any record of receipt. "Your right to a voice"
If it had been intercepted and used, then the onus would be placed on you to prove that it hadn't been used by you, once you questioned why you hadn't received it? Having your honesty being questioned and needing to prove your non involvement in the use of it...embarrassing for you..."dignity at work"
It was a mistake using the F...word in the email...in print! You could plead knee jerk reaction to the embarrassment of publicly having the card declined!
If you're going down...you go down fighting!!
this, and many other posts in this thread, are what I was looking for here to be honest. I don't know if it'll help because, like you say, the company has changed, but I hope I can beg towards whatever actual humanity remains in the people whose final decision it is. I know that I'm a good worker in every other area and I hope that stands for something. There is a lingering part of me that feels, if after stating this as my case, they still wanna get rid of me based on a naughty word, I'm not sure I wanna work for these people, even if that means my life is effectively over.
Pointles being a martyr. You are only there to earn a wage in exchange for doing some work.
If something might benefit you ie picking up shift to cover a sickness call fine.
Lets be honest risking your job because you couldnt order a T shirt that about a subject the company only pretends to give a s*** about becuase enough of the people are making a song and dance about it is a stupid thing to do.
If you feel that bad about how the company is do something else.
This happened me last week as well, card was not activated. Dropped an email to colleague help and the card was activated the next day.
Had to email career_celebration@tesco.com along with employee number, gift card number etc
Quote from: lfcni1986 on 12-09-23, 09:49PMThis happened me last week as well, card was not activated. Dropped an email to colleague help and the card was activated the next day.
Had to email career_celebration@tesco.com along with employee number, gift card number etc
yeh, it would help if they put that e-mail on the letter that comes with it. the manager I took the issue said "I'd be able to help if there was an e-mail address".
Quote from: madness on 12-09-23, 09:30PMPointles being a martyr. You are only there to earn a wage in exchange for doing some work.
If something might benefit you ie picking up shift to cover a sickness call fine.
Lets be honest risking your job because you couldnt order a T shirt that about a subject the company only pretends to give a s*** about becuase enough of the people are making a song and dance about it is a stupid thing to do.
If you feel that bad about how the company is do something else.
I mean, this is response is helpful too.
Quote from: surlaroute on 10-09-23, 11:20PMI'm probably getting fired next week because I sent an e-mail to Ken (which he never read) about a letter he signed (that he definitely didn't sign off on personally) accompanying my 25 year service award, the £360 gift card, which in my case didn't work first time.
If you have had a disciplinary investigation, for which if you are a member of USDAW, you should have had a steward present with you, and the next stage is a final hearing and you are saying that you are probably "getting fired" then can I suggest you walk away by resignation rather than allow yourself to be dismissed? That way you have a clean record and your pension should remain intact. 25 years service is a lot to loose benefit wise.
Quote from: The Guvnor on 13-09-23, 03:53AMQuote from: surlaroute on 10-09-23, 11:20PMI'm probably getting fired next week because I sent an e-mail to Ken (which he never read) about a letter he signed (that he definitely didn't sign off on personally) accompanying my 25 year service award, the £360 gift card, which in my case didn't work first time.
If you have had a disciplinary investigation, for which if you are a member of USDAW, you should have had a steward present with you, and the next stage is a final hearing and you are saying that you are probably "getting fired" then can I suggest you walk away by resignation rather than allow yourself to be dismissed? That way you have a clean record and your pension should remain intact. 25 years service is a lot to loose benefit wise.
this has occurred to me as an option this time around, without the USDAW presence that I've never taken. The "probably getting fired" part of this is, it's only a month or so since something similar (yet completely different and not half as extenuating - it's hard to explain without completely revealing myself here as if I haven't already, only to say, honestly, I don't do this all the time, it's just been a sh*t year lol) happened and because I already have markers on my file from 3 years ago, the manager concerned has said, if it happens again no matter if the current warning is active or not, she will fire me.
Quote from: madness on 10-09-23, 11:24PMLets be honest here and call a spade a spade. You sound like a nightmare employee.
You don't have to participate in all the little c**p the company does pro this pro that get involved etc but actively having a go at the top man is just stupid.
wow how rude are you
Quote from: lucgeo on 11-09-23, 08:27AMYou should still have a people partner who is assigned to your store? The people partners now cover a number of stores in the area, they should have an email address displayed on the notice board. Ask your manager for the contact name and email address if it isn't displayed.
It is very frustrating for older colleagues with long service to witness the slip shod way the company has declined. At one time this would have been seen as a serious error and thoroughly investigated! All long service rewards were sent through the internal mail system, and signed for by the recipient.
You suffered the embarrassment of having this card declined, in front of colleagues, whilst attempting to pay..."dignity at work"
You, as a shareholder and Tesco employee, are rightly questioning the issuing of high value gift cards, being sent without any record of receipt. "Your right to a voice"
If it had been intercepted and used, then the onus would be placed on you to prove that it hadn't been used by you, once you questioned why you hadn't received it? Having your honesty being questioned and needing to prove your non involvement in the use of it...embarrassing for you..."dignity at work"
It was a mistake using the F...word in the email...in print! You could plead knee jerk reaction to the embarrassment of publicly having the card declined!
If you're going down...you go down fighting!!
we have no people partner details anywhere in our store
Quote from: surlaroute on 13-09-23, 05:44AMthis has occurred to me as an option this time around, without the USDAW presence that I've never taken. The "probably getting fired" part of this is, it's only a month or so since something similar (yet completely different and not half as extenuating - it's hard to explain without completely revealing myself here as if I haven't already, only to say, honestly, I don't do this all the time, it's just been a sh*t year lol) happened and because I already have markers on my file from 3 years ago, the manager concerned has said, if it happens again no matter if the current warning is active or not, she will fire me.
I left the employment of Tesco a long time ago. I was a Union Steward and I stand by what I said earlier that you should seriously consider resigning. This should allow you to keep your pension intact. You can walk away and work elsewhere if you want to?
What happens to your pension if sacked?
It remains frozen, admin charges are taken out of it every month as L&G manage it, I've personally seen my pension shoot up 60% from 2015-2022 when I left, the 40-75p per month admin charged pay for the capital growth.
So what is the point people are trying to get across about resigning rather than get sacked? What difference is there pension wise?
If attempting to become re-employed, far better to have resigned than admit to being sacked.
Quote from: grim up north on 14-09-23, 02:59PMSo what is the point people are trying to get across about resigning rather than get sacked? What difference is there pension wise?
In some professions (such as the Police) being sacked for gross misconduct can affect the pension settlement for defined benefit schemes (e.g. final salary type schemes). The reality is that even then it's rare for such things to happen.
Being sacked has no effect on any Tesco pension, this is another of the old Tesco myths that still does the rounds, a bit like everyone has to do Boxing or New Years day, or three lets talks results in a warning being issued.
Quote from: penguin on 14-09-23, 05:53PMBeing sacked has no effect on any Tesco pension, this is another of the old Tesco myths that still does the rounds, a bit like everyone has to do Boxing or New Years day, or three lets talks results in a warning being issued.
It will have the effect that there will be no further employer contributions - L and G will continue to maintain the pot - with charges unless it is transferred elsewhere.
Can confirm the above with a slight explanation to "maintain", they actively manage your pot so though you will still pay an administration fee (the rate being reduced compared with when it received active contributions and dependent on pot size) the pot is in a Tesco investment growth fund.
Between 2015-2022 my pot grew by 59% from capital gains, I'd say that's worth the small monthly admin fee paid to L&G.
Also if you decide to transfer your pot, in a few cases you'll lose your employers contribution, unsure if Tesco is one of those but I wouldn't risk it.
Quote from: grim up north on 14-09-23, 02:59PMSo what is the point people are trying to get across about resigning rather than get sacked? What difference is there pension wise?
In some cases, some companies may/will decide to take back the money that they have paid into your personnel pension pot, however they are not allowed to take back your contributions. Obviously this will have a significant impact on someone's retirement planning.
Someone I worked with at a company after Tesco, had been caught defrauding the company he had worked for for over 25 years and he was dismissed. The company also clawed back their contributions to his pension. I believe that companies are allowed to do this.
Better to walk away with your head held high. If you resign, it is the last piece of paper on your file and helps with a future reference for employment.
No, a company can't do that, the only way they can is if you transfer your pension to another provider, employer contributions remain otherwise.
So resigning or being sacked has no affect on the pension? Other replies have said but employer contributions will stop. Am I missing something here? Where do you get a pension from a company where the company pays into it even though you don't work there(for whatever reason)?
Yes , Grim Up North , you're missing something . The company's contribution to your pension stops when you leave (for whatever reason) but their previous contributions remain "in your pot"
Quote from: MerchMan007 on 15-09-23, 02:47PMYes , Grim Up North , you're missing something . The company's contribution to your pension stops when you leave (for whatever reason) but their previous contributions remain "in your pot"
So being sacked or resigning makes no difference to the leaving?
Quote from: The Guvnor on 14-09-23, 08:53PMQuote from: grim up north on 14-09-23, 02:59PMSo what is the point people are trying to get across about resigning rather than get sacked? What difference is there pension wise?
In some cases, some companies may/will decide to take back the money that they have paid into your personnel pension pot, however they are not allowed to take back your contributions. Obviously this will have a significant impact on someone's retirement planning.
Someone I worked with at a company after Tesco, had been caught defrauding the company he had worked for for over 25 years and he was dismissed. The company also clawed back their contributions to his pension. I believe that companies are allowed to do this.
Better to walk away with your head held high. If you resign, it is the last piece of paper on your file and helps with a future reference for employment.
Unless the OP is under investigation for this, then any reference will state left while under investigation and would not re employ.
Quote from: grim up north on 15-09-23, 12:46PMSo resigning or being sacked has no affect on the pension? Other replies have said but employer contributions will stop. Am I missing something here? Where do you get a pension from a company where the company pays into it even though you don't work there(for whatever reason)?
An employers contribution is made at the same time as your own and is a proportion between 4.9% - 7.5% of your 4 weekly earnings matching whatever proportion you contribute, if you contribute 4.9-7.5% of 0 then the employers contribution will be 0. All previous contributions remain in investments forming "the pot".
update: lol, I'm cracking up how this thread turned mostly into a discussion about pensions. I love it also. But yeh, further developments. They apparently lost my personnel file lol. Also the only? (apparently?) manger capable of taking my disciplinary on this situation is on holiaday for 2/3 weeks so we all have to wait.
Oh yes, and they lost my personnel file. I'm just giddy all the time now but my reaction to this was just like "oh" while I knew it was important. yeh, they lost it. so there's no record of my past wrongs. so my nice manager was like "this might work in your favour" - it took me a while for me to catch up. the last "final warning" on that record that's now lost was because I called this company a "shambles".
WHAT!! They've lost your personnel file!! That is a serious misconduct of the store and the store manager, who is the one responsible as the buck stops with them!
Your personnel file should be locked away, and only managers can access it for your records pertaining to the meeting in hand, it's not just for perusal by anyone!
Your file contains all PERSONAL details about you, including medical history which is data protected!
You should contact your most senior area personnel officer...(I don't recall their job title?) but their email address should be made available to you, to put in a store grievance insisting on an investigation as to why your PERSONAL details are MISSING!!
Also there are set timelines for investigation and disciplinary meetings, and if the manager is not available for an ambiguous 2-3 weeks then the delay should be agreed by you, and the set amount of time agreed noted with a future date agreed.
If you haven't agreed to a postponement, then it will run out of process, and there's nothing they can do. The meeting can start, but then closed with "no further action" as it's out of process, and can not be referred to in any future disciplinary meetings.
The Process and timelines should be in your policies for people online?
You will get a lot of "nice" managers, some are genuinely so, but at the end of the day they will be acting on their seniors instructions to keep their own job, so this ambiguous future date could well be a ruse to give them time to find your file, or maybe this missing manager is the one who last had it and knows where it is??
Did you have any witness to this conversation with the manager that your file is missing? If you're not a union member, then you can have your chosen colleague to sit in with you...YES they can speak and ask questions in the meeting as they are your chosen representative, but they can't answer for you, and YES they can take notes!
I'd definitely be making a complaint in regards to your data being lost, as lucgeo says, it's a huge breach for losing confidential information. Only certain roles have access to it, so a thorough investigation needs to be done to find out where its gone and whether any other people's files are compromised... The company will literally put someone's head on a spike and out the door for that with it being data,its a lot harder to cover up than the other cr*p.
As for the final warning, they are live for 52 weeks then are removed, so you. Could be just given something similar or whatever again, but information from policies and how to conduct just mainly mentions about if a colleague wants to take their holiday while under investigation they can post-pone the investigation until after, or the colleague can post-pone their holidays..
So should be similar for manager, so gives you time to plan ahead and prepare any statements or any apologies etc.
Quote from: surlaroute on 17-09-23, 10:52PMupdate: lol, I'm cracking up how this thread turned mostly into a discussion about pensions. I love it also.
I thought after 25 years service(and if you've paid into the pension for all that time), you'd be very interested if there's a difference between getting sacked or resigning to your pension
Quote from: grim up north on 19-09-23, 05:22PMQuote from: surlaroute on 17-09-23, 10:52PMupdate: lol, I'm cracking up how this thread turned mostly into a discussion about pensions. I love it also.
I thought after 25 years service(and if you've paid into the pension for all that time), you'd be very interested if there's a difference between getting sacked or resigning to your pension
My thoughts exactly @grim up north
Thought it a bit hard faced mocking those offering advice.
Quote from: grim up north on 19-09-23, 05:22PMQuote from: surlaroute on 17-09-23, 10:52PMupdate: lol, I'm cracking up how this thread turned mostly into a discussion about pensions. I love it also.
I thought after 25 years service(and if you've paid into the pension for all that time), you'd be very interested if there's a difference between getting sacked or resigning to your pension
Oh I'm not uninterested. It's just that after 25 years of this (especially the last 5-10) I've pretty much lost my mind, and/or maybe I'm trying my best to see the light side of it all. (And to the other person who went as far as interpreting this as mockery, um, wow, ok?)
Whatever...
so last update to this (and I hope someone can displace this being on the front page of this site in the near future cos that wasn't expected either)... I still have my job after a very short disciplinary meeting. It basically came down to the loss of my personnel file - if they still had it, with my previous warnings, they made it sound like, I would've been out. So I got lucky. And I wish I could've had the gumption to argue the point that, an infraction such as this shouldn't have come so far, but, to be honest, I was scared of losing my job so I took the hit and today I'm back at day one. But, that's why I started this thread I guess. The social media policy is way too broad and sweeping, the fact that any breach (which is open to interpretation) is an immediate final warning/dismissal situation is ridiculous.
to me i could say im a member of the Dictator youth as long as i never mention i work for tesco anywhere online. otherwise tesco have zero hold on the s*** i say online.
You've done the right thing not taking it fuhrer, er further in my opinion. lol
Quote from: madness on 08-10-23, 10:50PMto me i could say im a member of the Dictator youth as long as i never mention i work for tesco anywhere online. otherwise tesco have zero hold on the s*** i say online.
You've done the right thing not taking it fuhrer, er further in my opinion. lol
Quote from: madness on 08-10-23, 10:50PMto me i could say im a member of the Dictator youth as long as i never mention i work for tesco anywhere online. otherwise tesco have zero hold on the s*** i say online.
You've done the right thing not taking it fuhrer, er further in my opinion. lol
I mean wow, but as long as we all know what we're talking about. but please. somebody start a new post asap.
@surlaroute surely you could question how your store is managing personal data if theyve managed to lose your file,data breach and all
Quote from: Sherwoodforest on 09-10-23, 12:09AM@surlaroute surely you could question how your store is managing personal data if theyve managed to lose your file,data breach and all
I might, eventually, ask if there are updates. If they ever cared about my initial concerns (about they way they deliver the giftcards compared to the other celebration bumps, and then about the loss of a colleague's personnel file) as much as a colleague saying the f-word cos they were a little bit mad. I'm slowly and grudgingly learning "it's Chinatown, Jake..."
Quote from: surlaroute on 08-10-23, 11:54PMQuote from: madness on 08-10-23, 10:50PMto me i could say im a member of the Dictator youth as long as i never mention i work for tesco anywhere online. otherwise tesco have zero hold on the s*** i say online.
You've done the right thing not taking it fuhrer, er further in my opinion. lol
Quote from: madness on 08-10-23, 10:50PMto me i could say im a member of the Dictator youth as long as i never mention i work for tesco anywhere online. otherwise tesco have zero hold on the s*** i say online.
You've done the right thing not taking it fuhrer, er further in my opinion. lol
I mean wow, but as long as we all know what we're talking about. but please. somebody start a new post asap.
You have to know i was being sarcastic with that post.
Also wtf autocorrecting the word i put in talk about censorship.
Quote from: madness on 09-10-23, 04:50PMYou have to know i was being sarcastic with that post.
Also wtf autocorrecting the word i put in talk about censorship.
of course, it just struck me as a bit extreme. but I don't believe I changed any of what you typed. I accidentally double quoted tweeted but that's all.
I believe the site changes it automatically that is waht i was getting at.
Quote from: madness on 12-10-23, 07:57PMI believe the site changes it automatically that is waht i was getting at.
got it <3
Did somebody actually write ,we have a "people partner". Not seen one since for over two years. Don't know their name or where they're even based. No email or contact number absolutely nothing! Reading the lick ass comments of some people on here I wonder if they work for the same company. Or are they management infiltrators? 🤷
Never been a fan of personnel managers,but you can tell there's something seriously missing instore now....shifts and managers aren't capable of doing the people stuff it's a joke but if the company want serious recruitment problems on the future carry on.
Quote from: Attilla on 22-10-23, 12:56PMDid somebody actually write ,we have a "people partner". Not seen one since for over two years. Don't know their name or where they're even based. No email or contact number absolutely nothing! Reading the lick ass comments of some people on here I wonder if they work for the same company. Or are they management infiltrators? 🤷
Whenever you contact collaague help they say about the people partner, and can give the details, the problem is that the details aren't usually the right ones ???
Since the personnel ones are now area personnel they oversee more stores, but colleague help still send you on a goose chase and it's still a nightmare getting ahold of them, the policies were recently updated to remove some information about what they need to deal with, reducing their role more, and the communications such as the daily news says now and again about them...
Overall though, they exist, they are just like head office, don't want anythijg to do with it until it gets too serious to ignore.
Quote from: oldfashionedplayer on 22-10-23, 04:19PMWhenever you contact collaague help they say about the people partner, and can give the details, the problem is that the details aren't usually the right ones ???
Since the personnel ones are now area personnel they oversee more stores, but colleague help still send you on a goose chase and it's still a nightmare getting ahold of them, the policies were recently updated to remove some information about what they need to deal with, reducing their role more, and the communications such as the daily news says now and again about them...
Overall though, they exist, they are just like head office, don't want anythijg to do with it until it gets too serious to ignore.
This is the point I have been trying to convey for over half a decade now and led me to this point 😔 nobody cares. the communication failure is insane to anyone who gives a second notice to it. it's the root of all wrongs in the company. they could improve morale with a snap of a finger at no cost, they just choose not to. But it's no different now to how the rest of the world runs either so they have even more excuse. It's disgusting.
Please, people, stop making me say more in this thread I'd prefer to be buried in the archives.
refusing my own request to stop bigging up this thread... something did just occur to me that might be significant to how everything in it reads, things like "where's your people partner in all this" etc. I work nights. I feel like everything is different on nights and why none of this makes sense to the tescoverse at large. These people you speak of who we are meant to seek in these situations simply are't available to us in the hours we work. It's another realm of madness I'ver literally only fully understood myself.
People partners should be binned anyway,what use are they really?i couldnt even tell you who ours is as not seen one in over 5 years,and that was probably last time i had an annual review,
I don't even know what a People Partner is. Worked at Tesco part time for nearly 3 years. I've found there to be a huge lack of communication though, and a huge lack of any sort of training too.
Quote from: Sherwoodforest on 24-10-23, 10:45PMPeople partners should be binned anyway,what use are they really?i couldnt even tell you who ours is as not seen one in over 5 years,and that was probably last time i had an annual review,
Our last in store one was about 22 and totally useless no life experience that a role like that needs, she only ever did weekdays and when someone asked her why she did not do weekends her reply was "I do not do weekends, my weekends are for buying dresses and getting drunk", well she used a word starting with p that is blocked on here but I'm sure you all know what it is.
Known as human resourse manager,personnel manager etc,depending where you work,not sure what there exact job is anymore,surely not overseeing people kpis anymore .one looks after 5 stores now
lol
about 10 years ago when i worked for tesco, our glorious express manager who was brother in law with the area manager, lost my birth certificate, came up to me saying, "bring another one in within a week or you are suspended without pay" no apology, no explanation.
Guess who ended up getting a warning.
Under what circumstances does the company require someone to supply a birth certificate? ???
Possibly forID purposes. Whilst I didn't have to provide it for Tesco, I did for another supermarket but I did refuse to leave it with them - they took a copy. I also had to provide it as ID for my personal alcohol licence through that same supermarket.
It can be used as evidence of right to work should one not have a passport.
Quote from: gomezz on 12-11-23, 11:12AMUnder what circumstances does the company require someone to supply a birth certificate? ???
If an applicant for a job doesn't have a passport they must provide other Right To Work evidence. A birth certificate can only be used with proof of National Insurance number.
But surely they only need sight of the birth certificate and have no right to hang on to it?
When a birth certificate is used as proof of right to work, someone within the relevant company who is authorised to do so can make a copy of it, sign paperwork to confirm its a copy and the original was presented to them. The birth certificate should then be returned to the applicant or worker if already a member of staff, the law does not give any timescales for how long this should take.
I would not be letting the original out of my sight.
When someone applies for a job they have to upload Right To Work documents with their application. They then have to bring the documents to their interview where they are checked to see if they are correct, the checker then signs a 'I have seen the original documents' form and they are returned.
If the applicant doesn't fetch the documents then the interview MUST not go ahead. Sometimes it still does depending on who is doing the interview (an inexperienced manager, etc) but it definitely does happen occasionally. In this scenario they can't be offered a job until the correct documents have been seen in store.
It's basically a Douglas Adams book