Hello to VLH,
Been informed by a long-standing USDAW rep (aka, not a s*** rep) that this years pay review is being brought forward, and will be announced April 7th.
Given that last years pay rise was heralded as 'above-inflation!', in theory we should kick off if it's not £10.31 - however, this is tesco so I'd be pleased with £10 and no change to sunday premium, however there's still doubt over that!
All I know with 100% certainty is we're all about to get f***ed
Do we know if we're getting a bonus this Yr 🤔
We need to,staff discount of ten percent dont even cover what pecentage most things gone up by
Why would we be getting a bonus? Our bonuses ended a few years ago and the covid ones ended.
You say that, but other retailers have announced them eg asda and john lewis. Don't think we'll get one though. A lot of the time we don't have soap to wash our hands or enough space in the fridge for our lunch. :o
Stop bragging because you can afford lunch,,,collegue shop breakfast,dinner and tea all the way, hot cross buns and beans for tea today
Interesting read a couple of days back where Sainsbury's received a letter from the shareholders themselves to state that the shop floor workers should get a big pay rise, then next week they are sending the same letter to all the big supermarkets.
Quote from: Monkeyman on 30-03-22, 06:51AM
Do we know if we're getting a bonus this Yr 🤔
Bonus for salaried staff in May, depending on profit results. Bonus between 2.5-5%.
Quote from: T.C.1 on 30-03-22, 12:37PM
Interesting read a couple of days back where Sainsbury's received a letter from the shareholders themselves to state that the shop floor workers should get a big pay rise, then next week they are sending the same letter to all the big supermarkets.
I read that on the BBC website and was about to post it here. But in all reality it's not that newsworthy.
The gist of it was that this group had "demanded/suggested" that Sainsburys should become a Living Wage Employer - this is the REAL living wage - rather than the Govt NLW.
At the moment, the differences between the two are:
the Real Living Wage from April 2022 is £9.90 or £11.05 in London.
Also the Real Living Wage is applicable to all over 18s - whereas the Govts NLW is only for over 23s (and lower rates below).
But in reality, Sainsburys have already increased their base rate to £10 an hour and they probably pay more in London - and I assume they pay the same to all ages?
The only "gain" from making an employer become a RLW employer would be that the increases would be applied every April - and not allow firms (like Tesco) to dilly dally and make the increases from November!
It would be a much better gesture if Sainsbury or the like were not currently paying above the £9.90. Clearly, it would be a "short term" improvement for Tesco. And also would benefit London employees as I believe Tesco's top rate of location pay is only around 85p - so making the total hourly rate around £10.35 at the mo?
Since all the cuts that started about 8 years ago Tesco have fallen so far behind in wages that even small coffee shops are paying more in wages and I suspect those who have worked for more then 15 years and above are just waiting to be paid off.
Yes the sooner the better.
The big problem as to why Tesco doesn't need to pay more than the living wage is that 33% of all retail space in the UK is owned by Tesco. You can't go 2 miles without coming across a Budgens, Booker, Londis, Tesco or One Stop, every other competitor could pay twice as much as Tesco and people won't jump ship, they're all indoctrinated and institutionalised.
Tesco is too big to fail and will egregiously gouge out as much labour from people for as little as possible, heck even illegal immigrants are stacking shelves for Tesco somewhere in this country for 50p an hour. Because of how integrated Tesco is with the national economy they are in a position of power, as their demise means the end of prosperity for the UK, we'd become a 3rd world banana republic.
You have to remember, Tesco wasn't beneath using workfare and unpaid "work experience" schemes all under the pretence that work experience in retail is valuable. If they could they wouldn't pay you at all.
They use prisoners to run warehouses, Job Centre referral schemes like Princes Trust to man stores that's if they don't just say it's work experience and take the free labour.
Wow, just some of the comments on here 😳. I have an issue with this post if they were any sort of not a sh@T rep (not my words) then why are they even discussing the pay review details, not even the date or nay details should be discussed as it's embargoed. Sorry just my own personal view why are they even discussing it ! It then causes posts like this. We haven't heard how the business is going to pay their colleagues moving forward and how do we know they haven't decided to pay a bonus? The bonus to colleagues was removed a few years ago as part of the pay review deal which at the time was celebrated in stores by a number of colleagues that I know but you will always get those that weren't happy. Yes completely agree (I work in a store by the way) that salaried colleagues are paid a bonus as described as that is part of their terms and conditions. If you aren't happy with pay or your bonus conditions then please do something about it, plenty of jobs out there and people are crying out for staff who are paying above what Tesco offer :)
Poolboy77, people on here won't do anything about it! They'll just come on here and moan about it and presumably make everyone they they work with miserable at the same time with their constant negativity.
Actually few want to move from Tesco at many stores despite the poor wages. Some are ready for retirement, some want to work close to home, some want a job working with mates and some are scared to try other work. The list is endless as time goes on they are going to have to think about a more substantial pay rise and more longer hour contracts or it'll turn into a McDonalds setup where few do job for any length of time. Shame really the team spirit has gone you are just a number. We are seeing the last of the people who were "part of the furniture". Soon the place will be like Sainsbury's where you rarely see the same person as people are on zero hours using an app to get shifts when they can. Now you just get people using the job until they find a job in the local brewery. Some of our Christmas temps can be found in Starbucks. All the new lower paid management are going to have a hard time. We are already seeing it with the Shift Leader retention problems in express format.
As another poster mentioned, plenty of us on here has moved to greener pastures that pay orders of magnitude times more than what Tesco pays, bin men get paid more than the managers, that says it all really.
The union rep at our store is convinced the Sunday Premium is staying.
She also said the pay increase will kick in from June.
Don't the reps only find out the day before it's announced officially? anything else is just hearsay and conjecture at this point.
(About 80%) info that already leaked out is true ;D
We the peasants don't get a bonus anymore the managers I believe do, as for sainsburys they pay there drivers £11.50 in London, 59p more a hour.
Quote from: T.C.1 on 30-03-22, 06:40PM
Since all the cuts that started about 8 years ago Tesco have fallen so far behind in wages that even small coffee shops are paying more in wages and I suspect those who have worked for more then 15 years and above are just waiting to be paid off.
Can confirm, show me the money!
I know there's been some conjecture on what or when anything will be announced?
I also know that there's been lots of discussions on various threads on here on just how "bad" our review will be - well we all know that anyway - but I just thought it might be interesting to do a small "survey" on what "benefits" we might get as part of the review:
1) Staff discount - regardless of how we view this (e.g. many people will still state that Lidl/Aldi are still cheaper even with 15% discount!)- but at the moment, we get 10% for 313 days a year and 15% for 52 days a year (four days around each of the 13 pay dates). Is it possible that we might get 15% for longer - might be wishful thinking to suggest it would be 15% ALL the time - but maybe extending the 4 days to 7 days - so one full week of 15% every four weeks? Might even be a commitment to have a week of 20% at Easter and Christmas?
2) Maybe extending/increasing the discount on "other areas" - such as increasing F&F to 25%? Tesco Cafe to 30%? Would be nice to get 5% off petrol/diesel - but that won't happen.
3) I think it's a given that the £10000 discount spend limit will be increased - given the "whinging" that people had around Christmas 20% discount counting towards the limit - before there was a u-turn - and then Tesco "generously" allowed everyone to have discount in March - even if you had spent your limit. Anyway - given the recent increase in Grocery costs, it seems only fair to increase the limit. I guess the new limit might be £12500
4) I've not been in the pension scheme since they changed it back in 2014 (was it?) - but I know colleagues feel that the new scheme is "relatively" generous given that Tesco match any contribution up to 7.5%. I'm not sure this would be increased.
The only other areas I can think of are:
Location Pay: these haven't been increased in at least six years (probably more) - so 45p for an "outer London store" was once worth around 7% on top of the hourly rate - now it would be 4.5% if the new hourly rate is £10.
Skills Payments: I don't get these - but the same as above - the additional £2 an hour that team support get over GAs has stayed static for a few years - I doubt if these will be increased - but it would be "fair"?
Night premiums : Last year was the first increase for a number of years - an extra 9p an hour I believe!! Will Tesco continue to be so generous?
And obviously, the elephant in the room:
Sunday/BH premiums: I've said before, we're now all at the position of feeling extremely grateful if Tesco keep it and don't cut it - this is partly the fault of the majority of our competitors having ditched theirs.
However, what I am most frustrated about is the "generous deal" that DCs got when they were able to threaten strike action at Christmas - didn't that include paid breaks as well as 6%+ payrise, and backdated?
All in all, I think there is much that Tesco could do to give us a "generous pay review" (other than the obvious one which would be to increase base pay to £12.50 (which won't happen!)) - but based on the last few pay reviews and also the false publicity that Tesco spout about them leads me to think that it will be another lost opportunity when we get the announcement.
Our Store USDAW rep told me this morning all reps are on a zoom call Thursday about the Pay Review.
Though he is a bit of a know it all, full of his own perceived importance!!!
Check your receipts - one thing I am sure will be released but seems to have accidentally come into place already is an increase to the discount limit. I've noticed my limit now says £1500 remaining, less what I've used this week.
Quote from: barafear on 05-04-22, 12:49PM
I know there's been some conjecture on what or when anything will be announced?
I also know that there's been lots of discussions on various threads on here on just how "bad" our review will be - well we all know that anyway - but I just thought it might be interesting to do a small "survey" on what "benefits" we might get as part of the review:
1) Staff discount - regardless of how we view this (e.g. many people will still state that Lidl/Aldi are still cheaper even with 15% discount!)- but at the moment, we get 10% for 313 days a year and 15% for 52 days a year (four days around each of the 13 pay dates). Is it possible that we might get 15% for longer - might be wishful thinking to suggest it would be 15% ALL the time - but maybe extending the 4 days to 7 days - so one full week of 15% every four weeks? Might even be a commitment to have a week of 20% at Easter and Christmas?
2) Maybe extending/increasing the discount on "other areas" - such as increasing F&F to 25%? Tesco Cafe to 30%? Would be nice to get 5% off petrol/diesel - but that won't happen.
3) I think it's a given that the £10000 discount spend limit will be increased - given the "whinging" that people had around Christmas 20% discount counting towards the limit - before there was a u-turn - and then Tesco "generously" allowed everyone to have discount in March - even if you had spent your limit. Anyway - given the recent increase in Grocery costs, it seems only fair to increase the limit. I guess the new limit might be £12500
4) I've not been in the pension scheme since they changed it back in 2014 (was it?) - but I know colleagues feel that the new scheme is "relatively" generous given that Tesco match any contribution up to 7.5%. I'm not sure this would be increased.
The only other areas I can think of are:
Location Pay: these haven't been increased in at least six years (probably more) - so 45p for an "outer London store" was once worth around 7% on top of the hourly rate - now it would be 4.5% if the new hourly rate is £10.
Skills Payments: I don't get these - but the same as above - the additional £2 an hour that team support get over GAs has stayed static for a few years - I doubt if these will be increased - but it would be "fair"?
Night premiums : Last year was the first increase for a number of years - an extra 9p an hour I believe!! Will Tesco continue to be so generous?
And obviously, the elephant in the room:
Sunday/BH premiums: I've said before, we're now all at the position of feeling extremely grateful if Tesco keep it and don't cut it - this is partly the fault of the majority of our competitors having ditched theirs.
However, what I am most frustrated about is the "generous deal" that DCs got when they were able to threaten strike action at Christmas - didn't that include paid breaks as well as 6%+ payrise, and backdated?
All in all, I think there is much that Tesco could do to give us a "generous pay review" (other than the obvious one which would be to increase base pay to £12.50 (which won't happen!)) - but based on the last few pay reviews and also the false publicity that Tesco spout about them leads me to think that it will be another lost opportunity when we get the announcement.
Tesco will never give any meaningful pay rise, jump ship now to avoid disappointment.
Does everyone forget how Usdaw just negotiated away our bonus for a competitive hourly rate, currently 5p from minimum wage. As long as the top brass and the useless managers still get their bonus the grunts should shut up and accept a pittance.
Lets be honest Usdaw at national level could not negotiate anything with Tesco, what usually happens is Tesco tell them this is the offer, or things we are changing, Usdaw go through the motions for a few weeks before coming back and saying thanks Tesco we will accept.
Has our staff discount increased on the quiet to £1500 already? Went to an express and used self service - and it said `£1493 discount remaining` ?
It would seem so - this appears to be one of the parts of the pay review - but forgive me - I had this argument back when people were whinging about the Christmas 20% and not being able to partake because they had used all their discount - think this was on OurTesco rather than here - I was commenting (as was someone else) and questioning how people had already spent all their discount in less than 9 months?
I understand that some people have bigger families - and differing shopping patterns - but does the average weekly shop (based on the prices from Apr-Dec 2021 (i.e. before the majority of the inflationary pressure has been heaped on) really come to £200+?
Quote from: HalloweenJack on 05-04-22, 05:03PM
Has our staff discount increased on the quiet to £1500 already? Went to an express and used self service - and it said `£1493 discount remaining` ?
yes, according to yammer, it seems they've sneakily put in some stuff of increase of £1000 to £1500, and reduced the clothing discount to 15%, though I haven't tested the clothing discount personally, so i'm not 100% on that...
I believe if anything is to go by from the interview with bbc, tesco quoted 6% for shopfloor staff increase, which would be around £10.15ph, so if they do that, the increase to £1500 and reduced clothing discount to 15% has me stumped on what exactly they will be cutting... hopefully not the premiums !
just checked on my tesco pay app and can happily confirm discount is £1500pa, trouble is last year I only spent about £400 :)
It's ok putting our limit up to 1500 but prices are going up really quickly so won't take long to use that up.
Quote from: oldfashionedplayer on 05-04-22, 06:09PM
I believe if anything is to go by from the interview with bbc, tesco quoted 6% for shopfloor staff increase, which would be around £10.15ph, so if they do that, the increase to £1500 and reduced clothing discount to 15% has me stumped on what exactly they will be cutting... hopefully not the premiums !
Dont suppose you have a link to that BBC interview?
Quote from: oldfashionedplayer on 05-04-22, 06:09PM
Quote from: HalloweenJack on 05-04-22, 05:03PM
Has our staff discount increased on the quiet to £1500 already? Went to an express and used self service - and it said `£1493 discount remaining` ?
yes, according to yammer, it seems they've sneakily put in some stuff of increase of £1000 to £1500, and reduced the clothing discount to 15%, though I haven't tested the clothing discount personally, so i'm not 100% on that...
I believe if anything is to go by from the interview with bbc, tesco quoted 6% for shopfloor staff increase, which would be around £10.15ph, so if they do that, the increase to £1500 and reduced clothing discount to 15% has me stumped on what exactly they will be cutting... hopefully not the premiums !
My understanding from a union rep is that you can't be left worse off than you were previously. So if they scrap the premiums they can't justify it by the £1500 increase as the £1500
benefits (gonna use that term loosely) everyone not just those on the premiums who will still be worse off.
So I wonder if contracted Sunday staff will be offered a one off bonus or something in an attempt to soften the blow if the Sunday premium will be axed?
Quote from: Hammer10 on 05-04-22, 07:14PM
It's ok putting our limit up to 1500 but prices are going up really quickly so won't take long to use that up.
Plus the problem with scrapping the Sunday premium is that those contracted to a Sunday will then in effect have a pay cut enforced on them regardless of how much the actual hourly increase is. Well unless its £11.95 which something tells me Tesco won't do.
So how can Tesco square that circle in the current climate?
Quote from: HalloweenJack on 05-04-22, 08:19PM
Quote from: oldfashionedplayer on 05-04-22, 06:09PM
I believe if anything is to go by from the interview with bbc, tesco quoted 6% for shopfloor staff increase, which would be around £10.15ph, so if they do that, the increase to £1500 and reduced clothing discount to 15% has me stumped on what exactly they will be cutting... hopefully not the premiums !
Dont suppose you have a link to that BBC interview?
Im guessing it's this back in early Feb
Meanwhile, Mr Allan also rejected suggestions from the Bank of England's governor that people should not ask for big pay rises because it was feeding into higher inflation.
Andrew Bailey's comments to the BBC were branded a "sick joke" by the GMB union, while the TUC said the call was "ill-founded".
Tesco is the UK's largest private sector employer, with about 300,000 staff. Asked if the company would be telling employees to follow Mr Bailey's advice, Mr Allan said "no, absolutely not. I think that's the wrong direction for people to go in," he said.
"We are not telling people not to take a pay rise. We think our colleagues deserve pay rises," Mr Allan said. "We have given 5-6% raises to our distribution colleagues, and we're in the midst of negotiations, which will probably lead to a similar result for our store colleagues."
It all depends if we lose the Sunday premium, if their negotiating a 5-6% pay rise and we lose Sunday p, I'll make less money AGAIN
If they remove Sunday premium then our store wont have any staff on a Sunday, so many people are already speaking about opting out anyway and this'll just push them over the edge.
Maybe that's what we need to happen though if they do remove it, a mass opt out of Sunday working and what are they gonna do?
They won't find enough staff to open the store on a 1 day a week contract and if everyone did it across the country they'd quickly have to revert it.
That just won't happen though.
People will have a moan and they may do a small buyout or protect pay for a couple of years.
Then people will almost forget that there was extra pay for a Sunday (or newbies won't know there ever was) and people will carry on working it as if it was a normal day. There will always be people willing to work it as they're desperate for any extra hours.
When the extra pay/benefits for working bank holidays and overtime etc were cut people had a moan then and said they wouldn't do those shifts but a year or two on plenty of people work them.
You'll never get anything out of Tesco but the bare minimum now I'm afraid, but people still don't get it. If you want good pay and conditions you'll have to find a better company.
as barafear said, yes thats the one i was referring to - https://www.bbc.co.uk/news/business-60279019
"We are not telling people not to take a pay rise. We think our colleagues deserve pay rises," Mr Allan said. "We have given 5-6% raises to our distribution colleagues, and we're in the midst of negotiations, which will probably lead to a similar result for our store colleagues."
if they do scrap premiums, then again we are out of pocket as said before too, the annoying thing is that they say "oh you come out with more" - SERIOUSLY? it was only this last pay rise that put me closer to my starting rate... ??? :-X
Just going to even less work if they don't give a decent pay rise and if they scrap sun premium then it won't be long before I drop it.
Quote from: NorthernJ14 on 06-04-22, 01:11AM
If they remove Sunday premium then our store wont have any staff on a Sunday, so many people are already speaking about opting out anyway and this'll just push them over the edge.
Maybe that's what we need to happen though if they do remove it, a mass opt out of Sunday working and what are they gonna do?
They won't find enough staff to open the store on a 1 day a week contract and if everyone did it across the country they'd quickly have to revert it.
Anyone who opts out of Sunday does not get the hours replaced with another shift in the wk. It can be looked at but the way things are just now it won't happen. Somebody will have to do the Sundays and giving those who want to opt out another shift increases the contracted hours within the store.
Have done my shopping in Tesco this morning. checked my receipt no information at all about increased staff discount.
Only shows if u go through the new style self serve tills.
Could someone enlighten me on why the Tesco discount is included in the pay deals we get in store?
Are they included in all the tesco partnerships ( one stop, makro and others)
Pay deal.
Please be nice first time I have posted something on here😀
It is some kind of tactics to convince You that You are making more money.
Remeber lot of people are dump as f*** and think it is accually a good deal.
Human nature is complicated. people like to think they are better off even if they are not.
Look at tesco £3 meal deal. You have a single sandwitch for £2.50, snack for 50p and some drink for another 50p. You apply tesco club card and is amazing £3.
Now same sandwitch is worth something like £1.50 in anther store, and snack and drink is same price. And the deal id only £2.50.
But beacuse people see that they can save money in Tesco on a meal deal, they branded it te best deal ever invented in whole history of UK. Doesnt matter that it cost more that competition one.
Although Sunday premium has been cut twice before from x2 to x 1.5 then x1.25 always to get an improved pay offer according to the union, however these slashing of premiums on some to give more to others ( in terms of % )is criminal.
This time it needs to be genuine cost of living pay rise not just robbing Peter to pay Paul like you mentioned over premiums...
I really cannot see that this review will be any different - unfortunately, our competitors have already paved the way - they're all paying around the £10 mark - which would be a 50p increase on what we're on at the mo. The NLW (for over 23) went up by 59p.
So potentially, Tesco might push to £10.10.
Given their recent history, Tesco may well go with a two part offer again - I'd be interested to see whether we go back to a two year deal - probably not - given the uncertainty of inflation and how the NLW might change -
Someone mentioned on here that we might get any rise from June (instead of the standard of the last few years being Oct or Nov) - if June is the case, then I can see something like:
Increase to £9.85 in June, with another increase to £10.20 in March 2023.
I don't know where we're going with the Sunday premiums - again - if we compare to competition, there is no reason for Tesco to keep them.
So, yes, anyone that works Sundays and/or BHs regularly will probably be worse off - but don't worry it will be offset by the news that you can now get £1500 per year of discount!!
Yes, and just be glad that you're not getting a bonus. We wouldn't want that would we?!?
...said no member of staff ever.
Very surprised this hasnt been leaked yet
Union rep here (boo! Hiss!).
I have a zoom call tomorrow at 10am to be briefed on the pay negotiations. Before I do that, I'd like to give you my thoughts on what will/could happen. I've been a rep for 12 years and been a member of divisional councils in the past. I've worked for Tesco for 16 years. So perhaps it's an educated guess.
First of all, I hope we can get, at least, over £10 an hour as a base rate for all grades. I was sent an email last year from the Union that wanted me to ask my store what was most important to them, for the sole purpose of taking that information to the negotiations. An overwhelming majority of people told me that their number 1 priority was a real terms pay increase to keep up with rising bills. I can't speak for everyone who works for Tesco but I think many of us would share that opinion. Do I think we'll get over £10 per hour? I'm not so sure. Having talked to my SM this afternoon, he seems a little less sure now about that as he did last week. He said he's heard "rumours" but couldn't elaborate any further.
The frustration from that lies in the fact that the distribution arm has just negotiated a massive pay rise for their members. Don't get me wrong, it almost resulted in a strike action but they put their people power to good use and got a great deal from what they offered initially. That is the power of one member, one vote and until we get that back (raise it through your forum process), we won't have anywhere near the negotiating power.
Ideally, I hope tesco recognise the work we have all put in over the last few years and reward us accordingly with a pay rise we can be proud of. Personally, I think thay removing Sunday premiums is a red line that the union will not cross. However, to pick up on a point that was mentioned earlier, people CAN BE worse off after a pay negotiation. It has happened before. But it was a small number of people who were affected and 97% of people were better off.
I know there is a hatred for the union on here but I do not believe that the union seek out a bad pay deal for members and non members alike. They take the best deal that is offered to them without having to strike.
That's all. Fingers crossed for tomorrow...
Think it's fair to say discount allowance is increasing to £1500 a year as till receipts are already showing this.
I had an e-mail t'other day to say that when I exchange clubcard vouchers to pay towards my TM bill, they will no longer be worth double their value after May.
In other morrisons all staff get 15% discount and no limit. They also get 2 other friends and family card to give to people who don't live at the same address and they get 10% with a limit of £1000. Tesco could help a lot of staff out with an additional card
Quote from: Witch69 on 06-04-22, 06:57PM
In other morrisons all staff get 15% discount and no limit. They also get 2 other friends and family card to give to people who don't live at the same address and they get 10% with a limit of £1000. Tesco could help a lot of staff out with an additional card
thats actually pretty decent....which means we won't get anything like that
As always it is interesting to read the thoughts on the upcoming pay review The taking away of sick pay from older contracted staff from day one must have been thrown into the negotiations? Tesco always use the argument that equality on every aspect of pay is only "fair." I wait with baited breath..
Discrimination if they do that it not our fault we have given the company the best years or in tescos case worst years of our lives.
I wonder what time we will find out
Find out today, zoom call 10:30
Hoping for the best.
It's the hope that kills you. This is gonna be pretty lame. Better to be a realist when it comes to this company.
Increase to £10.10, to come into effect July. Sunday premium is removed from new starters only.
Any update on delivery driver wage increase?
Quote from: Nook on 07-04-22, 09:24AM
Increase to £10.10, to come into effect July. Sunday premium is removed from new starters only.
What about perm staff who move from another day to Sunday?
Quote from: Checkout Superstar on 07-04-22, 09:38AM
Quote from: Nook on 07-04-22, 09:24AM
Increase to £10.10, to come into effect July. Sunday premium is removed from new starters only.
What about perm staff who move from another day to Sunday?
Still entitled to the Sunday premium
Quote from: Nook on 07-04-22, 09:42AM
Quote from: Checkout Superstar on 07-04-22, 09:38AM
Quote from: Nook on 07-04-22, 09:24AM
Increase to £10.10, to come into effect July. Sunday premium is removed from new starters only.
What about perm staff who move from another day to Sunday?
Still entitled to the Sunday premium
Ok, makes sense to keep the Sunday Premium for those currently contracted to Sundays otherwise they would have got a pay cut not an increase. I guess they will just wait for people contracted Sundays prior the change to eventually leave or move to other days and phase it out that way.
What about overtime on Sunday? I'm in dotcom and I'm pretty sure I'm the only one that's actually contracted that day everyone else is overtime
Quote from: Hibobhi on 07-04-22, 09:53AM
What about overtime on Sunday? I'm in dotcom and I'm pretty sure I'm the only one that's actually contracted that day everyone else is overtime
I would have thought if they wanted to phase the Sunday Premium out they would only keep it to those
currently contracted Sunday.
It does seem a bit unfair that a new starter could be made to work Sunday shifs as overtime (lets face it they do make you) while others not contracted to Sunday but have been there a while will be get over £12 an hour and you are there earning £2 less for the same job.
A gradual phase out makes more sense.
Obviously this is not what I want to happen but it seems more logical. That way Tesco can just wait for the ones contracted Sundays who receive the premium to just leave over time.
double post.
so at a guess this could be the last year of Sunday premiums. surely they wont keep staff ion different rates for long. unless they are expecting to make things even worse then they are and have even higher turnover of staff!
[mod]Please do not quote immediately prior post(s).[/mod]
A union rep told me that Tesco wasn't able to leave anyone currently worse off than they are, it might be the only thing USDAW has done right by. So keeping the Sunday Premium for those currently contracted Sunday makes sense. Like I say, I'm going to assume Tesco will try and phase it out by hoping, and maybe pushing, many of those contracted Sunday either out the door or lure them into different days. That way they can do as they love to and fill Sundays with 18 year old kids.
Quote from: Nook on 07-04-22, 09:24AM
Increase to £10.10, to come into effect July. Sunday premium is removed from new starters only.
Can someone confirm this? Thought the zoom call wasn't until 10.30am ???
SM briefing was 9.30, followed by union reps. Most team managers will know in the next hour
Any changes to skill payments
Quote from: Bakersdozen on 07-04-22, 10:16AM
Can someone confirm this? Thought the zoom call wasn't until 10.30am ???
Looks like different divisions had different times
Yeah can confirm we're already being informed of it in my store. Word spread pretty quick.
We have just been told the pay rise but not been told about sunday premiums or Bank holidays ?
Yep! 5.8% rise. Sunday premiums only for current staff.
Anyone got a copy of a brief yet for the smaller details? Eg skills payments for drivers and shift leaders etc
So what is the new hourly rate??
Just announced 5.8% from 24th July. Min contact is going to be 16 hours for new starters. If you are currently on less than 16 hours when a vacancy appear they would be given first refusal. The 10% and 15% stays the same. They would also like it if you would increase your availability to 50% of your contracted hours. So example 30 hours contracted would mean 45 hours in total availability. Cafe discount of 25% is reducing to now reflect the 10% and 15% that we get currently on our shopping. The discount has increased on clubcard spend to £1500. The Sunday premium for new starters to going. Current employees are keeping it.
Night premiums increasing?
They would like you to increase your availability hours, what exactly does that mean? That doesn't sound good
I know in our store everyone has been made to make out new availability forms these past few weeks and the store manager has said its up to us via our availability to prove we offer enough flexibility to the companies needs. Several have already been moved to different departments while two people have left of their own accord.
Quote from: Happy Days on 07-04-22, 11:23AM
Cafe discount of 25% is reducing to now reflect the 10% and 15% that we get currently on our shopping.
That sucks.
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.
Looks like I wan't be having breakfast there anymore
Quote from: Charlie Harper on 07-04-22, 11:57AM
Quote from: Happy Days on 07-04-22, 11:23AM
Cafe discount of 25% is reducing to now reflect the 10% and 15% that we get currently on our shopping.
That sucks.
Is the F&F discount also changing?
Fair play to the person who said about the pay rise you were correct, £11.63 for the drivers just heard from our boss.
Is that 11.63 for london?
We just got told £11 for drivers, so 90p skills rate over the base £10.10
I thought skills payments were finishing?
Quote from: Tossgo on 07-04-22, 09:34AM
Any update on delivery driver wage increase?
Plus 90p skills payment so taking drivers up to £11
Does anyone know if f&f discount is staying at 20%
I do t think we're focusing more on that 50% increase to our hours?
So it is a £80 more for a full time hours. Should help with some costs of living. Not bad deal for current employees. But not good enough for me , so i gave my notice and i am moving to days for £14.35 p/h full time job 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8) 8)
So long serving staff who were exempt from checkouts,are now going to have to be till trained,once again usdaw has screwed us over
As below drivers get more of a payrise than anyone else in store.
A 22p raise on skills payment in may.... Then the 5.8% in July.
The deal delivers a 32.4% investment in Customer Delivery Driver skills payments which will mean an increase from £0.68 per hour to £0.90 per hour from 1 May 2022.
This will take the CDD total hourly rate of pay to £10.45 from 1 May and £11.00 from July.
Click and Collect Drivers Skills Payment will also be aligned to £0.90 per hour.
The notice period for CDD and Click and Collect drivers will move to 4 weeks.
Quote from: kaled78 on 07-04-22, 01:31PM
So long serving staff who were exempt from checkouts,are now going to have to be till trained,once again usdaw has screwed us over
And long serving checkout staff who only thought they would sit down and scan stuff will be heading to shop floor for filling.....
Will dotcom one trained on checkouts
Quote from: Hibobhi on 07-04-22, 01:54PM
Will dotcom one trained on checkouts
Yes.
"Tesco will train all staff in the core skills needed to work across the store:
Serve on a checkout or self-serve;
Pick a Dotcom order (if the store has a dotcom operation);
Fill the shelves.
This 'Serve, Pick, and Fill training' will enable all colleagues who don't already have the skills, to work in other areas. This will increase the opportunity to work overtime hours elsewhere in the store"
Quote from: kaled78 on 07-04-22, 01:31PM
So long serving staff who were exempt from checkouts,are now going to have to be till trained,once again usdaw has screwed us over
According to the brief the 2005 agreement is still in place but excludes self serve and dot.com picks
Wonder what will happen with Stock Control, in our store they have always been exempt from checkouts. Esp during job14 time.
Ca's and Shift Leaders getting 55p more per hour, again another hit to the pay differentials, someone at head office needs their head examining, the nominal rate has been the same for the past few pay reviews, even less incentive to be a shift leader now.
I don't want or ever take over time so why would I want to be till trained
Quote from: Checkout Superstar on 07-04-22, 02:20PM
Wonder what will happen with Stock Control, in our store they have always been exempt from checkouts. Esp during job14 time.
There won't be such thing as "stock control people". Everyone will be named "Tesco colleague" and will be trained on checkouts, dot com (if in store) and filling.
Did you not read that they will still do the majority of hours in their own department......but anyway stock controls a dead department anyway so who cares.
Another thing to add is that by the time they implement tbe pay increase the competitors will have been paying £10 an hour for a good 4-6 months meaning Tesco are still behind the majority of competitors in real calculated pay terms.
Your corner shop down the road will probably be paying more at this rate.
Quote from: Hibobhi on 07-04-22, 02:30PM
I don't want or ever take over time so why would I want to be till trained
So you can sit on a checkout during a Team 1 / Multiskilled call ; as part of the new and exciting Serve, Pick, and Fill training , apparently.
Any one else here feel delivery drivers have been stitched up again? 2 years ago in some stores drivers were given a 1p pay rise, given that there was a pay rise, location pay was taken away. Now only a increase to £11 an hour when other company's are a lot more. I hear of most stores struggling to recruit/keep drivers due to the difficulty of the job and the pay. Any drivers here finding that stores are cancelling orders/routes to staff shortage? This was the time that they could put it right with the pay and match other competitors, I'm sure they could make every store run at full capacity if they increased the pay to £11.50... but once again driver's feeling angry towards the head office. Im sure for most other departments its a good rise however for drivers this is a massive disappointment.
There are 20+ driver vacancies advertised for my store, they've been advertised for over 3 months now, tells you all you need to know.
Also believe that shift leaders don't get a skill rate like the drivers do? Surely if they're fully trained in dotcom then they should also get a skill rate? What happens when a shift leader has to take a route out? They should receive the rate as an extra premium on top of the current wage
Quote from: TheDD on 07-04-22, 03:53PM
Also believe that shift leaders don't get a skill rate like the drivers do? Surely if they're fully trained in dotcom then they should also get a skill rate? What happens when a shift leader has to take a route out? They should receive the rate as an extra premium on top of the current wage
Shift/Fulfilment Leaders should not be driving as it's not within there role and states this on there "Role Pack" if they choose to be lulled into the "we are short" "we are desperate" "you have too" ploy then bigger fools them.
Quote from: Brez on 07-04-22, 03:48PM
There are 20+ driver vacancies advertised for my store, they've been advertised for over 3 months now, tells you all you need to know.
Our store goes through drivers like there's no tomorrow.
Quote from: NightAndDay on 07-04-22, 02:25PM
Ca's and Shift Leaders getting 55p more per hour, again another hit to the pay differentials, someone at head office needs their head examining, the nominal rate has been the same for the past few pay reviews, even less incentive to be a shift leader now.
But still plenty of people willing to take on shift leader in express at least as the carrot of being an express store manager or moving to line manager or whatever its called now in main format if one does will as shift leader keeps being waved around. Most people soon see it for what it is and work out little chance to move on but Tesco just shout "next"
I don't understand why drivers are complaining. They get 90p per hour more for a do called "skilled" payment. I've been driving for nearly 40 years, everything from cars, vans, busses. Even a fire engine and a tank. I've never had an accident or a ticket, so would consider myself a good driver. I don't see it as a skill though. It's just something you're either good at or you're not!
In fact, the dot com drivers on our store have it very easy, especially those on a late shift. They usually get back at about 10pm, and then just sit in the canteen until they clock off at 11pm.
Add that up over a a week, a year and then times it by £11 an hour.
It's a lot, and considerably increases the over all pay!!
Our store is the same can't keep drivers cancelled deliveries due to lack of pickers and drivers.
lol driving a van being a skill... you get paid more than bus drivers.
Driving is just half of the job. With the area my store deliver too our drivers carry nearly all the deliveries into flats. Has its perks in the summer but all still out in the pouring rain or snow. The face of tesco out on the road. Im sure a lot of people here would find it hard work compared to sitting on a checkout. Drivers also have the responsibility of completing legal documents and have to complete a lot more training than any other colleague.
Also driving is classed as a skill, not everyone can drive. You have to learn and practice driving to master it. Even as a CDD you have to complete a number of e learning modules and complete a driving assessment. Therefore it is a skill
The usual negative comments on ourTesco - which I do agree with.
Once again, Tesco are "trumpeting" this as a good pay review.
In basic terms -
NLW (over 23s) increased by 59p/hour from April.
We get 55p/hour from the end of July.
Forget about % or whatever, that is the gist of it - Tesco have just moved us closed to the NLW.
If the NLW increases by a similar amount next year - and I'd actually wager that it might even go up more - then once again, the NLW from April next year will be more than the new rate Tesco have announced today!!
Clearly, Tesco (and other companies) will be badgering the Govt and the "independent" low pay committee (or whatever committee recommends the NLW every year) to ensure that the increase does not go above £10.10!!!
I've lost the will to complain anymore - in summary, it's an extremely poor pay review.
I am.pre 2005 so mo checkouts or dot com or shop floor just what I do noe
Quote from: TheDD on 07-04-22, 05:04PM
Driving is just half of the job. With the area my store deliver too our drivers carry nearly all the deliveries into flats. Has its perks in the summer but all still out in the pouring rain or snow. The face of tesco out on the road. Im sure a lot of people here would find it hard work compared to sitting on a checkout. Drivers also have the responsibility of completing legal documents and have to complete a lot more training than any other colleague.
Plenty of other departments have to complete "legal documents", be out in the pouring rain, deal with stroppy customers or do hours of strenuous physical labour. The store I work in, I've seen plenty of folk go over to CDD - very few ever go the other way. Years ago, drivers who got back early - particularly on evenings - would be put to work in the store. On one occasion I got three to help tip & fill a fresh double decker - something I often have to do solo... they started off full of bravado & calling me a p***y for needing help - they weren't so cocky afterwards & soon disappeared when I told them that the next one was about to pull up! Every role has its' challenges & maybe this business of spreading people's time around the business might give people an insight into that!
Quote from: TheDD on 07-04-22, 03:37PM
Any one else here feel delivery drivers have been stitched up again? 2 years ago in some stores drivers were given a 1p pay rise, given that there was a pay rise, location pay was taken away. Now only a increase to £11 an hour when other company's are a lot more. I hear of most stores struggling to recruit/keep drivers due to the difficulty of the job and the pay. Any drivers here finding that stores are cancelling orders/routes to staff shortage? This was the time that they could put it right with the pay and match other competitors, I'm sure they could make every store run at full capacity if they increased the pay to £11.50... but once again driver's feeling angry towards the head office. Im sure for most other departments its a good rise however for drivers this is a massive disappointment.
Yea because Dotcom drivers are so hard done by. The only time they struggle is if there is a winter snow fall. And even the if it's significant the runs are cancelled. So they get paid extra for sitting on there arse all day 🤮
I think it's a good thing that people will be multi skilled. Speaking from experience, it breaks up the monotony of certain tasks
PI Batch 1 Legal labels going unchanged because PI "Tesco Colleague" sitting on checkout red call :D :D :D
Pre 2005 staff need to have their contracts amended. Plenty of dead wood in the company on pre 2005 contracts regularly off sick with full pay from day 1, attending no checkout calls going unchallenged. Been living it up and having a free ride at Tesco for decades.
I agree with that. Some departments in our store are like an old folks home with people who should have retired years ago holding out for redundancy which they will never get. The result is everyone else having to work harder while they do feck all
Quote from: leedslad on 07-04-22, 12:02PM
New ways of working
The last few years have accelerated changes across the retail industry %u2013 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 %u2018Tesco Colleague%u2019.
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
ave 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.
does this mean usdaw have agreed for everybody to be on flexi contracts???
Quote from: Checkout Superstar on 07-04-22, 06:25PM
I agree with that. Some departments in our store are like an old folks home with people who should have retired years ago holding out for redundancy which they will never get. The result is everyone else having to work harder while they do feck all
I feel really annoyed and offended at your statement that all pre 2005 have an easy ride . I'll have you know my wages were cut by so much when double time was cut that I will never regain what I earned until I retired . Yes I work Sundays but no one else would and then and still no one likes to work a Sunday now especially since the cut to the premium , the reason I took on Sundays when I started was because of the incentive of double time . I do not take time off, so I do not gain from the 1st day sick pay . I certainly work a lot harder than a lot of others in my store . Doing an aisle on my own that takes 2 other colleagues to do. I'm not lowering my self to put this down to what age they are either. I have standards and I still follow these even if others don't so please do not put me in the category of and old folks home holding out for redundancy , and no one works harder because of me in fact it's the other way round in some cases .
well said mate :thumbup:
It's normally the pre 2005 crew that are the turn to people in our store so less of the ageist,elitism not being very inclusive are we maybe you need to be going.
Agreed the old schoolers just get on with it. its the new breed that are the worst.
Divide and conquer right before our eyes
That's what they want isn't it ????
to those who joined after 2005. tough s***!!! if you don't like it then leave!!!
I imagine a lot of "old schoolers" are the ones who have to bear the brunt of disgruntled customers when they are trying to find someone on the shop floor, and can't, because the rest of us are sat on a service call.
Part of me has to laugh in some ways... one minute they are saying those colleagues who are picking up BWS on days/twilights aren't to be used for service calls then they change the goal posts.
Although I'm not too surprised this was coming now we're under 'one uniform'.
Quote from: lackofinterest on 07-04-22, 07:20PM
to those who joined after 2005. tough s***!!! if you don't like it then leave!!!
I'm sure they'll say the same to the moaning pre 2005ers now that they have to help on checkouts :D
Pre 2005 don't have to do checkouts
so a MASSIVE thank you yet again to usdaw for screwing over EXPRESS TEAM LEADERS. 3 years ago i was at a meeting when it was bought up about team leader pay in express . they said they were looking in to as we have more responsibity in express as main stores as we are expected to run the store when we the managers isn't around. we open close have aduits to do plus everything that happens day to day while in the big stores they have managers who run duty and get paid the SAME money for doing FAR LESS. usdaw you are SHAM and i feel very let down by you. also i dont want £1500 discount , i would rather they pay us a decent wage . i mean who on earth is going to spend £15000 in tesco when the prices are so high. just to get £1500 discount.
Pree 2005 don't have to do checkouts and I have enough medical conditions to get out of dot com and shop floor work will just stay as I am no sundays no bank holidays just stay on my department and do what I allways do
Imagine being so entitled that you think you shouldn't have to work checkouts...while working in retail ;D
Quote from: grim up north on 07-04-22, 06:03PM
I think it's a good thing that people will be multi skilled. Speaking from experience, it breaks up the monotony of certain tasks
to be honest for me this is so true. I have been in store for about 7/8 months, trained on checkouts, self scan, SAYS, petrol, customer service desk and dot.com. I like doing different jobs and it also means I can get plenty of hours in. BUT there are staff who either are physically unable to do some jobs or simply won't be able to cope. I am middle aged and there are some older staff who like me do self scan etc etc, but there is a small number on checkouts who have been there for years and won't/can't do anything else. Mind you 2 I can think of are biding their time to retire in the next year or so. For me though this isn't a career I did over 20 years in office work and have a good pension sat waiting for me. So this is just a way to make some extra cash for holidays etc. I can't see how someone can make a long term career there anymore.
Quote from: Ahsda on 07-04-22, 09:39PM
Imagine being so entitled that you think you shouldn't have to work checkouts...while working in retail ;D
Imagine thinking sitting on checkouts is, "work". :D ;D
Quote from: Ahsda on 07-04-22, 09:39PM
Imagine being so entitled that you think you shouldn't have to work checkouts...while working in retail ;D
Imagine being so entitled as to work to the contract terms and conditions that you signed up for!
Personally I'll happily sit on a checkout... if someone else will answer the back door calls, or sweeps up the yard in the pouring rain!
Why do so many people have an issue with those who joined before 2005. get over it.
Quote from: overworkedexpresslad on 07-04-22, 09:23PM
so a MASSIVE thank you yet again to usdaw for screwing over EXPRESS TEAM LEADERS. 3 years ago i was at a meeting when it was bought up about team leader pay in express . they said they were looking in to as we have more responsibity in express as main stores as we are expected to run the store when we the managers isn't around. we open close have aduits to do plus everything that happens day to day while in the big stores they have managers who run duty and get paid the SAME money for doing FAR LESS. usdaw you are SHAM and i feel very let down by you. also i dont want £1500 discount , i would rather they pay us a decent wage . i mean who on earth is going to spend £15000 in tesco when the prices are so high. just to get £1500 discount.
Sounds like you need to get a better paid role in a larger store or move to a different company. Express team leader has always been an underpaid job for as long as I can remember. They know people will do it for a while in order to maybe get a job as manager many years into the future.
So just got email off usdaw that basic pay will become £10.10 in July with a list of other promises.. Drivers to get even more of course dispite they do less work..
But anyway the important thing I noticed is... "All new joiners to Tesco will no longer receive the Sunday premium rate. Existing staff will continue to receive Sunday Premium."
Just above the all colleagues will enter a new contract in October.
Aka.. EVERYONE is probally going to loose Sunday premiums.. Only reason anyone I know of works Sundays is because of the premiums. I know I won't have an incentive to work overtime sundays anymore if they get rid of it for everyone.
Honestly even £10.10 hour isn't enough to "live" in this city I'm in. We are almost as expensive as London we should be on London rates!
Even rent alone has gone up 18% and council tax up 23% before you even look at electric!
While I'm glad we getting pay rise... Im not totally impressed
• No requirement to provide extra flexibility/availability for existing staff?
This new line in the new October 22 contract, does it mean right hours right place is no more for existing staff then ?
s there anyone that can actually clarify the statement of
`everyone gets new contracts in October`
Does that mean that all staff will be flexi and perform the new training role - pre or post 2005 (as the statement says ALL staff) ?
Yup its all staff according to our union rep. The pre 2005 lot are fuming as they are saying USDAW sold them out. Its basically going to be a take it or leave it new contract based on changing business ''needs''. So if you have to go on checkouts then you have to go on checkouts. Everyone will have a one on one meeting with their line manager prior to the new contract being issued.
One was saying they think they will use it as an excuse via the heatmaps to move the older people to the front end (they were able to avoid it for being pre 2005 previously) and let the younger one's on checkouts move over to work the shop floor.
Its ageism but disguised as '' changing business needs''
Our store is getting 20 manual tills anyway and self serve is being extended. So I doubt there will be much need for service support.
What a surprise the union side with Tesco, useless idiots. Especially since I'm a pre 2005 staff and I have it agreed with managers that I don't do checkouts because of my asthma, usually if I'm feeling short of breath or feel an attack coming on I can go through the back and medicate, if I'm on a till If I have an attack or feel short of breath I'll have to put my light on and ask to be key off, or I just get up and leave customer. And no I can't carry all my meds on me to bulky.
Quote from: HalloweenJack on 08-04-22, 10:11AM
s there anyone that can actually clarify the statement of
`everyone gets new contracts in October`
Does that mean that all staff will be flexi and perform the new training role - pre or post 2005 (as the statement says ALL staff) ?
Where are you getting "everybody will be on flexi"???
NOBOBY will be on "flexi" contracts as they will be gone.
There will no longer be a contractual requirement to work 'additional hours' for flexi staff.
There will be 3 weeks' notice of shift patterns. Shifts will be published automatically, so this is not reliant on managers telling colleagues their shifts. Shifts will only be able to be changed by agreement with the colleague.
Colleagues will have a primary department, which will be the department they currently work on, and provided there is work to do, they will be scheduled there first.
Contracted Hours
1.5x availability, during which hours will be scheduled
If there isn't enough work to do on the primary department, colleagues will be scheduled somewhere else in the store, provided they are trained on that area.
Quote from: Tossgo on 08-04-22, 11:38AM
Quote from: HalloweenJack on 08-04-22, 10:11AM
s there anyone that can actually clarify the statement of
`everyone gets new contracts in October`
Does that mean that all staff will be flexi and perform the new training role - pre or post 2005 (as the statement says ALL staff) ?
Where are you getting "everybody will be on flexi"???
NOBOBY will be on "flexi" contracts as they will be gone.
There will no longer be a contractual requirement to work 'additional hours' for flexi staff.
There will be 3 weeks' notice of shift patterns. Shifts will be published automatically, so this is not reliant on managers telling colleagues their shifts. Shifts will only be able to be changed by agreement with the colleague.
Colleagues will have a primary department, which will be the department they currently work on, and provided there is work to do, they will be scheduled there first.
Contracted Hours
1.5x availability, during which hours will be scheduled
If there isn't enough work to do on the primary department, colleagues will be scheduled somewhere else in the store, provided they are trained on that area.
Flexi in this context means Flexible , so under the new training regime of Serve , Pick and Fill *can* work in other departments. Dont assume anything.
Also USDAW are saying Pre 2005 multiskilling and no checkouts still stands.
edit:
but not scan as you shop or self scan - as cash is not being handled so the pre 2005 agreement is not applicabale!
I suppose the night rate isn't going up this time? After the huge increase of 9p last year!
It's been transparently clear for the past 8 years that the goal of Tesco has been to rebuild trust in its shareholders from the 2014 accounting scandal, and a consequence of that is to increase profitability by stripping out the bottom line. Tesco is trying to do away with nights all together, it would be much cheaper for them to let people leave on their own accord than to make them redundant, and anything to grease those wheels like freezing pay, will help them do that.
In fact the fact that there is no rise to night premium means the pay differential between days and nights is even less, there is no incentive what so ever to work nights now.
Quote from: FarmerFred on 07-04-22, 10:38PM
Quote from: Ahsda on 07-04-22, 09:39PM
Imagine being so entitled that you think you shouldn't have to work checkouts...while working in retail ;D
Imagine being so entitled as to work to the contract terms and conditions that you signed up for!
Personally I'll happily sit on a checkout... if someone else will answer the back door calls, or sweeps up the yard in the pouring rain!
This is the crux of the matter - it's bad enough that we seem to have "signed off all our rights to negotiate pay or take strike action" - now we're being told that our contracts are being changed and in fact the Union have already agreed it as "part of this pay review" - clearly there are employment laws to protect workers against companies changing their contracts without their consent - yes, the laws can be fairly weak and might require you to resign and put in a claim for constructive dismissal or something similar - but the laws do exist to stop companies willy nilly changing your contracts.
I already referred to this in the "news article comments" a few weeks ago - but not sure if it was read -
https://www.grocerygazette.co.uk/2022/02/03/tesco-loses-high-court-battle-over-unfair-fire-hire-practice/
So Usdaw were happy to take Tesco to court with changes to contracts for DC staff - but just roll over with this deal?
It might not be a massive deal for most people - and yes we will have differences of opinion between people in different depts - whether "sitting on a till" is a doddle - regardless of whether it is or it isn't - if any of us have worked for Tesco for a number of years (and I'm not just talking pre 2005) we applied and accepted a job in a dept - if we wanted to work on tills, that's what we applied for - maybe shopfloor work is too much like hard work - maybe pulling cages out causes aches and pains - doesn't really matter what the problem is - currently if people "want to train on another dept" (in order to improve their opportunities for OT) then they can - now it is seemingly being forced upon us - without our consent - normally if companies struggle to get people to willingly change their contracts they offer an incentive to do so - maybe a lump sum or some other incentive - what have we got out of this deal - a payrise that is less than the amount that the living wage increased by - Tesco are not doing this out of the kindness of their heart - they know - or are pretty sure that the NLW from next April will be £10+ - they also know that all their competitors are currently paying over £10 (or have committed to do so - I think Asda have one more promised increase to come) - regardless of whether the pay award is good, bad or indifferent - I think this "agreement" to rip up all our contracts and force us to sign a new one - together with the expectation that we will happily work in another dept if said manager/team leader states that is what is reqd - is beyond appalling. And yes - clearly, we're very much on borrowed time with the Sunday premiums - as little as they are worth.
To be honest, my feeling is that this is more about moving checkout staff to the shopfloor - they've recently changed their one-in-front policy - and as a result of that, checkout hours will be decreased across the board - the continued push for automation (self serve or scan as you shop) will further reduce hours - so Tesco are left with a number of contracted staff on a certain number of hours - if Tesco were to turn around and say to Jenny with a 36 hour contract - sorry - we only need you for 18 hours a week - then that, in employment law, becomes a redundancy situation - by moving us all to be "multi skilled" - then they can use Jenny for 18 hours on tills and move her other 18 hours around as they please -
The proviso over "considering the health issues of employees" just sounds like another Covid situation - Managers will demand the appropriate medical certificates or letters to "prove" you're not capable of pulling out cages full of wine and beer - or maybe you're not able to stand up for an eight hour shift (and walk around) - the bottom line just seems to be unless you can prove any medical grounds for not working, then you don't have a leg to stand on!!
At the moment, cashiers might be "asked" to work on the shop floor - and they are generally given the easy stuff to do - crisps/sweets/chewing gum!! - with the new contracts, can't see how this could be guaranteed -
Apologies - I wrote the above message without reading some of the other replies in between - someone did mention a similar point to mine above.
Quote from: person7 on 08-04-22, 09:31AM
So just got email off usdaw that basic pay will become £10.10 in July with a list of other promises.. Drivers to get even more of course dispite they do less work..
But anyway the important thing I noticed is... "All new joiners to Tesco will no longer receive the Sunday premium rate. Existing staff will continue to receive Sunday Premium."
Just above the all colleagues will enter a new contract in October.
Aka.. EVERYONE is probally going to loose Sunday premiums.. Only reason anyone I know of works Sundays is because of the premiums. I know I won't have an incentive to work overtime sundays anymore if they get rid of it for everyone.
Honestly even £10.10 hour isn't enough to "live" in this city I'm in. We are almost as expensive as London we should be on London rates!
Even rent alone has gone up 18% and council tax up 23% before you even look at electric!
While I'm glad we getting pay rise... Im not totally impressed
Over what period has your council tax gone up by 23%? Not in a year surely?
The "headline paragraph" on Usdaw website is:
Following negotiations between representatives from retail trade union Usdaw and leading supermarket Tesco, the new pay deal will see a new minimum pay rate of at least £10.10 per hour for Tesco shopworkers in a ground-breaking pay deal. The deal is another step forward for the union's New Deal for Workers campaign.
Ground-breaking pay deal!!?? - not quite sure what ground it is breaking - ensuring Tesco does not break the law of not paying NLW?
I also listened to the sickly sweet video on OurTesco with Jason Tarry and Emma (I think she's the lead People Person!) - it's all for our benefit - they're so thankful to us - we're all going to be "Tesco Colleagues" - new name badges no doubt!! to go with our new uniform - which Managers don't wear!! One team!!
In some ways, I'm quite impressed that my second post ever led to a thread of 160 comments.
I think whether you like this pay review depends quite heavily on when you joined tesco. If you're a student like me, you'll like it because not many other jobs will pay you £10.10. If you've been here a while, you'll see it as another whittling down of employee benefits and an another attempt to make sure staff are working impossibly hard.
Although, I will say, tesco seems to be trying to staff their stores like Aldi whilst not having any of the attributes that make them as efficient and cheap as aldi.
A joint working party, with Tesco and USDAW, will review location pay ensuring rates and boundaries are still relevant and competitive, as well as agreeing future processes for managing location pay.
I'm sure this is positive news!
I'm sure the boundaries will be extended and the rates of location pay increased (given they haven't changed for 10+ years, I guess it's due)
Or maybe, that really was a pig I saw flying past the window.
Once again, as and when location pay is made worse, I'm sure it will be explained as "following feedback from staff" - and it will be a benefit!!
Quote from: yeetus on 08-04-22, 02:05PM
In some ways, I'm quite impressed that my second post ever led to a thread of 160 comments.
I think whether you like this pay review depends quite heavily on when you joined tesco. If you're a student like me, you'll like it because not many other jobs will pay you £10.10. If you've been here a while, you'll see it as another whittling down of employee benefits and an another attempt to make sure staff are working impossibly hard.
Although, I will say, tesco seems to be trying to staff their stores like Aldi whilst not having any of the attributes that make them as efficient and cheap as aldi.
You've totally hit the nail on the head there. The only people happy with this pay deal will be students and under 25s especially if they still live at home. They will get the full rate of pay that a lot of places only give to over 25s.
If you have been with Tesco for a while, you will have seen so many benefits taken away from you and heard all the lies and reasons for this happening. In each case, you will have been told that it's what was asked for, will enhance your pay or will make things easier.
All these cruel attacks on each other are really not helpful. If you started pre 2005, you signed a contract stating what your department and job description was. You did not have to be trained for checkouts if you were not contracted to checkouts. You also had a rate for working Sundays which were optional. Why can your contract be changed so easily just by stating a very vague 'needs of the business?'
Tesco do want to be like the discounters especially in the way they treat colleagues but they also want to be higher end with prices and customer satisfaction and you just can't have it both ways.
Quote from: yeetus on 08-04-22, 02:05PM
In some ways, I'm quite impressed that my second post ever led to a thread of 160 comments.
I think whether you like this pay review depends quite heavily on when you joined tesco. If you're a student like me, you'll like it because not many other jobs will pay you £10.10. If you've been here a while, you'll see it as another whittling down of employee benefits and an another attempt to make sure staff are working impossibly hard.
Although, I will say, tesco seems to be trying to staff their stores like Aldi whilst not having any of the attributes that make them as efficient and cheap as aldi.
Even as a student, £10.10 an hour is not that great, 60p above the minimum. Sainsbury's, Morrisons, M&S and the discounters have been paying £10+ an hour for months now, Tesco isn't even at that rate of pay yet, the impact of inflation will have already had more of an impact during the time taken to get to £10.10 an hour.
The Big T are playing catch up with the competition, but this will be by design, a few months of paying lower rates compared to the competition equates to millions in cost savings. And it being strategically done not too far behind the 5th April allows them to pay pennies above the minimum for a lengthy amount of time.
Just to clarify, the NLW of £9.50 covers over 23s.
There are lower rates for 18-23. So I guess that £10.10 would be a bigger variance over and above that than 60p.
Whether other similar jobs also pay all staff the same regardless of age is unknown to me - as I am not under 23.
But in reality, all of this is just wiffle waffle - Tesco clearly wants to adopt the Aldi model of reducing costs - and reducing the number of staff in a store at any one time - only open a couple of tills and expect customers to get used to waiting to be served - but helped out by the way that traditionally Aldi staff scan your shopping and encourage you to move over to the edge to do any bag packing.
Ultimately, we all have a choice - to an extent - of whether we work for Tesco or not.
At least this time Tesco haven't overly egged this pay deal - albeit Usdaw called it a ground breaking pay deal - and they are so happy that they've got us through the £10 barrier.
The pay award was better than I expected after last years poor increase. It is below the rate of inflation just now and will be even further below it by July when we finally receive it. By April 2023 minimum wage or whatever it is known as will probably exceed £10.10.
Quote from: Hibobhi on 08-04-22, 10:42AM
What a surprise the union side with Tesco, useless idiots. Especially since I'm a pre 2005 staff and I have it agreed with managers that I don't do checkouts because of my asthma, usually if I'm feeling short of breath or feel an attack coming on I can go through the back and medicate, if I'm on a till If I have an attack or feel short of breath I'll have to put my light on and ask to be key off, or I just get up and leave customer. And no I can't carry all my meds on me to bulky.
What do you do on the shop floor that doesnt affect your asthma? Usually its the other way around. Wanting to avoid shop floor and stay on checkouts.
To add, that would be treated separately as amended duties due to a medical condition, if Tesco reneg on that term of the contract, you're still covered by the sickness policy.
So we are behind sainsburys again and they get there pay rise next month tight arse Tesco again.
its been 3 years since i left tesco, seems like you are all still getting shafted by your union. i told my colleagues before i moved on, and its worth repeating, if your union is in "partnership" with your employer, it is no longer looking after your best interests. your situation will only change when you form or join an effective union that is not in bed with those it should be ready to go to war with on your behalf.
So by the looks of things Tesco are doing what Tesco always do...make EVERYTHING so damn complicated.
Yes it's basic corner shop common sense that everyone should be able to cover any department where needed, but...there's contradictory agreements in place to consider, with such a big workforce.
Pre 2005 colleagues agreement still stands, so I would suggest all those colleagues go into their meetings with this evidence printed out from USDAW, stating that fact, as I can assure you, the managers will say it's no longer applicable. However the self serve, scan & shop department was not established pre 2005, so was not included in the agreement.
Then they have to accommodate those who are unsuitable due to health or religious reasons. e.g. those who cannot touch alcohol, due to their belief, will still find at times that they are required to check a % of scan and shop, where alcohol may be a part, or deal with a breakage of an alcohol product.
Those who due to medical conditions, are unable to stand for long hours, or move quick enough to offer the customer support required at busy times on the shop floor, or unable to lug the cages out and fill.
I would urge anyone who has a medical condition which would make certain departments unsuitable, to obtain a letter of confirmation from their G.P. Produce it in the meeting, to obtain an agreement to your request that you are not able to work certain departments. Ensure it is placed in your personal file, and that should be an end to it! KEEP A COPY !!
Any manager thereafter telling you to go on a certain department that you are unable to do, tell them you have an agreed exemption, end of conversation. NEVER explain to them why, NEVER answer as to what your medical condition is, just inform them it is in your personal file and end the conversation!
Should a manager be so foolish as to state that there is no such letter in your file, therefore you work the department until you get another letter... you inform them you intend to place a grievance asking for an investigation as to how your private medical notes, have disappeared from a locked file, which is a data protection violation, and that you have a copy of the original letter, and watch the colour drain from their face!!
my store has several people now booking a gp appointment to try and get proof that they are exempt from checkouts and .com,some of the women were crying yesterday as they don't want to multiskill,I expect a few will go off with stress before long
also the general feeling amongst management is that overtime will be cut drastically over the next year,as in theory there will now always be someone trained for any department that needs help
The company proving again its staffs mental health is something the can totally disregard,and in the next breathe oh but we care about you.The company is toxic.Morale doesn't exist anymore everyone I know has had enough go in do what your asked but please stop covering up for the fact its not working,they want you to deliver a non existent service while paying you peanuts and expect you to be grateful.Its a charter to bully staff and everyone should grievance this.The union clearly can't be bothered all they care about Is the £10.10 pitiful payrise.
https://news.sky.com/story/bt-faces-strike-vote-while-tesco-agrees-new-pay-deal-12584355 (https://news.sky.com/story/bt-faces-strike-vote-while-tesco-agrees-new-pay-deal-12584355)
QuoteDaniel Adams, Usdaw (Union of Shop, Distributive and Allied Workers) national officer, said: "At such a difficult time, Usdaw is pleased to have secured a pay deal that not only delivers the highest hourly rate of pay in the sector but also delivers on the union's New Deal for Workers campaign, giving our members the right to request a "normal hours" contract and ensuring a minimum 16-hour contract going forward.
"highest hourly rate of pay in the sector"
really 8-)
"right to request"
NOT get, just ask. Like you did not have the right to ask before :o
And what is "normal hours" :question:
The brief says people will not be forced to do jobs they are unable to, there is an expectation of multi-spilling though. There are people that will only work aisle 7 but they have been allowed to do that for years. Replenishment will just be replenishment. That side of things will be a bigger change for those on the shop floor, the whole checkout thing is a minor issue. If you work in fresh you could be asked to fill biscuits, if you fill crisps you could be asked to fill milk.
The main bank checkouts hours have been changed. It all depends on the store. For many the first hour of trade and the last two or three are now self service only, requiring one colleague. If a customer wants a main bank till during this time we are now expected to open a till using reliefs rather than pay a checkout colleague to be in on the off chance a customer is doing a big shop during this time. For the early morning there is the off till colleague who can serve. At night it has to be someone from the shop floor. We have been doing this for a few weeks now and the reality is about one customer a week with a big trolley late evening, most shops are basket shops.
Checkouts also can't sit idle. They need to be off tills and helping shop floor. The reality is there is now very little time that is idle time. Productivity has massively gone up for checkouts. The old IDQ is not being chased as before, even the new 'wait time' is not being chased. Stores were put into special measures if they failed IDQ but not now. It's now all about idle time and throughput. For those who don't know 'idle time' is the length of time an operator is signed on a till but not serving. The 'throughput' is the scan rate. The expectations is 3 seconds an item. The time is from scanning first item until the time the total button is pressed, the Clubcard/payment part does not count. The quicker quick scan items should balance out with the longer detailing items. There is a big difference in scan rates between colleagues, all stores will know the slow colleagues.
The hours for the shop floor are determined on how long it takes to complete tasks, it's the same for checkouts. Too much idle time, massively passing IDQ indicates too many hours or hours in the wrong place. I think that they are just viewing how the change goes, it's a hard change for those running the back of checkouts as they need to call for reliefs with lower service standards. There will be an adjustment period but checkouts can't pass at the expense of shop floor colleagues but at the same time supporting service is built into shop floor colleagues tasks.
I have a friend who has the same job as me but for Asda. They are not paid Sunday premium, the managers work on any five days out 7. That would be a simple big cost saving. Many stores in the large formats are still manager heavy. If they are then still being paid to do overtime on Sundays this Akers them even more over. I think the small format stores already do this.
I used to be paid a Saturday premium. This was removed but those who refused the change (pay out) continued with the premium for years. Eventually this was removed with a forced buy out but did not effect many by then. New starts now get same pay as everyone else but they don't get the Sunday premium. It will be removed at some point, you can see it coming but who knows when.
The change to try and reduce the very low contracted hours is good. A 7.5 hour contract can still be given but the expectation is that subject to overall hours in stores the extra hours will go to existing colleagues first.
So, just to clarify with a few points raised so far...
The pre 2005 colleagues contract stated that they were not to be forced to train on checkouts, and that was the agreement...same as the newbies who joined the company on the contracts in force at that time. Now new employees will not receive any Sunday premium, will you offer to give up your premium when they start shouting " not fair"? Thought not!
There are old timers, who appear to be getting away with things...mostly they're not, it's just that they know, and the managers know they know, what the rules are and when they're being abused!
Old timers were taught properly to do their jobs, they adhered to the Tesco "sharing the knowledge" ethos.
In my own personal experience, the majority of those entitled to 1st day sick pay, were rarely off sick. It was just how they were. In fact the sickness rate was always higher amongst those on the non payment.
Perhaps if you look into how their work standards and pay have eroded over the years, you may understand their apathy. When they joined, there was ample staff, the stores were running on full timers, and the shoppers were most days in high volumes. The training room was for just that, training, and they had a training manager, who regularly held refresher meetings or new initiatives meetings for all, it was called a brown paper meeting, as that's what they did, wrote it all out on a big brown paper roll, and left it on display for all to see!
They worked the lates and Saturdays when they started, but when a colleague left, the others were allowed to swap to the leavers better shifts or days, and the new job was advertised on the less favourable shifts...that's why they don't do weekends or lates.
They lost Saturday premium, double time bank holidays and Sundays, lost being able to bank their overtime hours or take as T/ L....hell I used to work every BH and get double pay and a day in lieu, which I was allowed to bank for a future holiday! That's why you'll find most aren't contracted to a Monday, as there are more BH Mondays, when they could work the overtime on double pay and day in lieu!
They used to have a social club, full of activities such as, days out, theatre nights , sponsored grants for things such as sign language courses etc. or anything that could be used to improve what the store could offer their customers.
New members are not taught properly, therefore lack experience or knowledge, which can be frustrating when they're keen to learn. This has a negative effect on morale amongst the newer staff, as they lack the confidence of the older employees.
The other point I note in previous posts, is the new initiatives on having colleagues working other departments. So therefore, they can no longer use the fact that a colleague who can no longer perform the tasks of their own department due to medical reasons, cannot be found alternative roles across the store, on their contracted hours ???
Quote from: Nomad on 09-04-22, 10:47AM
https://news.sky.com/story/bt-faces-strike-vote-while-tesco-agrees-new-pay-deal-12584355 (https://news.sky.com/story/bt-faces-strike-vote-while-tesco-agrees-new-pay-deal-12584355)
QuoteDaniel Adams, Usdaw (Union of Shop, Distributive and Allied Workers) national officer, said: "At such a difficult time, Usdaw is pleased to have secured a pay deal that not only delivers the highest hourly rate of pay in the sector but also delivers on the union's New Deal for Workers campaign, giving our members the right to request a "normal hours" contract and ensuring a minimum 16-hour contract going forward.
"highest hourly rate of pay in the sector" really 8-)
"right to request" NOT get, just ask. Like you did not have the right to ask before :o
And what is "normal hours" :question:
Daniel Adams, Usdaw (Union of Shop, Distributive and Allied Workers) national officer, said: "At such a difficult time, Usdaw is pleased to have secured a pay deal that not only delivers the highest hourly rate of pay in the sector but also delivers on the union's New Deal for Workers campaign, giving our members the right to request a "normal hours"
Highest hourly rate of pay in the sector ... Aldi pays more per hour and Lidl pays the same and have been paying that rate since February, Sainsbury's, Morrisons and M&S (Waitrose/John Lewis has kept whatever their paying away from the media) have been paying £10 an hour as far back as February-March, when the elapsed timed is taken into account, they're paying more than Tescos £10.10 an hour that comes into effect 3 months from now. Asda, and Icelands are the only ones paying less (Co-op's £9.90 an hour is less nominally, but as its been that rate since February, it works out about the same as Tescos £10.10 being implemented 4-5 months later).
Tesco workers need to oust USDAW and replace it with a militant union who aren't afraid to bankrupt Tesco.
Quote from: Redshoes on 09-04-22, 10:50AM
Checkouts also can't sit idle. They need to be off tills and helping shop floor. The reality is there is now very little time that is idle time. Productivity has massively gone up for checkouts.
This is how it works in distribution. They are scared to death you might be doing nothing for 30 seconds, so they move you to a different job. You often spend more time moving between areas than actually working because they are so worried. So the 5 minutes they think they've saved, has actually taken half an hour
"UK's lowest-paying supermarket, announced on Thursday that it was investing £200m to increase its rate of pay by 5.8% to a minimum £10.10 from 24 July 2022, "
Hmm pay rise will cost only 200m while profit is over 2bn?!
I think I can see where the sundays issue is going too if i use distribution as an example. On pay, new starters with us used to be paid less premiums for sundays. Recently in pay talks, the longer serving staff havent had a pay rise, but the new people have. They try to sell it as it's morally wrong for the longer serving staff to reject the pay offer. It's morally wrong for the union to accept new people on lesser rates to start with. So I expect in upcoming pay reviews, new people will slowly be bumped up, at the expense of the 'older' staff
And on the issue with working sundays if no premium. Many people on here say they desperately need overtime to make ends meet, then say if sunday has no premium, they give that day up. Cutting their nose off to spite their face. If stores end up with serious staffing issues, again I can see them using distribution as an example and making full time staff work 5 out of 7 days per week. Which will include the occasionally sunday
Tesco stripping away sunday premium for new starters is a strategic move, if they took a blanket approach to doing so they woukd be hit by 2 ramifications.
Firstly least impactful, there would be an expectation that Tesco gives a further rate increase on top to replace the loss of premium, It would likely amount to 20p or so but that is still something Tesco would like to avoid paying, along with the 18 month protection pay policy for people who only work Sundays.
Secondly, Sundays are the busiest day of the week in Express formats, applyimg a blanket policy change would increase the risk of operational integrity on those days, weekend work is typically hard to recruit for, the premium is an incentive, existing employees will look to drop Sundays as a co tracted day asap, and due to the religious signifocance of Sunday, they can opt out of working it quite easily.
Including the change to contract that everyone has to do dot com, filling and checkouts is going to cause carnage, imagine having big fat suzie from checkouts having to fill, or the autistic kid whos a whiz at stock control but has zero people skills on checkouts. it will be crazy and then all that will happen is occupational health getting overwhelmed with cases.
I don't think so.
This won't happen as there is not enough staff to do each dept now just wishful thinking ,if you are over staffed it's usually dot com who get the help not c/ outs and as for filling well spot the staff if there are any not picking dot com.
New terms are EVERYONE is trained on pick fill and serve.... It is going to be such a dissaster. All for the launch of Schedulers automatically making all the rotas. ;D it will be a riot
can I run something past everyone.....I currently work 2 days.i don't look to do a lot of overtime but keep my options open.if my availability is set to lets say 5 days a week can then in the future just put my 2 days on any of those days? from what I understand over time will only show shifts matching availability too.
Quote from: kaled78 on 09-04-22, 09:48AM
my store has several people now booking a gp appointment to try and get proof that they are exempt from checkouts and .com,some of the women were crying yesterday as they don't want to multiskill,I expect a few will go off with stress before long
Utter nonsense :D :D :D we work in a supermarket, they're not forcing us down the mines. Some people need to get a grip.
Quote from: barafear on 08-04-22, 04:39PM
Just to clarify, the NLW of £9.50 covers over 23s.
There are lower rates for 18-23. So I guess that £10.10 would be a bigger variance over and above that than 60p.
Whether other similar jobs also pay all staff the same regardless of age is unknown to me - as I am not under 23.
But in reality, all of this is just wiffle waffle - Tesco clearly wants to adopt the Aldi model of reducing costs - and reducing the number of staff in a store at any one time - only open a couple of tills and expect customers to get used to waiting to be served - but helped out by the way that traditionally Aldi staff scan your shopping and encourage you to move over to the edge to do any bag packing.
Ultimately, we all have a choice - to an extent - of whether we work for Tesco or not.
At least this time Tesco haven't overly egged this pay deal - albeit Usdaw called it a ground breaking pay deal - and they are so happy that they've got us through the £10 barrier.
The rumour at store is once they have extended SAYS and self scan they will only have 2 checkouts open on a normal/quiet period and 5 at busy periods. to be honest not alot different to now really. But I can see Christmas being a nightmare as a couple of the days before Christmas we had all the tills on and still had queues there and at self scan.
So does this mean as we are to be trained in checkouts / replen / dot.com we don't need to be doing cleaning shopfloor, toilets etc and doing PI and merchandising as there's no mention to that in new deal
Does anyone actually have the link to the 'not being forced to do checkouts' if you are on a pre 2005 contract?
It's about time some people get a reality check. Tesco is a supermarket serving thousands of customers every week. Why would anybody think it's acceptable not to be trained to work on a checkout? Maybe it was OK in 2005 but things change over the years and businesses need to adapt. I wonder how many of these people moaning and crying about this are also claiming equal pay ;D
Don't blame people for the company's misgivings, if this is an agreement then tough I'm pretty sure these people as you put it more than compensate in the work they do in their shifts, probably already doing 3 or 4 extra jobs on top of their normal job because of cuts.Again it's the company that says it's an equal payer and treats everyone the same which they clearly don't.You can see this on a daily basis instore it's a bloody disgrace.so if we are talking about fairness that will never be happening will it.Seeing staff totally stressed out is becoming too regular I'm afraid and none of us are paid a single penny for that are we.As for the business adapting that's just cutting hours isn't it brilliant plan.
2 viewpoints on this. On one hand, we have a population of circa 70 million people, the overpopulation was by design by our tory politicians to decrease the value of labour and to widen the wealth gap, this also served to diminish the bargaining power of employees in unskilled industries such as retail, because of this, unions range from as little as a vehicle for diplomatic niceties, as with USDAWs partnership with Tesco, to outright militant like the various train and public transport unions, so in the large scheme of things, you are replaceable, and replaceable by an illegal immigrant who will do what you do for 50p an hour.
On the other hand however, USDAW has already set the precedent in its stance for "fire and rehire" strategies as a method of changing contractual obligations, the partnership rules pre-2005 are enshrined in legal documents, USDAW can't allow these agreements to be diminished in the same way without appearing hypocritical.
Quote from: DOGGER99 on 10-04-22, 02:01AM
So does this mean as we are to be trained in checkouts / replen / dot.com we don't need to be doing cleaning shopfloor, toilets etc and doing PI and merchandising as there's no mention to that in new deal
Cleaning the toilets ??? ??? ???
Most on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
Quote from: Stevie-lad on 10-04-22, 08:24AM
It's about time some people get a reality check. Tesco is a supermarket serving thousands of customers every week. Why would anybody think it's acceptable not to be trained to work on a checkout? Maybe it was OK in 2005 but things change over the years and businesses need to adapt. I wonder how many of these people moaning and crying about this are also claiming equal pay ;D
And I wonder how soon you'd be moaning and crying if you were put into a work off with a pre 2005 colleague.
They have knowledge of the company that you will never be trained to do, as your manager probably won't know what they know! At one time it was common practice to help a new colleague, buddy them, teach them the ropes...most became team leaders, but were then got rid of, so those who chose to stay, understandably refused to train new colleagues as they were told surplus to requirements, as the business progressed and adapted...into sheer chaos!
Look what happened when they go rid of the stock control crews, some stores were on their knees, as they hadn't taken the time to train up the newer colleagues properly. They didn't know what the different functions of the PDA was for or how to read the information on them, how to do customer orders, or how to actually control the stock!!
Ditto the merchandising teams, PI etc...Tesco never learn by their past mistakes!
How many pre 2005 colleagues do you think are left in your store? I can guarantee your store manager would rather have them available on the shop floor, to assist the teams and the customers, mainly because of their knowledge and experience. Believe it or not, they were even trained on how to properly slit the boxes when filling shelves for speed and ease, spot the delivery to the floor in front of the shelves to save time... cardboard runs...it's second nature for them to pull off empty cardboard trays from the shelves as they're passing and pull the back forward! Regularly check the freezers for dumped fresh that can be saved, same with the shelves! Random date checking and rotation is also the norm!
They're also not looking at their 'phone every 2 minutes and will actually check for missing stock rather than just say "no" when asked by a customer if any more in stock, or " dunno" as to when next delivery due!
Quote from: Redone1 on 10-04-22, 10:57AM
Most on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
Is cross contamination not an issue of concern within these stores ???
@nightandday
It was New Labour that did that with overpopulation not the Tories, it was New Labour that allowed unlimited movement across the EU to Britain, and It's the Left wing parties that are always pushing for more immigration from other parts of the world not right wing parties!
Now back to the pay review
An update on what's going on over the pond.
https://www.irishtimes.com/business/retail-and-services/tesco-in-ireland-and-unions-heading-for-the-labour-court-over-pay-rise-1.4848323 (https://www.irishtimes.com/business/retail-and-services/tesco-in-ireland-and-unions-heading-for-the-labour-court-over-pay-rise-1.4848323)
Quote"Both Mandate and Siptu representatives attended the talks again on the 22nd February, 28th February and finally on the 9th March in effort to reach agreement. However, agreement could not be reached so in line with our procedural agreement with the company the claim was referred to the Labour Court," the notice to Mandate members stated.
The two sides appear to be several aisles apart. Tesco, it seems, has offered a 5 per cent rise, plus an offer to buy out certain premium payments that are made to staff.
just spoken to a friend who is a pre 2005 employee,she was told yesterday by her manager once you sign the new contract the 2005 agreement no longer stands,so she said fine im not going to sign it,my son used to work for asda and they had a similar thing where some employees refused to sign a new contract with worse conditions,eventually they told them they would terminate their old contract if they did not sign the new ones
https://eachother.org.uk/asda-workers-threatened-with-sack/#:~:text=Thousands%20of%20Asda%20staff%20face,a%20%E2%80%9Csmokescreen%E2%80%9D%20by%20unions.
Quote from: kaled78 on 10-04-22, 12:08PM
just spoken to a friend who is a pre 2005 employee,she was told yesterday by her manager once you sign the new contract the 2005 agreement no longer stands,so she said fine im not going to sign it,my son used to work for asda and they had a similar thing where some employees refused to sign a new contract with worse conditions,eventually they told them they would terminate their old contract if they did not sign the new ones
https://eachother.org.uk/asda-workers-threatened-with-sack/#:~:text=Thousands%20of%20Asda%20staff%20face,a%20%E2%80%9Csmokescreen%E2%80%9D%20by%20unions.
If she looks at the release from usdaw re the pay deal it clearly states the 2005 agreement still stands.however only for checkouts not self serve or replenishment.
Quote from: Redone1 on 10-04-22, 10:57AM
Most on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
Yeah most of the time is just two or three people in the building to do all of the above, and then do not forget all the unforeseen stuff that you come across, like dealing with shoplifters, auditors, reps, a busy day as the suns out, footballs on, it was payday weekend etc group team who love to arrive and tell you how it was done in large format 15 years ago so no reason you cannot do it in a tiny little express, and that is on a good day.
Quote from: Redone1 on 10-04-22, 10:57AM
Most on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
I work in a superstore and we have to clean everything except toilets. we have to clean checkouts, clean all the shelves, do plans, price integrity, work stock etc. etc. the only ones I dont have to do is cleaning toilet or bakery trained cause we have a contractor who comes in to get the frozen bread out, stick in oven then put on the shelf. - an express worker once came to my store for a couple months then moved back as "its about the same work but least the express is smaller and closer to me"
however i defo agree an extra store is more likely to be easier as they can seem to hire lot more employees. 80% my weekly shifts im on my own entirely in the entire department - which is hell when checkouts or firework stands need me then customer service as for me at same time. its like ... well its only me on today. someone is going to get mad waiting no matter what I do!
Quote from: lucgeo on 10-04-22, 11:26AM
Quote from: Stevie-lad on 10-04-22, 08:24AM
It's about time some people get a reality check. Tesco is a supermarket serving thousands of customers every week. Why would anybody think it's acceptable not to be trained to work on a checkout? Maybe it was OK in 2005 but things change over the years and businesses need to adapt. I wonder how many of these people moaning and crying about this are also claiming equal pay ;D
And I wonder how soon you'd be moaning and crying if you were put into a work off with a pre 2005 colleague.
They have knowledge of the company that you will never be trained to do, as your manager probably won't know what they know! At one time it was common practice to help a new colleague, buddy them, teach them the ropes...most became team leaders, but were then got rid of, so those who chose to stay, understandably refused to train new colleagues as they were told surplus to requirements, as the business progressed and adapted...into sheer chaos!
Look what happened when they go rid of the stock control crews, some stores were on their knees, as they hadn't taken the time to train up the newer colleagues properly. They didn't know what the different functions of the PDA was for or how to read the information on them, how to do customer orders, or how to actually control the stock!!
Ditto the merchandising teams, PI etc...Tesco never learn by their past mistakes!
How many pre 2005 colleagues do you think are left in your store? I can guarantee your store manager would rather have them available on the shop floor, to assist the teams and the customers, mainly because of their knowledge and experience. Believe it or not, they were even trained on how to properly slit the boxes when filling shelves for speed and ease, spot the delivery to the floor in front of the shelves to save time... cardboard runs...it's second nature for them to pull off empty cardboard trays from the shelves as they're passing and pull the back forward! Regularly check the freezers for dumped fresh that can be saved, same with the shelves! Random date checking and rotation is also the norm!
They're also not looking at their 'phone every 2 minutes and will actually check for missing stock rather than just say "no" when asked by a customer if any more in stock, or " dunno" as to when next delivery due!
So why do you assume that I started after 2005? Is it because I think that the ruling regarding not going on a till is archaic ;D
I've actually got almost 40 years of service and I'm not far off retiring but if you want I'll gladly have a "work off" with anybody who thinks they are entitled not to go on a checkout ;D
Unless you have a medical condition or some other valid reason it is absolutely ridiculous that anyone can refuse to do a basic task for the company that employs them.
Pre 2005 are entitled not to go on a till because that was an entitlement granted to them by the company, they can choose to ignore that entitlement if they so wish, but it is their choice. Not yours or for you to moan about.
But you can understand some staff being upset at how the pre 2005 till agreement seems to be treated like one of the ten commandments when so many other entitlements and rights have been removed from staff over the years, I fail to see why this one causes so many arguments by both sides when so much else seems to have gone on with hardly a word being said from anyone affected.
I thought the pre-2005 deal no longer applied under the new pay deal? Don't even the Old Sweats have to go on checkouts now?
Quote from: penguin on 10-04-22, 06:38PM
But you can understand some staff being upset at how the pre 2005 till agreement seems to be treated like one of the ten commandments when so many other entitlements and rights have been removed from staff over the years, I fail to see why this one causes so many arguments by both sides when so much else seems to have gone on with hardly a word being said from anyone affected.
It's because those pre 2005 colleagues that are left, see how the system is abused...once they're till trained they're pulled on the till at the drop of a hat!! They don't have to, so don't want to...they're not department manager's pawns, to be argued over. The lack of respect shown to colleagues by managers is at times a disgrace.
I once recall my manager and a team leader arguing , in front of me, how I should be covering my own dept rather than their all hands call!! Told them both they'd find me in the rest room when they'd finally finished disrespecting me!!
Quote from: VladPutin on 10-04-22, 08:34PM
I thought the pre-2005 deal no longer applied under the new pay deal? Don't even the Old Sweats have to go on checkouts now?
Bet you don't go on checkouts Vlad ???
Quote from: Morris999 on 10-04-22, 11:32AM
@nightandday
It was New Labour that did that with overpopulation not the Tories, it was New Labour that allowed unlimited movement across the EU to Britain, and It's the Left wing parties that are always pushing for more immigration from other parts of the world not right wing parties!
Now back to the pay review
Absolutely correct Morris999 - well said.
The 2005 deal was probably to counter a poor/non pay rise.
And for those upset by the pre 2005 agreement there will for a time be pre 2022 agreement re premiums not being paid for Sundays for new starters when these new starters start coming through there will be little overtime as they will give to the cheapest first.
Can someone confirm
R.E Core hours. Can these be moved to fit within availability windows, if giving the e week notice
There's a lot of discussion on here about the pre-2005 agreement - to clarify, I didn't join before 2005 - and also I do not work on the shop floor - in fact I work on checkouts. My disagreement about this new deal with the Union happily agreeing to our contracts being ripped up and replaced with paperweight new ones is partly on the principle of "what's the point of a contract of employment if this is allowed to happen?" - but moreover from my point of view, I don't actually want to work on the shop floor - or collecting trolleys (although this isn't specified in the new agreement, I'm sure it will be in the small print) -
Clearly, this is all down to personal preference - but can I ask why some "old-timers" don't want to work on the tills? Is it merely just a timing thing? Surely, if a shop floor worker gets moved to tills for an hour of their shift - does that mean that they have to still do their aisles in less time? - surely not? we're all hourly paid - so if I work on shop floor for 7 hours but get pulled onto the till for an hour - then I'm only working shop floor for 6 hours and what doesn't get done is done by the next shift?
Clearly, you can tell I'm very untrained on shop floor - so apologies if I've missed anything?
Clearly, there's much to discuss with these new contracts - and for some there will be minimal effect because those people are already happily multi skilled and happy to work hours in various depts in order to make money - but what happens now with till staff for example -
Does being "older" and "less fit" qualify for exemption (seemingly not if it requires medical evidence) - shop floor work seems to be more physically demanding - pulling out cages - sometimes very heavy -
Clearly with these new contracts, it's not just a case of "I don't want to work on the floor" - I'll happily sit in my nice comfy (!!!) chair on checkouts!!
Sorry - I'm rambling a bit - but would appreciate any feedback from others (most of whom on here appear to be shop floor workers).
A big reason why many don't want to work on tills is because of societal classism, there is the ingrained psychology that exists in older generations (people that existed where there was a middle socioeconomic class) that people who work in Retail or the services industry in a non-managerial capacity were "uneducated" and beneath them, this psychology is very much alive and well today and manifests itself in some vile customer interactions.
Similarly, some managers hold the same psychology, many a moon ago, Retail Managers were considered skilled, educated positions that were well respected and compensated thusly, but overtime, the economy has changed, downwards pressures were applied on the bottom line workers in the name of corporate profits and greed, the name of the game was to keep the poor poorer, by stealing cost savings from them and distributing it across the top brass, and this extended to supervisors and as of recently Retail Managers. As such the job became less desirable and so Retail Managers are now appointed in a more "battlefield promotion" fashion than before, a consequence of this is lower rigourous requirements than those who held the position 30 years ago.
It's a historic mindset of a bygone era, they are unaware that the middle class is almost dead and that the near future will be serfs and property owners. But it's also because of this that working on the tills is considered the most undesirable of jobs.
I'm suprised its even an issue anymore most stores have more self scan that's tills anyway not like they need many bodys on checkouts. The Main issue they will have is keeping and recruiting team supports why do it for £11+ when you can earn basically as much to drive a van. Strange
There are a lot of idiots out there that insist on being served by humans, not wanting to embrace the age of automation, they see automation as a threat to jobs, quite frankly I can't wait for the days that cashless stores become the norm, working on tills isn't a job for people.
What needs to happen is the government needs to implement an automation tax to maintain revenues and to prevent wealth distribution becoming too uneven and to then use the money generated to start a UBI scheme.
Quote from: NightAndDay on 11-04-22, 05:35PM
A big reason why many don't want to work on tills is because of societal classism, there is the ingrained psychology that exists in older generations (people that existed where there was a middle socioeconomic class) that people who work in Retail or the services industry in a non-managerial capacity were "uneducated" and beneath them, this psychology is very much alive and well today and manifests itself in some vile customer interactions.
Similarly, some managers hold the same psychology, many a moon ago, Retail Managers were considered skilled, educated positions that were well respected and compensated thusly, but overtime, the economy has changed, downwards pressures were applied on the bottom line workers in the name of corporate profits and greed, the name of the game was to keep the poor poorer, by stealing cost savings from them and distributing it across the top brass, and this extended to supervisors and as of recently Retail Managers. As such the job became less desirable and so Retail Managers are now appointed in a more "battlefield promotion" fashion than before, a consequence of this is lower rigourous requirements than those who held the position 30 years ago.
It's a historic mindset of a bygone era, they are unaware that the middle class is almost dead and that the near future will be serfs and property owners. But it's also because of this that working on the tills is considered the most undesirable of jobs.
There's going to be a lot of unhappy people and morale is already low with the various cutbacks of recent years eg loss of hot food in canteens, closure of meat/fish counters, day staff having to do filling without night staff having filled due to job losessl Also for example can't see many people wanting to collect trolleys especially when it's teeming with customers and pelting it down with rain or freezing cold!
Quote from: barafear on 11-04-22, 05:15PM
There's a lot of discussion on here about the pre-2005 agreement - to clarify, I didn't join before 2005 - and also I do not work on the shop floor - in fact I work on checkouts. My disagreement about this new deal with the Union happily agreeing to our contracts being ripped up and replaced with paperweight new ones is partly on the principle of "what's the point of a contract of employment if this is allowed to happen?" - but moreover from my point of view, I don't actually want to work on the shop floor - or collecting trolleys (although this isn't specified in the new agreement, I'm sure it will be in the small print) -
Clearly, this is all down to personal preference - but can I ask why some "old-timers" don't want to work on the tills? Is it merely just a timing thing? Surely, if a shop floor worker gets moved to tills for an hour of their shift - does that mean that they have to still do their aisles in less time? - surely not? we're all hourly paid - so if I work on shop floor for 7 hours but get pulled onto the till for an hour - then I'm only working shop floor for 6 hours and what doesn't get done is done by the next shift?
Clearly, you can tell I'm very untrained on shop floor - so apologies if I've missed anything?
Clearly, there's much to discuss with these new contracts - and for some there will be minimal effect because those people are already happily multi skilled and happy to work hours in various depts in order to make money - but what happens now with till staff for example -
Does being "older" and "less fit" qualify for exemption (seemingly not if it requires medical evidence) - shop floor work seems to be more physically demanding - pulling out cages - sometimes very heavy -
Clearly with these new contracts, it's not just a case of "I don't want to work on the floor" - I'll happily sit in my nice comfy (!!!) chair on checkouts!!
Sorry - I'm rambling a bit - but would appreciate any feedback from others (most of whom on here appear to be shop floor workers).
Can only say from my point of view but no if I spend an hour on checkouts that doesn't get done by the next shift there flat out doing the normal which they normally don't finish. I work on bread and cakes and the main problem is the lack of realisation so I'm on a checkout (no problem) but the bread isn't filled it's empty for a few hours when it gets put out the next day customers reject it as it's closer to going out of date so I've then got to reduce it then waste it if it doesn't sell. So to serve a couple of customers on checkouts and have 3* the work to do on my department over the next few days and obviously no assistance to do this.
The relief side of things is built into the shop floor role so if you don't go on a till you gain extra time. There is however no wriggle room, the hours for replenishment are very tight.
Quote from: Rumblerumble on 11-04-22, 02:37PM
Can someone confirm
R.E Core hours. Can these be moved to fit within availability windows, if giving the e week notice
This is what I am thinking. I think the striking thing in this new contractual agreement that many people seem to be missing is this new wording in the brief that basically says something along the lines of all staff will have to fill out a new availability form and must have 1.5x availability.
Essentially Tesco are saying they will try to base you're hours around your core department but if that's not possible they will put them anywhere else around another department and anywhere in your availability window with two weeks notice. So your shifts could and likely will in theory change week to week to suit them.
Specifically the wording of all colleagues must have 1.5x availability from what I gather means that everybody is expected to offer up on their availability form their current core hours plus 50% availability above that.
To give a theoretical example, and to keep things simple, let's say Jenny works Monday to Friday 9-5 on checkouts. She is full time and her contracted hours are 36.5 per week. So going forward under this new contract, Jenny will be required to fill out her new availability which will need to include her core Monday to Friday 9-5 shifts, plus another 50% availability on top of that (so another 18 'ish hours as that is 50% of her 36.5 hour contracted hours). So Jenny would need to put on her availability that she is willing to work maybe say until 9pm instead of 5pm. Under the new contractual agreement Tesco can then schedule Jenny to work within any hours on her new availability window with two weeks notice.
So essentially how I see this new agreement is that this is Tesco basically forcing everybody onto a flexi style contract. I don't agree with it but I guess given the current cost of living crisis they probably consider this as good a time as ever to do this as fewer staff may jump ship right now as they figure most people need all the money they can get right now.
They said in the statement "they would like you to increase your availability, but you don't have to"
Union confirmed no you don't have to .
This is one of main problem in tesco. They too focus on financial report to please the stockholder while got no skill, strategy and ability to compete in retail business, so cutting cost is the easiest way.
Normally in this kind of management, they will cut the cost to the level of it to just enough to run operational in very basic level.
They can't see the elephant in the room such as the system are hungry of resources, without any decent target of effectiveness business wise. Examples like changing plan really often, changing goods without proper study, too rigid on top bottom business strategy, promo price (still call promoting for a product that so popular 100 years old ) and all this strategy from economy book in the 80's.
Switching job in between will make it longer to finished, even it seems like the priority job done well, but the rest will lag behind and will accumulate and create more problem. That mean more resources needed to do the same thing.
But again it is not the top manager concern, as long as their bonus target achieved, meanwhile the mid manager just do whatever to make it looks like they done the job, make some adjustment strategy to justified their salary and bonus, and the lower managers are too stress from the pressure from every corner.
Quote from: lucgeo on 10-04-22, 11:28AM
Quote from: Redone1 on 10-04-22, 10:57AM
Most on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
Is cross contamination not an issue of concern within these stores ???
Definitely a concern for me. I do everything listed in the first quote bar PI, to avoid cross contamination cleaning is the last thing we do. As a result our shop is often left uncleaned. Recently our toilet wasn't cleaned in over 2 months. Now that they've decided that we don't need a night-shift in express I'm moving to evenings where all I'll do is filling and maybe the till once in a while. Our shop takes 80k plus a week so I'm sure it'll be wrecked before the week is over once we switch over.
I work in a smallish, extremely busy store (holiday makers) and cannot believe the shortsighted way of working that has come into play now.
We have one person on S/S with the person in the CSD having to run backwards and forwards to help out with any problems. Two checkouts on reducing to one after 7/8 o'clock. One on bread, one on produce, one on fresh in the morning relying on a shift leader to help out when they're not doing other duties. Grocery have no-one until 5 in the evening and then there's only about four of them on, including a S/L. Managers have their own work to do so don't help out as much as expected.
Deliveries have now increased so are not getting completed and are being left for the next shift. On fresh, there's about 5 hours with no-one there before the next person comes in expected to do the whole department plus reductions and waste at the end of the night. Impossible.
Grocery come straight in to empty shelves and spend a lot of time looking for things for customers that are still in the warehouse because there's been no-one to put them out.
Tesco lose so much in lost sales because of these huge gaps in the day when there are no colleagues on. Milk, bread, alcohol, produce, crisps, sandwiches etc etc are just left to empty. Customers get very angry and take it out on colleagues who are doing their best but are seen as being the problem. Customers demand more staff be brought in as if it's something we can fix and we just have to smile and keep calm.
On top of all this, there are the dreaded checkout calls and calls to clean spillages as there are no cleaning staff on in the afternoons/ evenings. All in all, a very stressful place to be in and a lot expected of a person for the grand wage of £10.10 per hour.
Not £10.10 yet matey, you're giving your pound of flesh to Tesco for the grand sum of 5p above the minimum wage currently.
Should jump ship to Sainsbury's, they pay more and hires cleaners.
Very true :D I think I'm just getting too excited at the prospect of all that money......and having to wait all these months before we actually get it.
But Jason and Emma are still telling us what a great outcome it is for us and how we are so valued, do they really believe that? I really, really wish they would roll their sleeves up and work beside us before they come up with their patronising plans and speeches >:D
Completely agree with that GT.
Do you work in a Superstore? Sounds like you do?
Anyway - not directly linked to the pay award - but tomorrow is the day that Tesco announce their year end results to the stock market - give it a few weeks and we'll find out what bonus the directors get (I'm sure all the targets will be met) - and also the colleague bonus in-store (to managers).
You never know, if things are really good, we might get a bonus too - then everyone will be glowing with happiness over how generous Tesco have been.
In terms of the results surely the implementation of clubcard prices has to increase margins - due to those people (Albeit a small %) who don't have/use/want a clubcard.
Surely, before clubcard prices were widely implemented, these special offers applied to all items that were sold - now, around 85% are at the special price - and 15% of sales are at the inflated "normal" price
Pay award has made morale in my store even more rock bottom. Our stores a joke, nightshift are all waiting and hoping for redundancy since the store manager has run the supposed flagship store of Scotland into the ground. Every night fresh and grocery cages are left by the dozen, day shift are worse than useless and do even less than ever.
It's just pure exploitation, you all need to jump ship to anywhere else. The sooner Tesco dies the better.
Gawd, I know things have gone downhill for just about everyone lately, but Tesco going from one of the best (if not THE best) paid supermarkets, to probably the worst paid, in a few short years ... :-X
And as for our wonderful union ... ugh :-X :-X :-X
Quote from: Twinkletoes on 12-04-22, 06:51PM
Pay award has made morale in my store even more rock bottom. Our stores a joke, nightshift are all waiting and hoping for redundancy since the store manager has run the supposed flagship store of Scotland into the ground. Every night fresh and grocery cages are left by the dozen, day shift are worse than useless and do even less than ever.
:) Hi ******
[admin]Names not permitted on VLH.[/admin]
Our manager has started the 1-1 meetings, but she is telling people not to put any availability outside of their contracted hours as she does not want to lose staff to other departments, if say someone worked 9-6 and they put down they are available from 6am until 8pm, she is worried staff will get pinched by fresh at 6am and she will end up with no staff on her department later in the day.
Our actual store manager has told people to be 100% honest in their availability because if you say you can start at 8am but really can't start until 10am it can be used as an excuse to turn around and say 'we have nothing for you bye'
1.25% bonus incoming. ???
Quote from: kaled78 on 13-04-22, 07:30AM
Our manager has started the 1-1 meetings, but she is telling people not to put any availability outside of their contracted hours as she does not want to lose staff to other departments, if say someone worked 9-6 and they put down they are available from 6am until 8pm, she is worried staff will get pinched by fresh at 6am and she will end up with no staff on her department later in the day.
I thought availability could only be put on one end of your contracted hours eg contracted hours 9-6 availability 9-8 or 6-6. I may be wrong as I've had my hours changed a few times in the past, needs of the business etc.
As for the fantastic pay rise of 5.8% (I think that's correct) with inflation now at 7% and food inflation much higher, the only people happy are the school kids we now employ more and more of. Don't get me wrong, I have absolutely no problem with employing a few youngsters still at school and the ones at my store are brilliant but when they are employed to do contracted shifts but can't as they have exams or study to do, then everybody else is affected.
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
They will run fine while you all are sitting in the offices doing your rotas all day lol.
Quote from: servicegirl on 13-04-22, 12:27PM
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
The gap between "management pay" and "colleague pay" is closing for one reason only - and that is the minimum wage legislation. The only reason that GAs were "rewarded with a 10%+ payrise" (over a period of more than two years and only over 10% if you never worked any Sundays/BHs) was to ensure Tesco maintained the absolute minimum of paying the legal minimum wage.
Currently, and for the next three and a half months, GAs are being paid 5p per hour above the legal minimum wage (for over 23 year olds). I haven't yet had confirmation of the 1.25% bonus - but it's clearly another "one off" - and might act as another sap to GAs whose contracts will soon be ripped up and replaced by - in some circumstances - much less beneficial contracts - but at the same time benefitting Tesco.
I have no qualms about managers and how much they get paid - but ultimately, Tesco and all other employers have an element of discretion over what salaries to offer any employee (whose salary grade is comfortably above the min wage) - as an example, if managers are currently paid £20 per hour then Tesco (or any other employer) could freeze or even cut that wage for the next five years - it then becomes a case of supply or demand - if individuals were not happy about this, as far as Tesco are concerned, then they could just resign and find another job elsewhere.
With GAs Tesco have been FORCED to keep increasing the payrate to be legal. But even then, GAs hourly rate has not increased by the same rate as the NLW over the last seven years or so.
From memory, the National Living Wage has increased by 41% over seven years, compared to Tesco GA rate increasing by around 29%.
???
Quote from: servicegirl on 13-04-22, 12:27PM
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
Consider a career change then! Retail management- not worth the paper it's written on haha
Note to management colleagues- there are plenty of jobs out there in this current jobs market. Retail notoriously pays poorly if you ain't happy go elsewhere.
Quote from: servicegirl on 13-04-22, 12:27PM
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
I really hope you are being sarcastic when you say ' a few years ago staff bonuses stopped and they were REWARDED with over 10% pay rise over 18 months.' If not, you appear to be one of these out-of-touch managers who think that they are more important than the GAs who work with them. That was because of the rise to the minimum wage and Tesco had to keep up with that but in typical Tesco fashion they dress it up and make it appear as if we're getting a fantastic deal.
We were told that giving up our bonus was something we had asked for errr I don't think so, we had asked for a better rate of pay. Every time we get a 'pay rise' we lose something in return. Now we are just above the minimum wage but how lucky are we to work for a company that values us so much.
As for managers wages, I'm sorry but you must have seen the way the company has been treating GAs for years and possibly thought that managers would be different. Well now you're finding out that you're just a number to them as well and if they can push you out of the company, well and good. They only want shift leaders to do the job as they are so much cheaper than managers.
By the way, I think we are all being let down by Tesco, managers and GAs. I wonder if you actually said anything when we were being presented with our '10% pay rise' and our bonuses taken away but retained by salaried staff. Did you think this was unfair?
CA's have no incentive to sweat for Tesco, they are paid 5p above the minimum wage with no other benefits apart from 10% discount (which every competitor offers) and Sunday premo (soon to be stopped) even managers don't have it that good, they are paid less than what many graduate schemes offer for 1,000 times more stress and rubbish. Even the Area Manager role is being eroded away for how good it is (they've had to cut away people partners and replace them with a nok-managerial role to save money). The aim of Tescos game has always been to cut as humanly possible from the bottom line workers to spread the wealth to a top few.
In my non-managerial role I'm paid more than an Area Manager and have 10,000 x less responsibilities and stress with better benefits, it says it all really.
Quote from: servicegirl on 13-04-22, 12:27PM
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
On the flip side...years ago GA's didn't get any bonus...managers did, and their job role and head count was a lot smaller then!
Some managers work harder than others...some have bigger depts and head count than others, checkouts and produce aren't comparable, but both managers still on the same bonus %.
The buck stops with your store manager, their bonus is a lot higher % rate, based on store performance of the big 6, which you've all worked your butts off to achieve! While team managers accept the culture of greedy, money grabbing SMs, who will walk all over their management team, bully them into working longer hours unpaid, and regularly throw them under the bus when rules are broken under their instructions, to then plead ignorance when found out, nothing will change!!
The whole system of having the SM score the managers reviews is flawed...any team manager who dare challenge an SM is marked down! Managers should stop back stabbing each other and join forces to stand up for each other, but nay that'll never happen, you'll always get the shallow and weak smiling assassins :-X :-X
In convenience, all in-store roles are c**p, even the SMs don't want their job, apart from lead managers (which should and is being removed from structure) the only mateyboy jobs left are Superstore Store Manager and Store Director and the head office jobs.
Area Managers are soon to have the screws put to them in terms of stripping benefits and salary.
I like how someone said "managers on £20 an hour"
That would be the dream.
The truth is, a lot of managers are on between £12-£14 p/h. Managers will see a small % of a pay rise. Tesco will hope that it will in-courage some to take the step down to shift leader, now £11.96 an hour. The company are actually offering a buyout/protected pay for both team and lead managers who step down, for manager "forced" to move stores, they will pay your travel expenses.
No matter what post you hold, manager or GA, you will ultimately get screwed over by Tesco.
The average Express Store Manager salary is apparently just shy of £35k a year, £35k a year is about £18-£19 an hour if they just did their contracted hours every week, saying that a sizeable number of low category SMs and placement SMs are on £26-£29k a year which is about £14-£15 an hour.
Saying that though there are cases of SMs being pressured to work 100 hour+ weeks with no overtime under the threat of being sacked via SYP.
It's not worth the stress and hassle anymore of being a manager.
The best thing to do in the current job market is leave and find something better.
It really is as simple as that.
Quote from: Davethebave on 13-04-22, 02:11PM
I like how someone said "managers on £20 an hour"
That would be the dream.
The truth is, a lot of managers are on between £12-£14 p/h. Managers will see a small % of a pay rise. Tesco will hope that it will in-courage some to take the step down to shift leader, now £11.96 an hour. The company are actually offering a buyout/protected pay for both team and lead managers who step down, for manager "forced" to move stores, they will pay your travel expenses.
No matter what post you hold, manager or GA, you will ultimately get screwed over by Tesco.
I only used £20 an hour as a "figure plucked out of the air" to demonstrate the reason that Tesco are not FORCED to increase pay at this "level" - whereas because of the poor wage deals for GAs just prior to the NLW being introduced, Tesco have been FORCED to increase GA pay by what seems like huge % in order to stay legal - whatever the actual hourly rate of pay is for managers, it is significantly above the NLW - therefore Tesco have full autonomy over what they pay managers (Supply/Demand etc) rather than the situation with B/C grade jobs which over the last few years have been eroded down towards NLW levels.
But the bottom line still remains, even when being FORCED to increase GA pay, Tesco still find a way around it - i.e. cutting other benefits/changing our contracts/delaying pay increases.
To be honest, in order to remain legal, Tesco could carry on paying GAs £9.55 an hour all the way to next March - it would only be from 1st April 2023 (when NLW is expected to be £10+ an hour) that Tesco would then be forced to increase that level.
But across all industries, it is a fact of the NLW that the gap between "the bottom" and "middle management" (for want of a better phrase) is closing fast - because the NLW wage level increases by around 4%+ a year and most "normal pay increases" (certainly over the last 5 years or so) have been around 2%.
Never said it was unfair that the staff got 10% rise few years ago my post was about how unfairly managers pay rises have been in comparison. Will await news on our measly rise if anything. And as for sitting doing Rotas in an office that is part of our role in making sure departments are scheduled and we request hours to plan in over shortages on departments. That is one small part of the role and managers roles are so much more than this like I said staff don't see half of what we do!
Quote from: NightAndDay on 13-04-22, 01:50PM
CA's have no incentive to sweat for Tesco, they are paid 5p above the minimum wage with no other benefits apart from 10% discount (which every competitor offers) and Sunday premo (soon to be stopped) even managers don't have it that good, they are paid less than what many graduate schemes offer for 1,000 times more stress and rubbish. Even the Area Manager role is being eroded away for how good it is (they've had to cut away people partners and replace them with a nok-managerial role to save money). The aim of Tescos game has always been to cut as humanly possible from the bottom line workers to spread the wealth to a top few.
In my non-managerial role I'm paid more than an Area Manager and have 10,000 x less responsibilities and stress with better benefits, it says it all really.
:thumbup:
Quote from: Hammer10 on 13-04-22, 12:43PM
They will run fine while you all are sitting in the offices doing your rotas all day lol.
Quote from: servicegirl on 13-04-22, 12:27PM
So I'm a team manager and we are getting 4.5% bonus and staff are getting 1.25% bonus.. so a few years ago staff bonuses stopped and they were rewarded with over 10% pay rise over 18 months.. as a manager we got about 2% if that! When is the company going to recognise manager pay and give us a decent increase too. Soon the Staff will overtake us!! Talk is we are getting jack s*** this year?!!!!! 😡😡😡 Believe it or not a lot of managers work bloody hard and have so much to do behind the scenes that staff don't see. New management structure means our headcount of staff has increased and roles changing. We are still missing a shift leader in store and so managers are still picking up on average duty shifts of up to 10 hours a week but still expected to manage and be accountable for a large area as well as support the store daily. Any other managers feel like this?! We should strike if we get no pay increase!!! See how the bloody stores run then!
you forget that currantly GA s are just 5p over the NMW per hour and the 2 year deal was 10 % over 2 years with cut premiums prior to the axing of the sunday premium from double time ot eventualy time and qtr i am just £75 per month better off so the 10% going back to these times equates to .5%, so GA s aren ot better off.
Quote from: servicegirl on 13-04-22, 04:27PM
Never said it was unfair that the staff got 10% rise few years ago my post was about how unfairly managers pay rises have been in comparison. Will await news on our measly rise if anything. And as for sitting doing Rotas in an office that is part of our role in making sure departments are scheduled and we request hours to plan in over shortages on departments. That is one small part of the role and managers roles are so much more than this like I said staff don't see half of what we do!
That's because you spend half your time sitting in a nice comfy office. And the other half on an extended tea break. Meanwhile the CA's are run ragged trying fill their departments, support Dot Comedy and Checkouts, tip and fill wagons etc.
Your bloody lucky you've still got a job. Even the clowns at head office are starting to realise that a lot of the managers are dead weight. Eventually, there will a few senior posts like SM, TM etc, and everything else will be done by, "Team Support" for a fraction of manager's wages.
So dry your eyes, and enjoy the good times while they last. Because it's all downhill from here... ;)
Quote from: Twinkletoes on 12-04-22, 06:51PM
Pay award has made morale in my store even more rock bottom. Our stores a joke, nightshift are all waiting and hoping for redundancy since the store manager has run the supposed flagship store of Scotland into the ground. Every night fresh and grocery cages are left by the dozen, day shift are worse than useless and do even less than ever.
Of course they are; if they were willing and able to do real work, they wouldn't have gone on night shift to begin with. They're not going to switch from their nice cushy night shifts to actually grafting on twilight or Days.
Not that Days will notice much difference, since we end up having to deal with all the stock night's couldn't be bothered working. Bringing in the deliveries in the morning just cuts out the middleman.
I love how these message boards are always CAs complaining about poor pay rises and benefit deals and then when managers get worse deals they are like "well that's what you get for being a manager".
Most the managers in our store work harder than most the CAs, I do feel for them as they try their best against the tough constraints Tesco puts them under. And then get vilified in posts on here for actually doing their job and not being a glorified CA for 9hrs a day.
I havent seen a post on here about what the manager pay rise will be this year so I am guessing it isn't released yet but if it isnt similar to our payrise then I do feel for the hardworking managers.
I'm not a manager and have no idea how their payrise works, but I thought I read somewhere that a managers payrise is linked to their performance.....something like 0 for red ( assuming they don't get demoted or sacked)...maybe 1% for Amber 2% for green and maybe 4% for blue. I might be making that up though. However, one thing I'm fairly certain about is I would be shocked if it matched the GA % increase......but they are due a bonus probably around 4.5% based on last 12 months
Performance is a factor, but even red rated managers get a pay rise due to inflation, there has to be some incentive to get ahead in Tesco otherwise nobody will want to be promoted.
Managers pay rise will come down for briefings from 9th may, however it won't be a flat % increase.
It will be individual to each manager depending on where they are on the pay banding and what they were given in their EoY review.
2 managers could both have got a Met Met but end up with totally different % increases depending on what they currently earn.
In effect the less you earn as a manager the higher the % increase.
And zewro chance of getting anything near inflation or 5%. Seeing as not a single line manager is an exceed ( how can you possibly exceed in this company)
The past 2 years as a long established manager in the middle of my pay band for my role l have received 2.5% salary increase each year, broadly in line with colleague wage rise. I now have a head count of 40 colleagues recruitment & retention of colleagues is a ongoing issue in my store.
The company needs to recognise Team Managers as in our group retention of managers is a big problem, not only for Tesco but for all retailers looking at job vacancies on recruitment Web sites.
Yes a 4.5% bonus is very welcome, but it doesn't make up for all the unpaid hours l am expected
to do. My store is regularly unable to spend 200 hours a week, which has a massive effect on morale across the store. Colleagues on checkouts instead of filling, managers filling & unloading deliveries due to staff absence. Yet the SD says we have enough colleagues to fill the available hours. He doesn't understand that not every colleague on a 7.5 hour flexible contract doesn't want 30+ hours a of overtime each week.
All l ask is for a comparable wage rise to colleagues and the time to do the job l am managed on delivering.
If team & store managers across the country reported back to their superiors that all of the work that is expected to be done can't be done properly with the staff/hours available to them then something may eventually get done about it.
Instead, we have these parades where the regional bosses turn up to stores and the in store management kiss their a***s and pretend that the store is all nice and that they're doing a really great job. This is because the management are too scared to jeopardize their wonderful Tesco management careers by speaking up and telling the truth. Then management turn around afterwards and complain that they havn't got enough hours. We all know that there aren't enough hours. Nothing will change whilst managers don't have the guts to talk back to their superiors.
Everyone just plays the game like it's always been and then moans afterwards. It's just the way it is. If people don't like the game then they have the option to find employment elsewhere.
THIS THIS THIS!!!
I am a team manager. I regularly have feedback that my what is exceed but my how is not good because I challenge the status quo and say it as it is.
I tell my sm regular that he is delusional (politely) and he needs to understand with hours morale and circumstances some jobs aren't getting done ... simple ...
I get told regularly to scrap reviews/arns/ or training because the sd has turned up.... I refuse to reschedule it or abandon it because some high ivory tower pr*t has turned up.
I was training a new starter recently and sd shown up " need you to RUMBLE NOW " .... "NO I am training my new guy .... shop is what it is so tough maybe the sd needs to see that"
I was told once to hide all c**p in warehouse by lead and sm.... I point blank refused that also.... sd said he wasn't happy with warehouse.... well that's how it normally looks !!!
Needless to say my spineless store manager and leads just play that game gloss over cracks so tjey can keep their jobs.... Tesco is very toxic of this and highlighting addressing this toxicity has lead me to leave management in coming months ( finishing training for new job).
I think I am a rare breed ... and ALL the c.a tell me so .... "never see other managers..... your only manager who works etc....." and its true ...
From top to bottom they do the bare minimum... polish and hide cracks when sd shows up ...
And just "play that game" ....
I love my team and what I achieve .... but I hate the whole management culture ....
I have exceeded in every measure for years but as I refuse to play the politics and I directly challenge other managers for doing sweet f.a. I am punished.....
Glad I am escaping but genuinely feel for my team/colleagues that I will no longer be able to help.
[mod]Please do not quote immediately prior post(s).[/mod]
If anyone wants a management job outside of Retail, the expectations are very different, forecating of work, using various management tools to organise implementations, lots of meetings with consultants over side effects analysis, there's none of this "you have to be nasty to be a good manager" rubbish, real manager's capabilities are measured by their professionalism and technical and organisational skills.
In my white collar profession, we've found by and large that Retail Area managers and Retail Managers generally don't have the behaviours or the technical knowledge of management tools and processes to hold management jobs in the office.
The Area managers and SD really are just stuck in Retail, they'd have to be lucky to escape it. And it's precisely because of this that they shouldn't be considered managers or directors and they deserve no more respect than anyone else, nobody should bend the knee for anyone in Retail.
Quote from: servicegirl on 13-04-22, 04:27PM
Never said it was unfair that the staff got 10% rise few years ago my post was about how unfairly managers pay rises have been in comparison. Will await news on our measly rise if anything. And as for sitting doing Rotas in an office that is part of our role in making sure departments are scheduled and we request hours to plan in over shortages on departments. That is one small part of the role and managers roles are so much more than this like I said staff don't see half of what we do!
Of course you work very hard, poor management being so hard done by. But of course management still get their bonus as long as they hit the stipulated targets where as GA's have lost their yearly shares bonus 3% so no matter what increase they get yearly they will always be at a loss. Keep up the hard work doing the rota's whilst everyone else does the hard graft.
Quote from: Batmanjo on 14-04-22, 12:36PM
Quote from: servicegirl on 13-04-22, 04:27PM
Never said it was unfair that the staff got 10% rise few years ago my post was about how unfairly managers pay rises have been in comparison. Will await news on our measly rise if anything. And as for sitting doing Rotas in an office that is part of our role in making sure departments are scheduled and we request hours to plan in over shortages on departments. That is one small part of the role and managers roles are so much more than this like I said staff don't see half of what we do!
Of course you work very hard, poor management being so hard done by. But of course management still get their bonus as long as they hit the stipulated targets where as GA's have lost their yearly shares bonus 3% so no matter what increase they get yearly they will always be at a loss. Keep up the hard work doing the rota's whilst everyone else does the hard graft.
This is quite vile to read. I'm a GA and we have our fair share of useless managers in our store. But there's a few that work their arse off, staying well over their time, coming in unpaid on days where their department is short. Very disgusting grouping all managers together based on your own personal experiences.
It's the cronyism at the top that has instilled this us vs them mentality between cas and managers, we're all just trying to make something of ourselves, the directors, C-suite and the board have got you exactly where tbey want you, oppressed and living in fear, remember, if Tesco could pay you less they would, they have paid less than the minimum wage before and will do so again, feigning a "technical issue" as justification.
When a crab is about to escape the bucket they're in, the other crabs try to drag them back down, this is exactly what they wanted to instill in all of you, their aims are nefarious, they want the UK to be so dependent on them that they would in effect be above the law by virtue of economic dependence. At which point, the CEO will have no problem not paying anyone and shooting people as a performance incentive.
Being a manager at Tesco is not a good job (unless you're a senior lead manager or superstore store manager and above). CAs shouldn't aspire to be one and they should not hold a grudge towards anyone holding the position.
Quote from: BarryZola on 14-04-22, 08:12AM
If team & store managers across the country reported back to their superiors that all of the work that is expected to be done can't be done properly with the staff/hours available to them then something may eventually get done about it.
Instead, we have these parades where the regional bosses turn up to stores and the in store management kiss their a***s and pretend that the store is all nice and that they're doing a really great job. This is because the management are too scared to jeopardize their wonderful Tesco management careers by speaking up and telling the truth. Then management turn around afterwards and complain that they havn't got enough hours. We all know that there aren't enough hours. Nothing will change whilst managers don't have the guts to talk back to their superiors.
Everyone just plays the game like it's always been and then moans afterwards. It's just the way it is. If people don't like the game then they have the option to find employment elsewhere.
nail on head :thumbup:
Quote from: Mangomuncher on 14-04-22, 09:30AM
THIS THIS THIS!!!
I am a team manager. I regularly have feedback that my what is exceed but my how is not good because I challenge the status quo and say it as it is.
I tell my sm regular that he is delusional (politely) and he needs to understand with hours morale and circumstances some jobs aren't getting done ... simple ...
I get told regularly to scrap reviews/arns/ or training because the sd has turned up.... I refuse to reschedule it or abandon it because some high ivory tower pr*t has turned up.
I was training a new starter recently and sd shown up " need you to RUMBLE NOW " .... "NO I am training my new guy .... shop is what it is so tough maybe the sd needs to see that"
I was told once to hide all c**p in warehouse by lead and sm.... I point blank refused that also.... sd said he wasn't happy with warehouse.... well that's how it normally looks !!!
Needless to say my spineless store manager and leads just play that game gloss over cracks so tjey can keep their jobs.... Tesco is very toxic of this and highlighting addressing this toxicity has lead me to leave management in coming months ( finishing training for new job).
I think I am a rare breed ... and ALL the c.a tell me so .... "never see other managers..... your only manager who works etc....." and its true ...
From top to bottom they do the bare minimum... polish and hide cracks when sd shows up ...
And just "play that game" ....
I love my team and what I achieve .... but I hate the whole management culture ....
I have exceeded in every measure for years but as I refuse to play the politics and I directly challenge other managers for doing sweet f.a. I am punished.....
Glad I am escaping but genuinely feel for my team/colleagues that I will no longer be able to help.
Please do not quote immediately prior post(s).
i agree mate. it's mainly the senior team manager and sm that lick sd's arse. they are frightened to death of thier superiors and don't want to lose their bonuses. i've said for years these ivory towers arseholes should turn up unannounced!
Quote from: BarryZola on 14-04-22, 08:12AM
If team & store managers across the country reported back to their superiors that all of the work that is expected to be done can't be done properly with the staff/hours available to them then something may eventually get done about it.
Instead, we have these parades where the regional bosses turn up to stores and the in store management kiss their a***s and pretend that the store is all nice and that they're doing a really great job. This is because the management are too scared to jeopardize their wonderful Tesco management careers by speaking up and telling the truth. Then management turn around afterwards and complain that they havn't got enough hours. We all know that there aren't enough hours. Nothing will change whilst managers don't have the guts to talk back to their superiors.
Everyone just plays the game like it's always been and then moans afterwards. It's just the way it is. If people don't like the game then they have the option to find employment elsewhere.
Plenty have done and its got them nowhere, well apart from most cases a one way ticket out the door. Some of the common replies from those above store level "other people can do it so why not you" "I did it 20 years ago in a superstore so do not tell me you cannot do it in an express" "This will come up on your next review, you are showing an incorrect attitude" "Either do the job or I will find someone else to do it" etc etc.
Quote from: Pmjd84 on 14-04-22, 02:52PM
Quote from: Batmanjo on 14-04-22, 12:36PM
Quote from: servicegirl on 13-04-22, 04:27PM
Never said it was unfair that the staff got 10% rise few years ago my post was about how unfairly managers pay rises have been in comparison. Will await news on our measly rise if anything. And as for sitting doing Rotas in an office that is part of our role in making sure departments are scheduled and we request hours to plan in over shortages on departments. That is one small part of the role and managers roles are so much more than this like I said staff don%u2019t see half of what we do!
Of course you work very hard, poor management being so hard done by. But of course management still get their bonus as long as they hit the stipulated targets where as GA's have lost their yearly shares bonus 3% so no matter what increase they get yearly they will always be at a loss. Keep up the hard work doing the rota's whilst everyone else does the hard graft.
This is quite vile to read. I%u2019m a GA and we have our fair share of useless managers in our store. But there%u2019s a few that work their arse off, staying well over their time, coming in unpaid on days where their department is short. Very disgusting grouping all managers together based on your own personal experiences.
more fool them who come in to work for no pay. they're their own worst enemy. tosco love these mugs
All they have done is give back the money they took off the drivers 4 years ago so thank you tesco.
Green on everything except would colleague's recommend as a good place to work which will remain red tesco, are you listening.
Quote from: NightAndDay on 14-04-22, 02:56PM
It's the cronyism at the top that has instilled this us vs them mentality between cas and managers, we're all just trying to make something of ourselves, the directors, C-suite and the board have got you exactly where tbey want you, oppressed and living in fear, remember, if Tesco could pay you less they would, they have paid less than the minimum wage before and will do so again, feigning a "technical issue" as justification.
When a crab is about to escape the bucket they're in, the other crabs try to drag them back down, this is exactly what they wanted to instill in all of you, their aims are nefarious, they want the UK to be so dependent on them that they would in effect be above the law by virtue of economic dependence. At which point, the CEO will have no problem not paying anyone and shooting people as a performance incentive.
Being a manager at Tesco is not a good job (unless you're a senior lead manager or superstore store manager and above). CAs shouldn't aspire to be one and they should not hold a grudge towards anyone holding the position.
I disagree, CAs should aspire to be managers, that's the only way the company will change. I worked up from CA right to senior management. I couldn't care about what my SM or SD have to think, for me colleagues come first and the business 2nd. My shop won't fall down if I give support to the people who actually need it, be it time off at Xmas or a last minute holiday on a 5 star weekend. The investment in people is what makes my shop actually a decent place to work. Sadly, there are more bad managers than good, but equally lots of CAs who go above and beyond and plenty that don't. I would have liked CAs to get a much bigger pay rise because the majority of them work very hard and deserve it
Times have changed, being a manager or a CA before 2014 was a whole lot better, my point about CAs not progressing into managers is that over the past decade, the pay reviews have stripped a lot of the pay differences between non-managerial and managerial roles, A full time CA working sundays would be on near enough £21k a year after this pay review. A Team Manager can be paid as low as £24k a year these days (though they do get a bonus). To an ordinary outsider, the additional responsibilities and expectations of working beyond your contracted hours unpaid isn't worth £3k a year more and possibly a small bonus.
^ especially when you factor in the tax and (now increased) NI implications (which also apply to any bonus payments for all), in terms of net pay many are starting to think it simply isn't worth the additional hassle to progress into management.
[mod]Please do not quote immediately prior post(s).[/mod]
You may well be right about not going into mm if you can survive on ga pay or find a better paid job you are better to go in that direction, esp on nights , nights mm and team support who do extra hours without extra pay are likely to be on less than ga.
Does anybody know why distribution are getting 3.15% bonus aren't they under Usdaw like us seems unfair.
Distribution have their own separate agreement - hence why their pay deal (agreed after the threat to strike over Christmas) was significantly better than GAs in shops.
https://www.reuters.com/business/retail-consumer/britains-tesco-agrees-new-pay-offer-avert-distribution-workers-strike-2021-12-14/#:~:text=L)%20has%20averted%20strike%20action,%2C%22%20a%20Tesco%20spokesperson%20said.
But I'm sure I read that the new deal was even better than reported in the press due to other items such as paid breaks? But I might have been wrong on that point.
Distribution doing us a favour bumping up their wages more compo when we win the court case .
Redundancy + Equal Pay Settlement = :)
Had our manager today waffling on about the new terms and conditions we are expected to sign up to in October i believe.
Do we actually have a choice here with this?
Or should I start looking for something else?
Look for something else. Serve, pick and fill...or leave
Times change and the business needs to adapt with it. If you step into a Aldi or Lidl colleagues do pretty much every role - its only right Tesco employees do the same if we are to remain profitable.
With costs of living soaring it's likely volumes of stock being sold will start to drop as customers cut back. As a result many depts will have too many colleagues at times, whilst other areas may be struggling.
From a economics point of view it cant be right to have for example 3 colleagues in on produce with only 2 stacks of backstock who refuse to support checkouts or help out on other areas in the store because "we only work produce". Likewise you don't need bums on seats at tills if customer volume isn't there so why not utilise that resource across the shop.
Yes change can be scary but by introducing a variety of tasks to colleagues everyday will be different and your retail knowledge will increase.
New terms and conditions also state that minimum contracts should be 16+ hours. If it suits someone to have lower hours that's fine but if the store is under hours and would normally recruit they should first look at existing colleagues who want more hours. This does however mean the new hours will be where the store needs them so it might be that Adam on fresh can get an extra shift but it's at PFS. It does not mean that Adam wants more hours and will get them within fresh if fresh is fully covered.
The new way of dishing out overtime is part of this too. On day one all flexi colleagues will get first pick of the overtime within ares where they are trained. On day two it's open to fixed hours colleagues.
Someone has said that now is the time to think about what is most important to you. Is it the job you do or the hours you work. If both work out for the individual then great but for many this may not be the case.
I'm pretty sure if you work in a few departments you will get sweet fa support to do your job.Thats why no gives a f@&k anymore and this will keep that feeling.If there's one thing this company certainly isn't in tune with is how we think.As for the work where your hours fit pretty sure you still have primary departments to work on so if a manager thinks different get your facts and challenge them,we don't come to work to feel threatened do we.
Wonder how the new Performance tool will work with this new multi dept working arrangements?
There is no support, common practice in SS is that the TM is supposed to pressure the CAs into staying after hours unpaid until everything is done even with short staffing. Tesco knows they can get away with these practices of essentially paying below minimum wage because they can just sit on the government if they try to enforce the law.
Quote from: londoner83 on 21-04-22, 08:58AM
Times change and the business needs to adapt with it. If you step into a Aldi or Lidl colleagues do pretty much every role - its only right Tesco employees do the same if we are to remain profitable.
With costs of living soaring it's likely volumes of stock being sold will start to drop as customers cut back. As a result many depts will have too many colleagues at times, whilst other areas may be struggling.
From a economics point of view it cant be right to have for example 3 colleagues in on produce with only 2 stacks of backstock who refuse to support checkouts or help out on other areas in the store because "we only work produce". Likewise you don't need bums on seats at tills if customer volume isn't there so why not utilise that resource across the shop.
Yes change can be scary but by introducing a variety of tasks to colleagues everyday will be different and your retail knowledge will increase.
All you need to know is that this idea originated in head office. By definition, it is a bad idea and will not work.
[gmod]Edited to remove aggressive insult.[/gmod]
Pre 2005 stands
With regards to till training you can be asked to multi skill on self serve or SAYS (instead of a mainbank till). Neither of these existed in 2005 so I doubt very much the 2005 agreement could be used to stop you being trained in these areas.
Also the way the stores are going, SAYS and self serve are going to become the more prominent.
Main bank will be replaced with these stations. A few manual will remain in situ for customers who are unable or unwilling to use the stations. The main banks will be manned by colleagues with mobility issues, or are not able to multi skill on other depts.
It's the way things are going now, so the 2005 agreement will eventually become obsolete.
Quote from: NightAndDay on 21-04-22, 02:19PM
There is no support, common practice in SS is that the TM is supposed to pressure the CAs into staying after hours unpaid until everything is done even with short staffing. Tesco knows they can get away with these practices of essentially paying below minimum wage because they can just sit on the government if they try to enforce the law.
As someone who has never worked in large format stores and has left the company a very long time ago I think you need to stop making sweeping statements like this.
You clock in and out and you are paid. You stay past your time and it comes up on exceptions. All stores are heavily managed on exceptions and manager are challenged. This is a huge thing now and it has been for a while. As you no longer work for the company you won't know this.
I have a friend of over 20 years standing. She has the same job as me but in Asda. She tells me bits and I tell her bits and it seems about the same for the both of us. However I can only comment on what I have heard second hand from her perspective. For me my experience is first hand.
Self scan tills were launched in 2003.
Security won't be doing anything except security if they take us off it means no security come help yourself and they can't go all agency as if they do it's against the law to say your job is gone and then give it to somebody else it would be making us redundant yes please
Quote from: spike_pkh on 13-04-22, 09:01PM
I love how these message boards are always CAs complaining about poor pay rises and benefit deals and then when managers get worse deals they are like "well that's what you get for being a manager".
Most the managers in our store work harder than most the CAs, I do feel for them as they try their best against the tough constraints Tesco puts them under. And then get vilified in posts on here for actually doing their job and not being a glorified CA for 9hrs a day.
I havent seen a post on here about what the manager pay rise will be this year so I am guessing it isn't released yet but if it isnt similar to our payrise then I do feel for the hardworking managers.
What, all three of them? :D ;D
But thats because the managers are not getting ca,s working hard enough or trained them enough,i work in a store were fresh gap scan is pointless unless the dept manager covers for holidays,hes the only one who looks for gaps ,talk about paying the ca,s for nothing,mind you its only grocery stock control in our shop that does the job properly
Given the way things are going we might as well just hand control of the shop over to the customers ;D.
I see it's come down this morning they are going to "simplify" some of the routines on stock control *again*-rip as many hours as you like off the heat map... if they weren't so hell bent on cost cutting to give someone £4.74 million they might actually give those of us a chance on the shop floor to correct stock levels etc.
Then they wouldn't lose so much come stock take and even be able to pay us a bit more per hour!!!
Just been briefed on it no redundancy on the table,make meaningful shifts for stock controllers what ever that means.The place is a complete and utter joke.The last bit of caring about my job has well and truly gone.
Was it your store or official HO brief that stated "no redundancy" ???
The amount of times our Store Manager told affected colleagues "no redundancy"...merchers, TL's, stockies, counters etc. Many believed the little liar, panicked and agreed to dropping hours, changing shifts, only to find later on that redundancy was an option after all!
Also beware of the self appointed dept mouthpiece, think they're mates with the seniors, who gormlessly relate the "just between us" half truths, back to the dept!
Official brief.Just read it through.i'm trying to picture what a meaningful shift will look like what a joke.
Meaningful shifts means on days when you only have a fresh longlife scan to complete (1hr) and DSS (5 mins) no one will actually come in for a ridiculously short shift. So you will have to create 4 hour shifts.....meaning if a member of your PR team then leaves you will be over hours so can't actually back fill them.
I mean with the huge focus on PR why not rebalance stock control hours to allow stores to deliver that part of the job by giving the resources they need.
Who is actually going to care anymore the damage was done 3 odd years ago......my manager reckons we can help with PVing and merchandising and any other c**p that needs doing.Just a p**s take offer redundancy and you can fill your pathetic little shifts.
If stock control help with pv then pi won't have enough work! All pi do in my store is generally fill overnight!
PI is more than likely next dept to get restructured......
That wouldn't surprise me at all Londoner given the new changes they've implemented and made it harder to do the job properly, in the hours "allowed".
Seems to be their MO. Introduce a change to make it "simpler" (just admit it's a cost cutting exercise to boost profits over people!) to the point it's run into the ground and then decimate it as much as possible, without offering redundancy ???.
Just as long as its a meaningful shift ;)
We trialled gap scan 3 times a week in our store a few years ago, massive failure, availability drop big time. All these changes are just HO trying to justify there job, so this is what they came up with.
Just on point here...there can be no stand alone shifts of less than 3.5 hours!
Good luck to you all, absolutely shafted in my honest opinion!! It's exactly 3 years this month, since the stockies were made redundant, and you're here again!! Those left who took reduced hours, with a 2 year protected pay, are down on hours, down on pay, and now they've got you in there sights again?! :-X :-X
I work in an extra and the grocery and GM stock teams are tiny compared to the fresh stock team which has about 8 people. So I wonder what will happen there. I guess they will have to move some around and have those on more contracted hours do stuff like date scans etc and perhaps off load those on fewer contracted hours to other departments.
we have a few women who come in 6am-9am 3 hour shift,no break all been with the company years on old fixed contracts,it will be intresting to see what they do with them,as a couple look after their grandchildren during the day
Edit to my above post...3 hours not 3.5 for a stand alone shift :-X
When new contracts go live in October minimum shift lengths will be 3.75 hours.
I'm going to guess this will be dealt with like when Frog came in and anyone on less than 3.75 will have to increase shift length/contracted hours.
Minimum shifts do stand but with the new contracts and skills people can work in more than one area. We do that already in my store, we have a list of people who work in different area but they are contracted to the area they do the most hours in.
For example, cash office lost hours so someone does three hours in cash office and res5 of shift on checkouts. No point in PI shift Sunday morning as only about 12 SEL's come down so we have one colleague who does PI then a bit of stock control and finishes shift on freezers.
It's a lot of frog work for managers but it has kept valued colleagues in store and has enabled them to keep hours. As a store, because we have done this for years we have a team of colleagues who can and do work in different areas. The feedback is the day goes so quick as the job is interesting. This is the way things will go with Extra Hours Market. If a task takes two hours it won't mean a shift for two hours it will mean colleague will do more than one task and work in different areas. You also get to see how the other half live.
Have a thought for maintenance guys, some of us ( not all by any means though ) are highly qualified time served engineers who have no premium for Sunday, Bank Holidays, etc. I personally am currently being paid well below national average for my skill set and we've just had an insulting 2.75% . We are thin on the ground, in February we got told we were under consultation, then 2 hrs later told we weren't. 30 days after that we all got new job titles with no notice.
Constant restructuring have left the stores in an appalling condition.
If I could sit down with the Board of directors for an hour I could reduce maintenance costs substantially and improve performance whilst allowing a decent pay rise.
The company has lost its way, they are too far removed from both the customer and the staff.
Quote from: Sherwoodforest on 23-05-22, 09:26PM
But thats because the managers are not getting ca,s working hard enough or trained them enough,i work in a store were fresh gap scan is pointless unless the dept manager covers for holidays,hes the only one who looks for gaps ,talk about paying the ca,s for nothing,mind you its only grocery stock control in our shop that does the job properly
I do more work in a day than any manager does in a week.
Or two weeks if we're talking about head office staff. 8-)
Quote from: Angry tech on 26-05-22, 04:24PM
Have a thought for maintenance guys, some of us ( not all by any means though ) are highly qualified time served engineers who have no premium for Sunday, Bank Holidays, etc. I personally am currently being paid well below national average for my skill set and we've just had an insulting 2.75% . We are thin on the ground, in February we got told we were under consultation, then 2 hrs later told we weren't. 30 days after that we all got new job titles with no notice.
Constant restructuring have left the stores in an appalling condition.
If I could sit down with the Board of directors for an hour I could reduce maintenance costs substantially and improve performance whilst allowing a decent pay rise.
The company has lost its way, they are too far removed from both the customer and the staff.
I've never understood why the maintenance teams stay now?? Long ago the teams were afforded a lot of respect, they were good at their jobs, but as with everything else, the budgets were cut, they weren't getting the support or budget for the jobs required. Every store had at least one full time maintenance colleague...then it went to covering another store with a few days in each!
I recall one new maintenance guy starting at our store, he was brilliant at his job, approachable and could turn his hand to almost anything, but after a few months he left as he tired of the constant struggle to get basic tools for the jobs needed, the ever increasing list of small petty maintenance jobs being piled on him, and the lack of respect shown by managers constantly badgering him, as to his breaks and availability!!
I'm sure our maintenance guy covers loads of store as hardly ever seem him, like once every few months if that, used to have in based in store, was always busy fixing things. Now those things are just broken
Maintenance ;D
Some of the store techs in my group have 4 superstores and half a dozen express stores, I'm a service team colleague and they keep outsourcing our work to contractors. I would help with whatever I could , but the computer says NO! They have spent millions on an outsourced operating centre to stop engineers cherry picking their jobs
. Here's an idea! Why don't you deal with the slackers and pay enough to recruit people who care
I know store techs who are run ragged, I also know techs who have done nothing for months. Whichever store phones them, they claim to be at another store.
We pay between 200% and 1000% over market value for spares , I'm not having it that someone, somewhere is involved in corporate mismanagement.
It just makes me angry, if the ceo of tesco is worth 4.8million then he should know what is going on in every part of the company
Angry tech I totally agree with your posts.
The CEO should know exactly what is going on in his company but when anyone from SMs upwards pretend that everything in stores is ok and will not see or report on how they are failing, there really is no hope. A visit from the AM produces lots of clean shelves and lots of colleagues at the time of his visit so he goes away having seen exactly what he wanted. The SM will not admit that we need hundreds of hours put back into the store and the AM will not suggest anything like that so the same farce plays out time after time. Everyone too scared to speak out in case they get managed out of jobs.
"The company has lost its way, they are too far removed from both the customer and the staff." Another true statement and I'm sure everyone could make suggestions on how Tesco could save money. We all see so many examples of wastage in our stores and going even bigger, what happened to Jacks?
Tesco Ireland announces 10% pay increase for staff (https://www.rte.ie/news/business/2022/0530/1302028-10-pay-rise-for-tesco-staff/)
QuoteThe company said a 6% pay rise is effective from 1 April 2022, 2.5% of which will be backdated to April 2021.
The company says the pay award is additional to two years of discretionary colleague bonus payments of 2.5% for 2021 and 2% for 2022.
That is not how pay increasess work. 6% this year and 4% next year does not make it 10% now.
This is however how Tesco "announce" such pay rises - it happened with our rise a few years ago - I believe it was 10.45% (over two years, and at the expense of Sunday/BH premiums reducing to 1.25 from 1.5) - meaning for a % of staff they actually saw their pay decrease - despite the headline of 10.45% pay increase!!
It's all about perception and eye catching headlines.
Found a report on it:
"Supermarket retailer Tesco has announced that it will increase pay by 10.45% for hourly, store-based employees, as well as those employed at its Customer Fulfilment Centre (CFC), by October 2020.
The pay deal, which was agreed with the Union of Shop, Distributive and Allied Workers (Usdaw), will see selected employees receive a 6.9% pay rise from 1 September 2019, increasing wages from £8.42 an hour to £9.00 hour. A further pay increase of 3.3% will then be effective from 4 October 2020, raising pay to £9.30 an hour.
This higher hourly rate of basic pay will replace the supermarket's employee bonus scheme, and will affect approximately 240,000 members of staff.
The agreed pay deal, which was developed in partnership with both Usdaw and elected employee representatives, aims to respond to staff feedback, which found that employees wanted more pay certainty and a guaranteed, higher basic hourly rate.
Alongside the pay deal, Tesco will continue to offer premium payments of time and a quarter for shifts completed on Sundays or bank holidays.
Store-based and CFC staff last received a pay rise in 2017; this two-year deal increased pay by 10.57%.
Jason Tarry, chief executive officer at Tesco UK, said: "We are delighted we have been able to offer our [staff] a pay increase of over 10%, despite the significant economic challenges and uncertain times many retailers are currently facing.
"Together with our other [employee] benefits, it makes our total reward package more competitive than ever before." "
And details of the previous pay deal referred to above (10.57%)
https://www.bbc.co.uk/news/business-40386827
Just years and years of having the wool pulled over our eyes.
Quote from: madness on 31-05-22, 10:25AM
That is not how pay increasess work. 6% this year and 4% next year does not make it 10% now.
Correct and Tesco are far from the only ones doing it, it seems a good way to get a nice headline "we are giving staff ten percent payrise" until you look into the true details.
Here's the kicker, for years, since time began, the model has always been to state pay rises in % terms, by virtue of Tesco paying peanuts, a showboating 10.57% increase is actually peanuts when you consider the following salient facts.
1. Most hourly paid colleagues are part time, meaning the annual nominal value of the increase isn't that much.
And
2. 10.57% of £10 an hour is £1.057 an hour, in comparison in my job I got a 2.1% increase, 5x less in percent terms than the 10.57% increase stated, but my 2.1% increase in nominal terms is an additional £3 an hour give or take.
Add to this 10.57% would be "inflation beating" whilst mine would be a real terms pay cut...
The principle value absolutely should be taken into consideration in many contexts.
So your now earning about £146 per hour?
No wonder our taxes are so high :D
And yet your here most days posting about your past experiences in express and how it's the same in every format, even though you have no experience in the other formats or how the processes work and have changed since you were made redundant a few years ago.
Quote from: Morris999 on 31-05-22, 08:56PM
So your now earning about £146 per hour?
No wonder our taxes are so high :D
And yet your here most days posting about your past experiences in express and how it's the same in every format, even though you have no experience in the other formats or how the processes work and have changed since you were made redundant a few years ago.
Do you know the difference between your and you're? :thumbdown: :thumbdown:
Quote from: Morris999 on 31-05-22, 08:56PM
So your now earning about £146 per hour?
No wonder our taxes are so high :D
And yet your here most days posting about your past experiences in express and how it's the same in every format, even though you have no experience in the other formats or how the processes work and have changed since you were made redundant a few years ago.
Not redundant, left for a higher salary knowing my worth. And the processes are broadly similar format to format, working in Express you get exposure to every area of the business, so Shift Leaders are better equipped than even some Team Managers on processes.
I earn what I deserve, but my ambitions are far loftier, to such an extent where I plan on using the various institutional mechanisms to influence decisions at every level in this country. But to do that, I need money, and for now I plan on making as much as possible.
8-) Dominic Cummings 8-)
Quote from: NightAndDay on 31-05-22, 07:24PM
Here's the kicker, for years, since time began, the model has always been to state pay rises in % terms, by virtue of Tesco paying peanuts, a showboating 10.57% increase is actually peanuts when you consider the following salient facts.
1. Most hourly paid colleagues are part time, meaning the annual nominal value of the increase isn't that much.
And
2. 10.57% of £10 an hour is £1.057 an hour, in comparison in my job I got a 2.1% increase, 5x less in percent terms than the 10.57% increase stated, but my 2.1% increase in nominal terms is an additional £3 an hour give or take.
Add to this 10.57% would be "inflation beating" whilst mine would be a real terms pay cut...
The principle value absolutely should be taken into consideration in many contexts.
You earn over £145 an hour and you still find time for us lowly minions!
It would seem that us lowly paid workers can pay our taxes to fund someone who worked for us as a student but then moved into his career job to rubbish us all and repeatedly tell us all to leave. Could he be doing this at work, I hope not seeing as we are paying his wages.
He also seems to have come from a store with shockingly bad managers that have clouded his experience. From what he has said it's a wonder that store has not been under investigation.
[admin]Back to topic.[/admin]
A reckoning is coming, exactly how long do you think the trend of below inflation pay rises can continue? Give it 5 years and the socioeconomic class system will be transformed, we're not too far off the point where full time CA wages won't be enough for rent on a studio flat, we're heading back to feudalism, non-managers will be serfs on Tescos land.
I was doing a bit of random research - I was going to post on the "news articles" thread in relation to "automation" leading to job losses - but also as part of the new t&C coming in OCtober, there's inevitably going to be a reduction in hours/headcount. Anyway - what I was researching was how much employee numbers had fallen (if they had) at Tesco over the last few years - so I looked for their annual accounts where such info is published - of course, the caveat is that whilst they might state "300,000 employees one year, compared to 255,000 the next" it's not exactly a like for like comparison because we don't have the Full Time Equivilent figure -
also, the figure seems to be a worldwide figure - so as we've got rid of various foreign stores over the last 5-10 years, then this might also skew the figures.
But of more interest was this comment that was written in their 2016 accounts:
"Tesco has a history of paying store colleagues well. The Company has one of the highest established hourly rates in the industry which
is significantly above both the National Minimum and National Living Wage, and pays employees the same regardless of age. Our total reward package for a typical
customer assistant is ahead of the voluntary Living Wage on a national basis. The Company is committed to rewarding colleagues with a total reward package that they really
value. Tesco is working on ways to provide more choice between cash and benefits so that employees can build a competitive and valuable package that suits them."
This was also the year from which the company was "recovering from the accounts scandal" - so directly after the above paragraph comes the details of how much our pay increase was in 2016 (remember, the paragraph above states that the "company is committed to rewarding colleagues with a total reward package that they really value".
So:
"For UK employees, including the CEO and CFO, there were no increases in salary or benefits in line with the salary budget for the year. With regards to bonus, a Turnaround Bonus, where colleagues may be rewarded up to 5% of earnings should Tesco achieve its turnaround plan, was in the year awarded to colleagues below senior management. These were in the form of shares being awarded up to the value of 5% of their salary. The above table does not include the Turnaround Bonus amounts. For 2015/16, bonuses for UK eligible colleagues have paid out at an average of 84.65% of the maximum bonus opportunity, an increase of 58.41% compared to the prior year. The CEO bonus paid out at 95.7% of maximum, reflecting excellent performance which has laid the foundations for sustainable recovery. This also resulted in a significant year-on-year increase for colleagues"
So, I've found the no. of employees in GB & ROI :
2015 = 330,130
2016 = 335,061
So, let's see how those numbers change over the years.
Looking at the 2018 report, we get the equiv figures of above to be:
2017 = 327,601
2018 = 324,117
A much shorter narrative on our pay in this set of accounts:
"In the UK, the total reward package for a typical customer assistant is ahead of the voluntary Living Wage on a national basis and the same hourly rate is paid
to all colleagues regardless of age. The Company is committed to rewarding colleagues with a total reward package that provides them with choice and that
they really value."
Again, interesting to read that phrase "total reward package" - just think of all those additional benefits we all get.
Onto the 2020 report, and I found this interesting 5-year (2016 to 2020) change in numbers for Total FTE (full time equivilent) employees.
Average full-time equivalent employees (FTE) 225,378 218,522 210,312 223,542 210,768
So a reduction from 225,000 to 210,000 (ish) over five years.
Onto wages:
"Between 2015/16 and 2019/20, we have invested significantly in pay for our customer-facing colleagues, and the hourly-rate for UK store
colleagues has increased by 14%. Over the same period, the base salary of Dave Lewis and Alan Stewart has remained unchanged"
I don't know how these directors survive with no pay increases over five years!!
Back to total employees in GB&ROI:
2021 = 336,392
2022= 326,218
Interesting that overall numbers went up from 2018 - I guess that was down to Covid.
And the most recent mention of our pay:
"People are at the heart of our business and ensuring they succeed helps us succeed. We are pleased to have reached an agreement with USDAW in the UK that sees a substantial increase in base pay, an extension of the colleague discount and new training and technology to upskill colleagues, giving them more flexibility in
their work and potential to access more hours. From July 2022, store and customer fulfilment centre (CFC)
colleagues will see their hourly rates increase 5.8% from £9.55 to £10.10. This represents a £200m investment in our colleagues – the biggest single-year investment in pay for hourly-paid store and CFC colleagues in at least a decade. In addition, we have made a commitment to all colleagues who are contracted to fewer than 16
hours per week that if they would like more contracted hours, they will always be offered any vacant hours first, before we recruit externally."
Hope this makes us all proud to work for T3sco.
Quote from: King1999 on 24-05-22, 12:36PM
Just been briefed on it no redundancy on the table,make meaningful shifts for stock controllers what ever that means.The place is a complete and utter joke.The last bit of caring about my job has well and truly gone.
ditto mate >:(
I work full time in the warehouse in an Extra store. For the last few years, I have been putting in my 'What matters to you' about how backdoor staff should be on a different pay band than the one we're currently on. Every day, I feel like I'm doing the job of 2-3 different people. I'm having to unload/reload lorries, do pre-sort, then move on to dollies and pallets. In addition, I'm basically just a general lackey around the store, for example, I had to work on non-food for 2 hours yesterday because they have no-one physically able to pull heavy pallets of compost around the store.
As I walk around the store doing pallets/dollies, I can't help but notice how there seems to be 4 or 5 staff on each department that think being at work means its a social event and can stand there talking for a good 30-40 minutes while I walk past sweating. I suffer with mental health and my inside voice winds me up whenever I see these people, because I feel like I'm just being laughed at for trying my best, while they just slack and do nothing.
We had one instance where another warehouse worker from another store and joined our team and said that back in his store, you were expected to just unload lorries and do pre-sort, that was it. Needless to say, he didn't last long in our store due to all the extra jobs we have to do.
I know we could all argue about our pay, but if I went sick, they can't just grab someone off the shopfloor and tell them to cover backdoor as training is needed. On the flip side, they can chuck me on non-food or grocery without training and it's all fine. So I guess my argument is...if someone can't do my job without doing the training...warehouse/backdoor should be on a different pay band.
look for another job mate. it's only gonna get worse! especially with tesdaw deciding in toscos favour every time >:(
Quote from: barafear on 07-06-22, 04:11PM...................
...................
Hope this makes us all proud to work for T3sco.
proud or ashamed??? :-X
I quite agree there are a lot of staff who do work really hard, but there are a few who think getting paid means just chatting and standing in groups, chatting, whilst others probably think, what the hell! I know because over many years I have witnessed it and managers have noticed those concerned. I doubt it will change.
Quote from: NightAndDay on 08-04-22, 01:10PMIt's been transparently clear for the past 8 years that the goal of Tesco has been to rebuild trust in its shareholders from the 2014 accounting scandal, and a consequence of that is to increase profitability by stripping out the bottom line. Tesco is trying to do away with nights all together, it would be much cheaper for them to let people leave on their own accord than to make them redundant, and anything to grease those wheels like freezing pay, will help them do that.
In fact the fact that there is no rise to night premium means the pay differential between days and nights is even less, there is no incentive what so ever to work nights now.
I disagree.It is cheaper for tesco to pay redundancy than to have staff.Infact in my store we are the last few on express which have night shift.Already the store manager has put so much pressure from around 26 people who were working night all together new staff and old staff being replaced their is only 11 people left including night manager and 1 shift leader.Most of us are doing either 3 or 4 days.If they put all of us redundancy they will only pay 100,000.Which they pay us every four months. So they will save money.
Quote from: Checkout Superstar on 08-04-22, 10:29AMYup its all staff according to our union rep. The pre 2005 lot are fuming as they are saying USDAW sold them out. Its basically going to be a take it or leave it new contract based on changing business ''needs''. So if you have to go on checkouts then you have to go on checkouts. Everyone will have a one on one meeting with their line manager prior to the new contract being issued.
One was saying they think they will use it as an excuse via the heatmaps to move the older people to the front end (they were able to avoid it for being pre 2005 previously) and let the younger one's on checkouts move over to work the shop floor.
Its ageism but disguised as '' changing business needs''
Our store is getting 20 manual tills anyway and self serve is being extended. So I doubt there will be much need for service support.
False if they change the contract than they have have to give redundancy pay or pay extra for the changes.Which they will save money on in the long term.
Quote from: General Thorn on 08-04-22, 03:27PMQuote from: yeetus on 08-04-22, 02:05PMIn some ways, I'm quite impressed that my second post ever led to a thread of 160 comments.
I think whether you like this pay review depends quite heavily on when you joined tesco. If you're a student like me, you'll like it because not many other jobs will pay you £10.10. If you've been here a while, you'll see it as another whittling down of employee benefits and an another attempt to make sure staff are working impossibly hard.
Although, I will say, tesco seems to be trying to staff their stores like Aldi whilst not having any of the attributes that make them as efficient and cheap as aldi.
You've totally hit the nail on the head there. The only people happy with this pay deal will be students and under 25s especially if they still live at home. They will get the full rate of pay that a lot of places only give to over 25s.
If you have been with Tesco for a while, you will have seen so many benefits taken away from you and heard all the lies and reasons for this happening. In each case, you will have been told that it's what was asked for, will enhance your pay or will make things easier.
All these cruel attacks on each other are really not helpful. If you started pre 2005, you signed a contract stating what your department and job description was. You did not have to be trained for checkouts if you were not contracted to checkouts. You also had a rate for working Sundays which were optional. Why can your contract be changed so easily just by stating a very vague 'needs of the business?'
Tesco do want to be like the discounters especially in the way they treat colleagues but they also want to be higher end with prices and customer satisfaction and you just can't have it both ways.
They can't change your contract without your permission also they have to pay for the money lost because of it either by protected pay or redundancy. If you are offered redundancy take it as this company will be getting much worse to the point where they will become an lidl with less workers and more pressure.
Quote from: Dkdiablo on 12-04-22, 12:00PMQuote from: lucgeo on 10-04-22, 11:28AMQuote from: Redone1 on 10-04-22, 10:57AMMost on here, should have to work a month in an express store. Then you have something to moan about. CAs in express have to clean ( yes toilets) checkouts, Tip delivery's, bakery trained, Do merchandise plans, Price integrity, Work stock. List goes on. Most express colleagues would find working in a larger store a breeze.
Is cross contamination not an issue of concern within these stores ???
Definitely a concern for me. I do everything listed in the first quote bar PI, to avoid cross contamination cleaning is the last thing we do. As a result our shop is often left uncleaned. Recently our toilet wasn't cleaned in over 2 months. Now that they've decided that we don't need a night-shift in express I'm moving to evenings where all I'll do is filling and maybe the till once in a while. Our shop takes 80k plus a week so I'm sure it'll be wrecked before the week is over once we switch over.
Hello I work at night at an Express store which was metro before.When did they remove your night shift and also did they give the staff of nights redundancy? The store I work at is busy was your also busy? And how many people were on nights thanks.
Quote from: Twinkletoes on 12-04-22, 06:51PMPay award has made morale in my store even more rock bottom. Our stores a joke, nightshift are all waiting and hoping for redundancy since the store manager has run the supposed flagship store of Scotland into the ground. Every night fresh and grocery cages are left by the dozen, day shift are worse than useless and do even less than ever.
The same is happening in the store I work.The difference is by store we had more than half of the night leave we are however an express.I do believe soon they will remove nights from more stores by Octoner 2022.
Quote from: lackofinterest on 14-06-22, 07:44PMlook for another job mate. it's only gonna get worse! especially with tesdaw deciding in toscos favour every time >:(
I would wait. Redundancy is coming which is why they are putting pressure on staff so they leave.
Quote from: Bobmay on 28-08-22, 01:54PMQuote from: General Thorn on 08-04-22, 03:27PMQuote from: yeetus on 08-04-22, 02:05PMIn some ways, I'm quite impressed that my second post ever led to a thread of 160 comments.
I think whether you like this pay review depends quite heavily on when you joined tesco. If you're a student like me, you'll like it because not many other jobs will pay you £10.10. If you've been here a while, you'll see it as another whittling down of employee benefits and an another attempt to make sure staff are working impossibly hard.
Although, I will say, tesco seems to be trying to staff their stores like Aldi whilst not having any of the attributes that make them as efficient and cheap as aldi.
You've totally hit the nail on the head there. The only people happy with this pay deal will be students and under 25s especially if they still live at home. They will get the full rate of pay that a lot of places only give to over 25s.
If you have been with Tesco for a while, you will have seen so many benefits taken away from you and heard all the lies and reasons for this happening. In each case, you will have been told that it's what was asked for, will enhance your pay or will make things easier.
All these cruel attacks on each other are really not helpful. If you started pre 2005, you signed a contract stating what your department and job description was. You did not have to be trained for checkouts if you were not contracted to checkouts. You also had a rate for working Sundays which were optional. Why can your contract be changed so easily just by stating a very vague 'needs of the business?'
Tesco do want to be like the discounters especially in the way they treat colleagues but they also want to be higher end with prices and customer satisfaction and you just can't have it both ways.
They can't change your contract without your permission also they have to pay for the money lost because of it either by protected pay or redundancy. If you are offered redundancy take it as this company will be getting much worse to the point where they will become an lidl with less workers and more pressure.
Actually they can change the terms without your express consent as your consent is delegated to the union via the collective bargaining agreement - even if you are not in the union. I'm not at home so can't check but I believe that there is also a variation clause in the contract that gives leeway for changes without agreement. Protected pay is not a legal requirement, but is generally used so that if a case goes to tribunal the employer can show that they have sought to compensate for the changes.
In other words like it or lump it take your wage and spend it elsewhere.
Take the redundancy than find some better job than supermarket.
Apparently from the store conference all the managers went too last week, Tesco are in the final stages of agreeing an another pay rise for this year!
Likely to be around 25p an hour I'd guess and simply a way to avoid the embarrassment of potentially being below the NLW (from April) which is likely to be announced in the next six weeks or so.
So, if T do give us another pay rise - will it be like all the others and need to wait about 4 months before we get it - maybe in time for Valentines day if we're lucky!!
Quote from: Lozza on 04-10-22, 07:13AMApparently from the store conference all the managers went too last week, Tesco are in the final stages of agreeing an another pay rise for this year!
This makes sense because pay was spoken about in the store forum and the reps were asked what they thought, its normally only ever spoken about when its time for the review and the powers that be want to go to the national pay review with something otherwise its ignored.
Quote from: Lozza on 04-10-22, 07:13AMApparently from the store conference all the managers went too last week, Tesco are in the final stages of agreeing an another pay rise for this year!
going upto £10.30
Still no pay increase for night premium
Did I miss something. No pay rise for mgrs. Cost of living must not apply to them.
Quote from: happyone on 05-10-22, 08:22AMStill no pay increase for night premium
their aim is probably to get rid of night premium like they will with sunday premium / bank holiday that they started...
as for management payrise they probably wanna squeeze as much workload out, or will just say that managers earn more than the cost of living anyhow compared to a GA lol.
Quote from: 5fdp on 05-10-22, 08:33AMDid I miss something. No pay rise for mgrs. Cost of living must not apply to them.
Shift lead and team support are the same. I think it's terrible. They didn't even get the 5.5% that was stated on the poster for the first pay rise and now nothing this time.
I'd be really surprised if Shift Leaders didn't get at least a matching nominal increase as the CAs, pay differentials were £1.86 before, this makes it £1.66. and that's with a gradually decreasing real value.
Considering Tescos retention problem for shift leaders, them not getting a pay rise will make their retention problem worse. Someone would have to be very desperate to work for just over £12.45 a shift more, and that's before taxes, n.i and pension is taken out, after you're looking at £10, extra a shift.
What about managers, yet again all about the colleague
Full time GA will be on just under £20k afetr this
No pay rise for bakers
All of the above "feedback" suggests that Tesco is providing this payrise out of the goodness of their heart - rather than responding to the fact that so many competitors have already announced similar "additional" pay increases - and more importantly the fact that the NLW from next April is likely to be around £10.20-£10.30 - therefore even if/though it should not come into effect until April 2023 (there's pressure for the Govt to bring it in earlier) it would still be an embarrassment for a large company like T to be "currently" paying below the soon to be "legal minimum"
In recent years, the "above inflation" increases in the minimum wage have caused a squeeze on the next level of jobs (e.g. supervisor roles) because companies are not obliged to increase all pay grades by this above inflation increase - therefore, it creates this squeeze - it is a well known "side effect" of how the minimum wage works - of course, if companies had "paid all their staff fairly" for the last 5+ years, this would not be as much of an issue - but all companies (Across all industries) pay as little as they can afford/get away with.
Will there be a need for Team Support when we are all replaced by automation - just need trained "self serve till/other machinery" operatives!!
That can't be true about bakers, where did that info come from?
Quote from: NeglectedBaker on 05-10-22, 11:12AMThat can't be true about bakers, where did that info come from?
only b/c grade colleagues
Quote from: barafear on 04-10-22, 01:39PMLikely to be around 25p an hour I'd guess and simply a way to avoid the embarrassment of potentially being below the NLW (from April) which is likely to be announced in the next six weeks or so.
So, if T do give us another pay rise - will it be like all the others and need to wait about 4 months before we get it - maybe in time for Valentines day if we're lucky!!
From Nov 13th 🙂
Quote from: username12345 on 05-10-22, 09:06AMQuote from: 5fdp on 05-10-22, 08:33AMDid I miss something. No pay rise for mgrs. Cost of living must not apply to them.
Shift lead and team support are the same. I think it's terrible. They didn't even get the 5.5% that was stated on the poster for the first pay rise and now nothing this time.
Quote from: jgerry on 05-10-22, 10:49AMNo pay rise for bakers
Quote from: NeglectedBaker on 05-10-22, 11:12AMThat can't be true about bakers, where did that info come from?
Quote from: jgerry on 05-10-22, 11:17AMQuote from: NeglectedBaker on 05-10-22, 11:12AMThat can't be true about bakers, where did that info come from?
only b/c grade colleagues
All colleagues are on pay grade b/c so all colleagues will get the rise.
Then on top of that you get the skills payment to take you to grade D/bakers/shift/team leaders etc.
In one of the news articles tesco actually have said that to cut cost and be more efficient more self checkouts to be installed.
Quote from: barafear on 05-10-22, 11:08AMAll of the above "feedback" suggests that Tesco is providing this payrise out of the goodness of their heart - rather than responding to the fact that so many competitors have already announced similar "additional" pay increases - and more importantly the fact that the NLW from next April is likely to be around £10.20-£10.30 - therefore even if/though it should not come into effect until April 2023 (there's pressure for the Govt to bring it in earlier) it would still be an embarrassment for a large company like T to be "currently" paying below the soon to be "legal minimum"
In recent years, the "above inflation" increases in the minimum wage have caused a squeeze on the next level of jobs (e.g. supervisor roles) because companies are not obliged to increase all pay grades by this above inflation increase - therefore, it creates this squeeze - it is a well known "side effect" of how the minimum wage works - of course, if companies had "paid all their staff fairly" for the last 5+ years, this would not be as much of an issue - but all companies (Across all industries) pay as little as they can afford/get away with.
Will there be a need for Team Support when we are all replaced by automation - just need trained "self serve till/other machinery" operatives!!
I think the decision to not give shift leaders a pay raise is poor strategic planning, in Superstore you might just about get away with it, but in Express where SMs are running duties more than managing currently, it will only exacerbate current operations. This will go down as well as Kwasi Kwartengs mini budget, and unfortunately for Tesco, there is no outside independent body to avert the upcoming operations crisis.
The only way salaried staff can make their voices heard is to not do sunday overtime and no bank Holidays or covering extra shifts. With Christmas coming up and another 3 day break each week the SM would certainly sit up and take notice. But I know mgrs need the extra money that sundays and BH give them, but no pain no gain. That's what a good union would provide. SUPPORT. Many mgrs got c**p pay awards when the staff where getting 5%.
Are TMs still paid £22k a year at the lowest rung, I don't see it personally but if it is the case, a full timer CA working Sundays would only be on about £1.5-2k less a year than a TM. In fact, Shift Leaders would be paid more.
Shift leaders team support go to 12.16 from 11.96
Quote from: jgerry on 05-10-22, 10:49AMNo pay rise for bakers
Skilled bakers go to 11.23 from 11.03
I think checkout/front end team support in superstores is going to be the next thing to go. Or at least streamline it so we have more Shift Leads who can do everything. I work in a small/medium superstore and realistically when more self serve comes in, there's going to be no need for them. The shift lead wears a headset and goes down if they need.
The lack of a pay difference between SL & TS is a joke too. The Shift Lead is often sorting out problems the team support can't solve as duty... they're 2 very different roles and one is significantly more challenging than the other.
What about Customer Service colleagues? Are they getting pay rise?
Customer service desk 10 72 from 10 52
Yet again no mention of Salaried colleagues, we are always an afterthought
If you get paid by the hour ie, you have an hourly rate , you are getting a 20p pay rise. Then on January 2023 the next payrise will be discussed to be actioned by spring. This is rather than the usual July payrise.
At what point is it not worth being a salaried manager anymore. Our store has location pay which everyone apart from managers got and our pay rises are pathetic. We apparently decided for the union to not negotiate our pay. I have been a manager for 15 years and never had the option to have my say on who should negotiate for us. This decision was made for us, not by us.
The salaried managers need to remember they are not dangerously close to the nmw like hourly paid staff are and this rise I am sure is more to do with that the rise in nmw in April may make them foul of the law, also salaried managers have known that there wage rises are largely linked to performance .
They are still people tho and no matter what your salary is you deserve a pay increase at or above inflation
Quote from: chris9997 on 07-10-22, 12:47AMThe salaried managers need to remember they are not dangerously close to the nmw like hourly paid staff are and this rise I am sure is more to do with that the rise in nmw in April may make them foul of the law, also salaried managers have known that there wage rises are largely linked to performance .
Maintaining pay differentials is an extremely important part of retaining staff, they can't bamboozle the lowest paid because of legal requirements of minimum pay, but it's swings and roundabouts, if they take it out of the lower managers, I would guess there are plenty that would take a £2k paycut to be a CA from team manager, leading to even more shortages, leading to less profit. They'd just end up bamboozling themselves.
Hourly colleagues get 20p
Board of directors get a big bonus
Management on all levels get nothing
Quote from: NightAndDay on 05-10-22, 03:52PMAre TMs still paid £22k a year at the lowest rung, I don't see it personally but if it is the case, a full timer CA working Sundays would only be on about £1.5-2k less a year than a TM. In fact, Shift Leaders would be paid more.
They've increased the starting rate for a newly appointed TM to 24K
Quote from: chris9997 on 07-10-22, 12:47AMThe salaried managers need to remember they are not dangerously close to the nmw like hourly paid staff are and this rise I am sure is more to do with that the rise in nmw in April may make them foul of the law, also salaried managers have known that there wage rises are largely linked to performance .
I think you're missing the point, this rise is largely due to the rise in the cost of living. As myself and other managers have pointed out, we're just as impacted by this as everyone else!
Are managers not given pay rises on annual review performance anymore?
I think increasing staff Clubcard discount to 50% would be a smart move
Quote from: Sherwoodforest on 07-10-22, 06:48PMAre managers not given pay rises on annual review performance anymore?
yes they are, However, depending on where you are on the store banding you may not get a pay rise even though you might be the best of the best. Many mgrs get only 1% pay rise or nothing. This is usually mgrs that have a few years service in the same position. I know mgrs who have had 1 payrise in the last 3 yrs. So many mgrs now have no incentive to do a better job for the company.
I can only speak for myself here but I don't grudge the customer assistants getting a pay rise. I think it's great. All that I expect is that we get the same percentage. Nothing more, nothing less. I'm now doing a job role that's 3 times the size as 2 years ago with no additional wages and a massively under inflation pay rise. Is that fair and consistent?
Obviously colleagues earn less and they deserve their pay increase. However I don't get why the business has given even a token gesture to its salaried staff.
Managers, with the mystery pay bandings that Tesco are reluctant to share (what other job would offer you a salary within a pay band you are not allowed to know); and performance related pay many performing managers are lucky to get at most 1-2% a year. Others get zero as they are either at top of the banding or they are judged as having underperformed.
As colleagues pay increase the gap between colleagues and a newly appointed manager is getting less and less. When many managers are promoted colleagues will they continue to seek far bigger roles with added stress for not much financial reward.
The real living wage was updated to £10.90 outside of London and £11.95 inside, before the update, Tesco et al have been on record saying "we pay the real living we to all of our employees" it's a PR tactic to do pay reviews before September - october to appear in a better light to the gullible public. This raise was necessary, £10.10 an hour is 80p below the real living wage, they were politically forced to increase it because of the updated rates. Their tactic of matching the real living wage before the update only work when there isn't huge cost pressures, the biggest increase to it in over a decade, even their lag tactic wouldn't work.
What has changed is that these companies can't say that they pay the living wage any more, they'll probably start pushing the whole "when taken as a whole including benefits" dialogue which will run counter to what Ken Murphy has been saying for the past 2 years around simplifying pay and benefits as colleagues want a higher base rate.
I don't like to disagree, but I don't recall that Tesco (or others) have openly/publicly stated that they pay the "real living wage" (by which I assume you mean the Living Wage Foundation wage" to all staff.
Just to clarify, or it might sound like I'm being picky - although the Living Wage Foundation is a "voluntary scheme" some companies/other organisations sign up to it to "look good" - however, although the rates you quote above are correct and although the Living Wage Foundation encourage their "members" to pay the rate as quickly as possibly, in reality, companies have until next May to pay this rate and still be compliant.
I agree with most of the rest of what you say - but to clarify, when Tesco stated that colleagues want a higher base rate - I'm not sure this was actually based on anything factual - and also, I wouldn't say that colleagues would want a higher base rate at the expense of the other "very minor perks" that we enjoy - e.g. Staff discount, the possibility of a staff bonus, the payment of premiums for night/Sundays/BHs, or possibly the loss of location pay - just like skills payments, location payment rates have remained frozen for at least 8 years (maybe longer) -
Would you think Tesco staff would forgo their staff discount (worth a max of £1500 per year - but for many much less) if Tesco immediately raised the base rate to £10.90?
The issue you have is that there is a large population of colleagues who do not work Sundays or bank holidays and would gladly give up the premiums for these days for a higher base rate of pay.
And it's the same with the colleague discount.
I myself would gladly give up the colleague discount if the increase in base pay was high enough.
Quote from: barafear on 10-10-22, 11:34AMI don't like to disagree, but I don't recall that Tesco (or others) have openly/publicly stated that they pay the "real living wage" (by which I assume you mean the Living Wage Foundation wage" to all staff.
Just to clarify, or it might sound like I'm being picky - although the Living Wage Foundation is a "voluntary scheme" some companies/other organisations sign up to it to "look good" - however, although the rates you quote above are correct and although the Living Wage Foundation encourage their "members" to pay the rate as quickly as possibly, in reality, companies have until next May to pay this rate and still be compliant.
I agree with most of the rest of what you say - but to clarify, when Tesco stated that colleagues want a higher base rate - I'm not sure this was actually based on anything factual - and also, I wouldn't say that colleagues would want a higher base rate at the expense of the other "very minor perks" that we enjoy - e.g. Staff discount, the possibility of a staff bonus, the payment of premiums for night/Sundays/BHs, or possibly the loss of location pay - just like skills payments, location payment rates have remained frozen for at least 8 years (maybe longer) -
Would you think Tesco staff would forgo their staff discount (worth a max of £1500 per year - but for many much less) if Tesco immediately raised the base rate to £10.90?
This has been what David Lewis and Ken Murphy had been pushing across in the last few pay reviews, if you would like I can post a link showing that he does say words to that effect.
Also though the likes of Co-op and Tesco aren't members of the real living wage foundation, that doesn't stop from saying they pay the real living wage when giving the traditional commentary on any pay review, the Co-op has done this on their last pay review despite the real living wage being updated a month later.
I've had a quick search on Tesco's annual accounts/statement - I agree that Tesco have pushed the "total reward package (incl pension/discounts/etc.) and indeed in the 2017 annual accounts the following paragraph was in the accounts:
In the UK, the total reward package for a typical customer assistant is ahead of the voluntary Living Wage on a national basis and the
same hourly rate is paid to all colleagues regardless of age. The Company is committed to rewarding colleagues with a total reward
package that provides them with choice and that they really value.
In 2019, the message was a bit more vague:
In November, we implemented the final stage of a 10.5% pay increase for our hourly-paid UK store colleagues. We
have a consistent principle that we aim to pay all colleagues competitively against the relevant pay benchmark.
By 2020, the message continued to be vague:
Between 2015/16 and 2019/20, we have invested significantly in pay for our customer-facing colleagues, and the hourly-rate for UK store
colleagues has increased by 14%. Over the same period, the base salary of Dave Lewis and Alan Stewart has remained unchanged as set out
in the chart on page 62.
I believe Alan Stewart may have been (and might still be) a director of Finance. I guess, the above is strictly speaking completely true, but the bonuses/share incentives given to these directors over the same period of time far outweighed the 14% increase given to colleagues (an increase that Tesco was legally obliged to give in order to remain legal!)
2021's message was very much "Covid" related:
Throughout the pandemic, Tesco has ensured that colleagues have not faced any redundancies or furlough. Recognising the
significant and lasting contribution to keeping their nations fed, Tesco introduced a 10% bonus for hourly-paid colleagues in the
UK & ROI between March and June 2020. This was repeated for a further four-week period, recognising the challenges over the
busy Christmas and New Year period. A further 2% bonus will be paid to hourly-paid colleagues in June 2021 for their continued
contribution and efforts throughout the year.
No specific mention was made of actual hourly rates or reference to any minimum or living wage.
And finally, in last year's report:
Colleagues truly are at the heart of our business and their skills and capabilities
have enabled us to deliver for our customers through the challenges of recent times. We recently reached an
agreement with USDAW for a substantial increase in UK base pay – by 5.8% to £10.10 for hourly-paid store and customer
fulfilment centre (CFC) colleagues. We have also announced a one-off thank you payment of 1.25% of annual earnings
to hourly-paid store, CFC and customer engagement centre colleagues in the UK.
This payment recognises the contribution of our colleagues and is part of a wider
investment in making Tesco a great place to work, which includes supporting their
physical and mental wellbeing, both in and out of work and building an inclusive culture where everyone feels welcome.
So, reference to paying the voluntary living wage has disappeared over the years - and in fact, it is not really difficult for Tesco (or many of its rivals) to even contemplate it - as they are all "just about managing to keep ahead of the much lower legal NLW".
It's also a mixed message for Tesco to refer one minute to a "higher base rate" and then refer to "overall reward package"
But clearly, with nearly every pay award over the last few years, there has been more rhetoric around these sorts of things - in fact, with the new contracts coming in this month - that was a "condition" of the last pay award (that record breaking 5.8%, 55p pay increase) - and obviously the loss of the annual bonus paid for a previous pay award to "increase our base rate" (as wanted by colleagues) and then before that the cut in Sunday premiums to 1.25 (from 1.5) was also used to "pay for a pay increase" - and obviously going back further other premiums/perks have been cut.
I love the way they got rid of "subsidised" staff canteens a few years back - and now in the cost of living crisis they are stating they are providing free food in our canteens. I cannot comment on this too much as I haven't been in our canteen for a while - but others on here seem to suggest it's a skant offering at best.
I also not that the latest 20p pay announcement came with an added note that Tesco would bring forward their pay discussions with Usdaw to earlier in the year so that pay awards can be paid sooner than July!! However, for the last five years or so, the pay award has been delayed until the late Autumn in order to make it affordable to Tesco - so are we now saying that the discussions/forums will take place between whatever dates - with a view to actually implementing a pay award in April?
I'm sure previously, the pay award was leaked in February - but still didn't actually get paid till much later.
Quote from: Davethebave on 07-10-22, 03:35PMHourly colleagues get 20p
Board of directors get a big bonus
Management on all levels get nothing
Yea my heart bleeds for them.
News of "payrise" for managers (salaried staff) reported in various publications - below copied from Grocery Gazette I think.
Salaried Tesco workers have been forced to take a pay cut in real-terms as the retailer looks to offer larger wage increases for lower-paid workers amid the cost-of-living crisis.
Team managers at the UK's largest supermarket, who typically earn around £30,000 a year, say they have received pay rises of around 3% this year. The real-terms cut in their salaries have come as store management they have seen a significant increase in their workload because of job cuts.
"We all feel very let down. Tesco is publicly stating that it understands how its colleagues are struggling yet appears to be excluding a whole chunk of store staff," one team manager said.
A Tesco spokesperson said the company was working hard to support staff: "We benchmark pay for all roles at Tesco to ensure they are competitive against the market and we're also mindful of the broader economic pressures our colleagues face.
"Our team managers do brilliant work, day in day out, and in addition to their pay increase this year, they also received a bonus of 4.5% in May. We're currently speaking to both colleagues and our union representatives to understand how we might be able to support these colleagues further."
Tesco is also bringing forward its next pay review to January, about three months earlier than usual, meaning hourly paid workers can expect a pay-rise much sooner.
"We have consistently raised the issue of pay for salaried employees within Tesco and we are pressing the business to do more for these colleagues too, given the extent and depth of the cost-of-living crisis," national officer for the shopworkers' union Usdaw, Daniel Adams said.
He added: "We continue to relay the feedback of members to the business and will be discussing the situation further with the business at our next national consultative meeting."
The supermarket said earlier this week that the basic hourly rate of pay in Tesco stores would increase by 20p to £10.30 (or £10.98 in London), taking the total pay rise this year to 8%.
As inflation nears 10% and is forecast to hit 11% next month, more job losses are expected as Tesco looks to ease the squeeze on its operating costs.
Why do managers think the workload has increased,yes checkouts has garage,kiosk,trollies now,but probably headcount less than 3 years ago,holidays will be online,team support should do rotas,,,stock manager has extra now,wages,merch,cash office,but most routines simpler,shorter,did they think it unfair having probably 5-10 staff few years ago compared to checkouts 50 odd,probably not,fresh mostly combined manager now,but again,head count probably low,yes you all have extra depts because your head counts were low,
Head count for our frontend manager has increased, more part time colleagues and less full time, then has picked up CSD and PFS head counts too.
And to top it off, they do not have Team support, so all the work that the team support did, the manager now has to do!
It's like that for a lot of frontend managers!
I wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
Quote from: Sherwoodforest on 10-10-22, 06:09PMWhy do managers think the workload has increased,yes checkouts has garage,kiosk,trollies now,but probably headcount less than 3 years ago,holidays will be online,team support should do rotas,,,stock manager has extra now,wages,merch,cash office,but most routines simpler,shorter,did they think it unfair having probably 5-10 staff few years ago compared to checkouts 50 odd,probably not,fresh mostly combined manager now,but again,head count probably low,yes you all have extra depts because your head counts were low,
I think superstores are the worst hit right now, especially those with no nights. There's now no longer a lead team in these stores, often managers especially on shop floor have to have much larger areas of the shop. Such as bakery, non-food, clothing, services, no longer having their own dedicated manager. Yes shift leads are in now, but there aren't the same number as what's gone out and they have less accountability.
Can anyone tell me, under the new structure, what is the new colleague count for a store to have 2 managers and 4 shift leaders. Our store currently has 2 managers and 4 shift leaders but 93 colleagues yet another store has same managers and shift leaders but only 44 colleagues, how can this be, the poor manager on replen looks after 6 depts!
There is only so low mgt level you can go and still cover the store 7 days and holidays .
Quote from: AudiTTman on 11-10-22, 08:36PMCan anyone tell me, under the new structure, what is the new colleague count for a store to have 2 managers and 4 shift leaders. Our store currently has 2 managers and 4 shift leaders but 93 colleagues yet another store has same managers and shift leaders but only 44 colleagues, how can this be, the poor manager on replen looks after 6 depts!
That is so rough, that's a hell of a lot of responsibility for one guy.
Quote from: AudiTTman on 11-10-22, 08:36PMCan anyone tell me, under the new structure, what is the new colleague count for a store to have 2 managers and 4 shift leaders. Our store currently has 2 managers and 4 shift leaders but 93 colleagues yet another store has same managers and shift leaders but only 44 colleagues, how can this be, the poor manager on replen looks after 6 depts!
Tesco look at the Aldi and Lidl model where there is 1 store manager, and maybe 2 assistant managers and 3-6 deputies/shift lead level and think we can do that too.
Except the tesco way of working holidays, stock control reductions, fag sales, refunds, discouts, photobooth, moneygramme, multiple independent suppliers, charities, forum c**p, online, support plans, 20x the number of products, 18 different sizes of digestive biscuits and brands.
Quote from: AudiTTman on 11-10-22, 08:36PMCan anyone tell me, under the new structure, what is the new colleague count for a store to have 2 managers and 4 shift leaders. Our store currently has 2 managers and 4 shift leaders but 93 colleagues yet another store has same managers and shift leaders but only 44 colleagues, how can this be, the poor manager on replen looks after 6 depts!
I think manager team is based on format. A store near me only qualified for store manager, one single manager and four shift leads but when it moved up to be classed as a small superstore it got two managers. I can't give you examples of head count for this store. I can only say I have nearly 40 in my team and classed as having five Depts.
Quote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Nothin' like bein' supportive, eh Forrest 8-)
Quote from: forrestgimp on 12-10-22, 06:46PMQuote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Nothing handsome about it, top tier TM salaries are about £55k a year supposedly and only a handful would be on that, the average TM salary would be between £28-£30k a year which is below the average full time salary and is a lot of work for what they get paid for.
Tesco may lead in Market Share, but they are middling when it comes to remuneration.
Quote from: forrestgimp on 12-10-22, 06:46PMQuote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Rather suspect about the 'expert' 8-) in occupational health ?? as my 1st question to you would be Are you medically qualified ? 2nd Do you have personal liability insurance ? as you may well need it, you are not entitled to any information regarding someone's Occupation health.
It seems that Managers seem to think they are experts in everything and no matter what always have a superiority complex thinking they are always correct.
Being an expert in occupational health would refer to the Tesco management administrative process side of it, not the diagnosis and summary judgement on whether they'd be fit to work, that's what the doctor is for.
Quote from: NightAndDay on 12-10-22, 09:27PMQuote from: forrestgimp on 12-10-22, 06:46PMQuote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Nothing handsome about it, top tier TM salaries are about £55k a year supposedly and only a handful would be on that, the average TM salary would be between £28-£30k a year which is below the average full time salary and is a lot of work for what they get paid for.
Tesco may lead in Market Share, but they are middling when it comes to remuneration.
I wish the TM salary went to £55k!!
It's actually capped at around 30k, it takes years to hit that.
The bandings recently got moved up lows and highs to above 30k but I don't know what.
I know of a couple of managers who were on 31k 30k and 30k but they had been managers in a store for at least 7 years and ran their departments well.
All have left recently and newbies in at 24k. departments are not running near as well.
It does tell you that experience in valuable.
I guess I really should know - but can someone tell me what TM stands for? (I'm guessing it's team manager... 8-)
I'm not a manager at Tesco - but I have always been curious as to why the salaries are clouded in secrecy - and if what the previous poster is correct and that starting salaries for new managers is "only" 24k, I'm slightly shocked.
That works out at less than £13 per hour.
Do different depts have different salaries? For example, as Redshoes often points out, as a checkout manager would entail having to "manage" a larger number of staff. Do managers work their way "up" through what might be seen as "easier" depts?
PS: I was about to say that this thread was veering away from the topic (pay review) - but I guess it is loosely associated!
Yes TM is team manager, with Tesco restructuring managers roles its somewhat fairer, some departments like compliance, petrol station, stock control and bakery had low head counts some not even 10, and then checkout and dot com could have 40 upwards so their is a rebalance now combining roles, if Tesco promote from within they're more likely to start on lowest TM wage. Then pay rise dependant on performance.
I also read on here about "shift leaders" - I thought that the only dept that had another "layer of management" was on checkouts - Team Support? (is that the same as SL?) - and effectively they are simply the same as B/C hourly paid colleagues plus their skills payment of around £1.90?
Do other depts also have SL?
Quote from: Batmanjo on 13-10-22, 11:39AMQuote from: forrestgimp on 12-10-22, 06:46PMQuote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Rather suspect about the 'expert' 8-) in occupational health ?? as my 1st question to you would be Are you medically qualified ? 2nd Do you have personal liability insurance ? as you may well need it, you are not entitled to any information regarding someone's Occupation health.
It seems that Managers seem to think they are experts in everything and no matter what always have a superiority complex thinking they are always correct.
I did not think I had to explain that I'm an expert at putting cases forward and this includes informing colleagues of who can see reports etc and then making workplace adjustments according to recommendations. I don't need to be medically qualified as that is what occupational health is for. I am in no way saying I go round OH. I have just had to deal with them a lot.
Quote from: Davethebave on 13-10-22, 03:42PMQuote from: NightAndDay on 12-10-22, 09:27PMQuote from: forrestgimp on 12-10-22, 06:46PMQuote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
So you are complaining about having to do the job you get handsomely paid for.....gotcha...
Nothing handsome about it, top tier TM salaries are about £55k a year supposedly and only a handful would be on that, the average TM salary would be between £28-£30k a year which is below the average full time salary and is a lot of work for what they get paid for.
Tesco may lead in Market Share, but they are middling when it comes to remuneration.
I wish the TM salary went to £55k!!
It's actually capped at around 30k, it takes years to hit that.
Our good friend NowAnExManager made that bold claim. It may have changed so that they brought it all in line, but back in the day you definitely had high taking TMs.
I know as of about a year ago, you had TMs on around £33-34k a year (I personally know an F&F TM on that) and my friend the TM is on £24k (he is new to the role) £28-£30k would seem like the average for experienced TMs with a few years in the role, which would be most.
Quote from: Sherwoodforest on 13-10-22, 04:51PMYes TM is team manager, with Tesco restructuring managers roles its somewhat fairer, some departments like compliance, petrol station, stock control and bakery had low head counts some not even 10, and then checkout and dot com could have 40 upwards so their is a rebalance now combining roles, if Tesco promote from within they're more likely to start on lowest TM wage. Then pay rise dependant on performance.
Thing is a picker can be trained in a day or two as can a checkout operator. After that they clock in and sit down at a till or grab their dot com trolly and thats it barely any interaction needed its a paint by numbers job. (do thier holidays thats it)
where are stock control filling takes weeks to get semi competant at. Then you need them to actually do the job rather than stand about all the time.
So a high headcount on these two departments is right compared to the more micromanagement of other departments that is needed.
Quote from: Redshoes on 11-10-22, 07:09AMI wish I had team support to do schedules. Like many stores I now have off till colleagues that are not paid at a premium/skill rate.
I have the biggest head count in the store. I have nearly 40 colleagues with stock/admin having 9. I used to have nearly 60 colleagues and the stock/admin once had a head count of up to about 12. We have the same time to do the job.
I am often duty manager and the only manager in the building. It's rare to do a shift without being duty.
Checkouts also end up with a high level of colleagues with health issues. I'm seen as the expert in the store on occupational health and support plans. I don't want to be but it's something I have had to do. I have done two plans for people who don't work for me and I have done a hub investigation for someone who does not work for me and was not till related but as an "expert" on dealing with the hub it came to me.
Grocery manager gets to spend most of his time within his dept. Same for fresh manager. I have to fill fresh when early duty and fill grocery when late duty but it's years since grocery manager has been on a till. I look at the scan rate report weekly and fresh manager spent 8 mins on a till last week I spent 6 hours but I spent more than 6 hours supporting fresh as I had a lot of early duties last week.
I'm not complaining. It's the way things are. I just wish that the job was as small as some seem to think it is.
My word Redshoes, they don't half get their money's worth out of you. Ever thought they might be taking the p**s? :D
Quote from: barafear on 13-10-22, 07:03PMI also read on here about "shift leaders" - I thought that the only dept that had another "layer of management" was on checkouts - Team Support? (is that the same as SL?) - and effectively they are simply the same as B/C hourly paid colleagues plus their skills payment of around £1.90?
Do other depts also have SL?
There's an Extra in my local area that has a Shift Leader for F&F.
Could be mistaken but I think Team Support colleagues have some "managerial" tasks as part of their role e.g., letting them know about their Flexi shifts, getting them sorted with any training that needs doing and I think talking to people who've double scanned stuff and overcharged folk.
At one time I did wonder if Stock Control TMs would've gained a SL when Cash & admin was added to their workload but now they've axed stuff again with the recent changes I guess not.
Now these reviews are being done online I wonder how long it is before some bright spark decides we only get a pay rise (for us hourly paid folk) if you're great/exceeded and to save money we're all put down as just 'OK' and get nothing? :D That's me being paid with value peanuts then ;)
If one thing is certain, for the next 2-3 years at least, pay rises for hourly paid colleagues will be relatively large compared to before, they won't be inflation beating, but then again they mostly never are (and when they are, it's usually only the CAs that get anything resembling an inflation beating pay rise on account that for some reason or another, all graded roles with the exception of 1 or 2 get the same nominal increase).
In times like these, public scrutiny is at it's highest on the biggest companies on how staff are compensated, public pressure would be a more significant factor while we're in these strange economic times.
I've heard that there's a massive pay difference between Superstore Store Managers, apparently new starters start on £50k a year and my local one on old contract running the smallest superstore in the UK is on £137k a year.
There is a difference between all managers pay. It's performance and length of service, old contracts and new. I would be surprised if you can find a single person who will tell you the pay they are on, unless you can see payslips or bank statements it's all speculation.
Redshoes> Didn't you tell us what you were on? Or did I imagine that?
I do agree with your sentiment though - the whole management salary seems clouded in secrecy/confidentiality.
I started on 25.5k as an external (negotiated up from 24k) was amber, green met,exceed,exceed, met met ended up on 30.5k.
Pay reviews are different for people in my seniority and work area, I get quarterly reviews based on what the competition pays, inflation and performance rated in standard RAG format, I've only had 1 review so far, where I was rated Green with pay considered fair for what the competition pays and inflation at the time being around 8%. As a result my pay went from £150k a year to £157k, not quite inflation beating but understandable considering the current economic climate
Quote from: barafear on 19-10-22, 11:20AMRedshoes> Didn't you tell us what you were on? Or did I imagine that?
I do agree with your sentiment though - the whole management salary seems clouded in secrecy/confidentiality.
I don't think so, I just said I was on more than your friend.
Even if I had said, it would count for nothing. It's not proof and I am not telling people who actually know me.
Nightandday are you on £157k a year. Thats one hundred and fifty seven thousand. Where do you work.
Tesco as the Head of Technology.
I wish I had stuck in at fortran.
Dear Sir. as an ex-employee and now Tesco pensioner am I entitled to this next pay rise?
No, because you're an ex-employee.
Seen a poster today about options for benefits next year? Closing date for views is 23rd October (its also on our tesco - colleague/news/views/2022-benefits-survey ; second clubcard for non family
Just read that Meal Deal prices are going up to £3.40 (Clubcard) and £3.90 for non-clubcard members.
I filled in that survey but disappointed that one of the options wasn't "15% permanent discount"
Meal deal has to be loss making at £3 especially if you take the nice expensive smoothies that used to be available in it. take a triple instead of a double and the biggest crisps I'm surprised it hadn't moved before.
Would have been nice though if they kept it £3 as a staff permanent deal.
I agree with you to an extent - although I do find most "supermarket-type" sandwiches (prob incl Greggs as well) to be "lacking in filling" - I oftern used to buy extra chicken/ham to add to sandwich - but since they've also shot up in price (16 slices of ham up from £4 to £4.60, and previously regularly being on "offer" at £3 as an example) I've just given up.
My local always seems to be missing some of the expensive drinks - so end up with an overpriced bottle of oasis, a vastly overpriced bag of crisps and a sandwich/pasta pot slightly overpriced - for £3 (£2.70).
But I do agree sandwiches and their components (butter/spread, mayo etc) are all much more expensive - so it was inevitable they would increase.
to be honest, when they first announced the increase to £3.50 back in Feb (I think) but kept it at £3 for CC until mid-May, I was surprised it got extended for another five months - so small mercies and all that.
Doesn't stop me whinging about it though!!
To be fair works that out at 1.3% per year increase over the the past ten years at that price.
Didn't realise it was ten years since it last went up - but I do remember (I think) back then that it used to be £2, went up to £2.50 (25% increase) and a further 50p increase to £3 soon after - although given my memory, it might have been a couple of years later!!
Given NightAndDay is head of technology may I suggest he gets a pay cut given the c**p technology tills we have? Ha ha rumour has is we are running on windows XP tills?
Till operating systems aren't my area, the epos application on the tills are, strict budgets are in place for the hardware and OS that are on the tills, I fulfil the requirements to lead a team to develop embedded software to run on those thin clients, I don't have control over what hardware they deploy, I can make recommendations, but ultimately, the commercial director gets the final say in what schema is used around all stores, budgets are very tight in Retail.
And they can't mandate a pay cut for my job as I'm exceedingly difficult to replace. Supply and demand are heavily in my favour, it would cost the firm a lot more to try and replace me than to pay me competitively to retain my sought after service provision.
Back in April it was announced that new starters were not going to recieve Sunday premiums as of July. I can't find this anywhere on Our Tesco and nobody in my store even remembers it being announced. Has it been scrapped or can someone point me in the direction of somewhere official it's in writing?
Only thing I can find regarding the Sunday premiums for new starters is that the premiums are agreed when you sign your contract.
No defined policy on it.
It's weird there is seemingly nothing in "print" about the change to Sunday premium for new starters. It was definitely "announced"
Quote from: Checkout Superstar on 07-04-22, 09:46AMQuote from: Nook on 07-04-22, 09:42AMQuote from: Checkout Superstar on 07-04-22, 09:38AMQuote from: Nook on 07-04-22, 09:24AMIncrease to £10.10, to come into effect July. Sunday premium is removed from new starters only.
What about perm staff who move from another day to Sunday?
Still entitled to the Sunday premium
Ok, makes sense to keep the Sunday Premium for those currently contracted to Sundays otherwise they would have got a pay cut not an increase. I guess they will just wait for people contracted Sundays prior the change to eventually leave or move to other days and phase it out that way.
Twould seem it's from April 7th Zoom call with reps??
Yeah - I found those comments on this thread from Nook too - but as I say, very strange that it's not "in print" somewhere!! Albeit it doesn't affect current staff - and as OurTesco is aimed at "current staff" I can see that line of arguement - but new starters are given access to OurTesco - so probably need to see the details!!
It's quite bizarre - in fact, the whole pay announcement/documentation made very little reference to Sunday/BH premium at all - other than they "would remain the same for existing staff" (or words to that effect).
Just reading the Pay Policy on ourtesco - what is a Customer Engagement Centre - seems like their premium rates are still higher than stores.
Where an overtime payment is agreed in advance of colleagues working the extra hours, overtime will be paid at the following rates:
Days Rate Monday to Saturday
Single time
Sunday and Bank Holidays
Time and a quarter (x1.25)
In the CEC, bank holiday overtime is paid at double time and Sundays are paid at time and a half. (Double time on Sundays is for those colleagues who joined prior to the 1st July 2009).
No mention on the 1.25x for "new starters not getting it".
I've not looked on ourtesco and off this week, however all the pay briefing documents did mention that new starters wouldn't get the sunday premiums, however would be paid established rate from day one from July.
In the briefing it also went on to say about Tesco café discount decreasing and the colleague discount limit increasing.
If no-one else finds it by next week I'll have a look myself as my store is telling festive colleagues they do not get it.
Within the April "Pay Review details" it did state the following:
All existing colleagues on a new starter rate or colleagues joining after 24 July will be uplifted to the established rate of pay.
There are no changes to location pay/night premiums and no changes to Sunday premiums for existing colleagues.
But nothing specific about premiums for "new starters/joining after 24 July"
Bizarrely on this link, there is still mention of 25% discount at Tesco Cafe - so something doesn't sit right does it - not sure if this is an "old page" - still accessible.
https://www.tescoplc.com/news/2022/tesco-makes-significant-investment-in-colleague-pay-benefits-and-skills/
The article on Colleague Help was last updated on Oct 4. I'm curious what it said when it was first published, as it would seem it's been amended.
I'm guessing the only change in the Oct update was the further 20p increase.
Quote from: NightAndDay on 24-10-22, 01:01AMTill operating systems aren't my area, the epos application on the tills are, strict budgets are in place for the hardware and OS that are on the tills, I fulfil the requirements to lead a team to develop embedded software to run on those thin clients, I don't have control over what hardware they deploy, I can make recommendations, but ultimately, the commercial director gets the final say in what schema is used around all stores, budgets are very tight in Retail.
And they can't mandate a pay cut for my job as I'm exceedingly difficult to replace. Supply and demand are heavily in my favour, it would cost the firm a lot more to try and replace me than to pay me competitively to retain my sought after service provision.
You say your difficult to replace and this may be the case at the moment in the current market but trust me I know that in tech and in the structure of your team there are plenty of senior layers upon layers that could easily justify redundancies for a lovely Tesco cost saving exercise. Just saying.
I do manual filling and I want redundancy payment 20 yrs service, I'm forever correcting day fills! I'm still on nights ! Products been off sale for weeks and been worked regular I was told!! And from next week I'm going to do the least I can! News articles say robots are becoming more popular, very happy with that.
Quote from: Cbatt566 on 26-10-22, 11:21PMQuote from: NightAndDay on 24-10-22, 01:01AMTill operating systems aren't my area, the epos application on the tills are, strict budgets are in place for the hardware and OS that are on the tills, I fulfil the requirements to lead a team to develop embedded software to run on those thin clients, I don't have control over what hardware they deploy, I can make recommendations, but ultimately, the commercial director gets the final say in what schema is used around all stores, budgets are very tight in Retail.
And they can't mandate a pay cut for my job as I'm exceedingly difficult to replace. Supply and demand are heavily in my favour, it would cost the firm a lot more to try and replace me than to pay me competitively to retain my sought after service provision.
You say your difficult to replace and this may be the case at the moment in the current market but trust me I know that in tech and in the structure of your team there are plenty of senior layers upon layers that could easily justify redundancies for a lovely Tesco cost saving exercise. Just saying.
Look around you, the direction on cost saving is automation, and for the next 30-50 years IT and R&D departments are having their budgets increased, not decreased, to stay relevant in todays business world firms have got to embrace technology, I've jumped a few ships and have gotten a pay increase every time, it is simply not the case that the balls in the employers court, it is in mine, If I really wanted I can jump ship to another public or private sector enterprise and demand at least £100k a year.
From shift leader to a 150k a year role, almost unheard of.
No amount of money is worth working for a company that you are totally negative towards. Going up the ranks has not decreased the negativity. There has to be more to life than living with that poison in your blood.
My job is hard but I like it and I like the people I work with. I just get frustrated and the tasks that keep coming but due to lack of staff we spend such a long time filling shelves.
Quote from: Bleh on 29-10-22, 04:27PMFrom shift leader to a 150k a year role, almost unheard of.
Not if you're living in a fantasy world. Does anyone on here take his comments seriously? :D
"My job is hard but I like it"...hence the reason you do it.
I think you're very much in the minority there :-X In all workforce's across the country, there's probably a high % of disillusioned, disgruntled and very negative people carrying on doing a job they hate, because the reality is there's little choice. If they choose to leave, they cannot claim Jobseeker's Allowance for 6 months, so the luxury of "resting" until the dream job comes a knocking isn't an option, and the chance of that job being full time or even more hours contract than what they're currently working is as rare as hen's teeth!
So NightAndDay has found their niche for a well paid position, doesn't mean they have to love, or even like the company. Also doesn't mean they have forgotten the poor standards witnessed of their previous managers during his time working in a more lowly position, whilst training and making their way up, in a field they excel in.
So you love your job, you've been doing it a long time, you're in your comfort zone, but do you ever stop and think about the colleagues who work in your department under your management ??? do you think they agree with your constant pushing of how wonderful your store is, and the "we must all pull together" mantra!
I've noted in the past, you've avoided commenting on Tesco policies, even when answering another poster, you bypass and have even ignored direct questions on what are the rules. So do you think your team are as happy as you think they are? Have you ever taken the time to ask them? How many of them have you told that they DON'T have to work Boxing Day and New Year's Day (2) in Scotland, when you've asked them to work a shift? Have you blocked any holiday requests for December, Easter or 5* weekends?
Quote from: Teddybonkers on 02-11-22, 11:11AMQuote from: Bleh on 29-10-22, 04:27PMFrom shift leader to a 150k a year role, almost unheard of.
Not if you're living in a fantasy world. Does anyone on here take his comments seriously? :D
Granted, it does seem a bit surreal, how could a humble Shift Leader, a position that should be seen and not heard by management, ever have the temerity to exceed their station, much less to one several stations above senior management. I am the exception rather than the rule for how successful I've become, but lets not for a minute pretend that people don't leave Retail for better paid roles, it happens hundreds if not thousands of times a day
I see no reason not to believe night and day. But you have to remember this site is full of some of the people with proper bile towards the company. So much so they spend their free time away from the company they hate so much to talk about it on an internet forum.
There are clearly bad stores and good stores.
There is far too much tinkering from above though as each new director, or area manager has to prove they add something by changing things.
Quote from: Redshoes on 02-11-22, 09:40AMNo amount of money is worth working for a company that you are totally negative towards. Going up the ranks has not decreased the negativity. There has to be more to life than living with that poison in your blood.
My job is hard but I like it and I like the people I work with. I just get frustrated and the tasks that keep coming but due to lack of staff we spend such a long time filling shelves.
I see myself as a champion for workers rights while at the same time being astute to commercial and business concerns, I have had enough exposure on both sides of the fence to understand the pressures on both sides of the argument, cost of living for hourly wage colleagues and balancing the books on the financial side, especially when factoring in inflation, supply chain issues and changes to taxation policies at the government level, not to mention increased overheads from things like energy bills, for which corporations aren't protected by caps like consumers are.
I have and still do have numerous justified concerns over how Store operations are managed, particularly around corporate governance, promotion and development strategies, communications and health and safety. This however is not my area, but an educated outside observer would be able to see that the number of lawsuits Tesco gets around areas of employment laws and health and safety wouldn't stem from good management practices.
Tesco has a lot of work to do in this regard, but as previously mentioned, this is not my area, I'm drawing on my own experiences, experiences shared with countless others and an outsiders perspective. I've moved on and have come back in only in a professional capacity, my personal experience in my current role is great, I have no issues, I work with a competent team, knowlegable and courteous managers and we all have a shared desire to deliver excellence, this sort of culture and oversight needs to be adopted at store level in my personal opinion.
I was aware with the latest pay reviews that there would be an increase, but after getting paid today I'm getting a load of confused messages! Has basic pay decreased? And some people have a skills payment that wasn't there before? My own pay is over £100 less all of a sudden. Very confused!
Pay increase of 20p per hour comes in from Sunday 13th Nov.
Do you report to Guus Dekkers then?
As he is the head honcho for technology and has been for a while. He reports to Ken
:D
Quote from: Dougall on 12-11-22, 08:13PMDo you report to Guus Dekkers then?
As he is the head honcho for technology and has been for a while. He reports to Ken
Guus is the CTO, I'm the head of one area of technology, I won't say which specifically though, but I will say that there's several positions between myself and him.
Minimum wage going up to £10.40 an hour according to tomorrow's Times newspaper, how will Tesco's and other supermarkets react no doubt eager to quickly increase the £10.30 an hour!
It's laughable really. Tesco thought they'd done enough with the £10.30 rise to 'cover' them ready for when the next min wage increase was announced....WRONG!! ;D
Just makes the removal of premiums that step closer. Rather like the intro of self serve tills (because customers like them), we'll get told Tesco staff want a simple flat rate of pay whenever you work. Clearly the majority of staff who don't work Sundays or nights would agree. Therefore Tesco would have that backing. And again, when the next pay rise is announced, the Press release will be how they're helping out their hard pushed staff.
If you had bothered to read the recent pay rise info. The company had already stated that the next pay rise would be looked at in jan 23 and given by April. Therefore, they knew this was on the cards. Its no surprise to them.
Really good opportunity for Tesco to be a living wage employer here and do right by their hard working staff which I'm hopeful they will.
Quote from: 5fdp on 17-11-22, 04:11PMIf you had bothered to read the recent pay rise info. The company had already stated that the next pay rise would be looked at in jan 23 and given by April. Therefore, they knew this was on the cards. Its no surprise to them.
I've seen nothing about it being agreed, done & dusted & in place by April. Yes, Spring was mentioned, but I'd bet they thought this £10.30 was gonna carry them past April 5th & buy them a bit of time...why do it otherwise?
Next pay rise will be 10.43 tight gits.
Connected to pay is this stupid idea of pay advance just pay staff a decent wage then they won't need it,why would you use this because you won't have any money left for the month if you take any of it early.
What is connected to pay, pardon my ignorance but never came across that in all my time working for Tesco.
Tesco have brought out a new initiative to allow staff to get an advance on their upcoming wages. Lots of t&c though. Only applies to your contract hours and basically you will have already earned it before you can get an advance. So if your contractual pay was £1000, you couldn't get an advance of £350 a few days after you've just been paid.....
Quote from: Charlie Harper on 17-11-22, 07:34PMQuote from: 5fdp on 17-11-22, 04:11PMIf you had bothered to read the recent pay rise info. The company had already stated that the next pay rise would be looked at in jan 23 and given by April. Therefore, they knew this was on the cards. Its no surprise to them.
I've seen nothing about it being agreed, done & dusted & in place by April. Yes, Spring was mentioned, but I'd bet they thought this £10.30 was gonna carry them past April 5th & buy them a bit of time...why do it otherwise?
I agree with Charlie. There were some words around starting negotiations earlier with a hope of implementing an earlier increase....but it's been Tesco which has delayed increases in the last five years or so ...they always used to be from July.
Anyway, it's a bit if a farce really describing it as negotiations. Tesco very much holds the upper hand. It's not like Usdaw can threaten a strike ballot.
https://employeebenefits.co.uk/tesco-launches-pay-advance-scheme-for-staff/
For Penguin. The details are on Our Tesco, but difficult to post links to that. Here's how it's been reported.
Any manager who is just over the 26k pay threshold has been given nothing for the cost of living when I asked just told performance related only ? Why am I paying a Union to negotiate my wages when they don't ? I think managers should pay less Union fees as we are not getting what other members are. As colleagues get represented What will happen when I can't afford my mortgages everyone else is striking it is beyond a joke the cost of living affects everyone.
Hard to argue union are doing much for colleagues in maintaining pay at barely above the legal NLW. Do managers pay a different band of Usdaw charges then? Are managers part of collective bargaining agreement? Or could they theoretically go on strike?
Quote from: barafear on 19-11-22, 07:29AMhttps://employeebenefits.co.uk/tesco-launches-pay-advance-scheme-for-staff/
For Penguin. The details are on Our Tesco, but difficult to post links to that. Here's how it's been reported.
Thanks for the link, I left back in 2020 but I know similar things to what has now been set up i.e. pay advances had been suggested via forum and other channels and the response from Tesco back in 2019 is staff do not want a system like this as only getting paid monthly is a benefit, I guess the cost of living and staff not always being able to get credit so easily given the current economic situation has altered the view somewhat.
whats peoples predictions for april 2023?
if we are now on £10.30 hour
minimuim wage will be £10.42 hour (for "adults over 22) -
whats the chances tesco will beat this for april or keep us bang on the minimum wage?
Normally our pay rise october is above minimum wage for april but i have a feeling they only give us the 20p extra hour because they a phasing us to be on exact minimum wages.
Quote from: Simonlyckntract on 19-11-22, 10:02AMAny manager who is just over the 26k pay threshold has been given nothing for the cost of living when I asked just told performance related only ? Why am I paying a Union to negotiate my wages when they don't ? I think managers should pay less Union fees as we are not getting what other members are. As colleagues get represented What will happen when I can't afford my mortgages everyone else is striking it is beyond a joke the cost of living affects everyone.
What do you think other members are getting that you aren't? its a genuine question I'm not trying to antagonise you.
To be fair to Team Managers, they have been given the short end of the stick with regards to pay reviews over the last 8 years, hourly wages aren't exactly brilliant, but they have been increasing year on year for the most part, (despite the reason being due to legal obligations for the most part). Team Manager salaries in comparison have been stagnant (a raise due to performance is not a raise, it's paying you what you're worth and is part of the Team Manager variance in pay factored by time and experience in the role, department, category of shop and headcount). A true raise would be increasing the floor and ceiling rate up, not moving up a variance in light of the aforementioned.
Team Managers have been on £22k base before this £26k base came into affect for years. In real terms, they've been getting pay cuts year on year.
As for union membership, it's not mandatory to join a union, they are providing a service, if you aren't happy with it, you can vote with your wallet. I cancelled my union membership when I was a member after 3 months as they weren't fit for purpose at the time, from what I've read, things may have improved, but they are still doing the bare minimum that they should be doing going from all accounts I've read.
Quote from: Simonlyckntract on 19-11-22, 10:02AMAny manager who is just over the 26k pay threshold has been given nothing for the cost of living when I asked just told performance related only ? Why am I paying a Union to negotiate my wages when they don't ? I think managers should pay less Union fees as we are not getting what other members are. As colleagues get represented What will happen when I can't afford my mortgages everyone else is striking it is beyond a joke the cost of living affects everyone.
Just to be clear, the fake Union USDAW don't negotiate shop floor wages anymore. They are determined by central government via the minimum wage, and management wages are constantly being eroded because of this. You can alway's step down if you're unhappy - that's what Tesco would say :D
All I say is this, next year, within the next 3 months we will find out if redundancy will be made to nights, minimum wage going up yet for Tesco to put up another lay rise will only get them a step closer to cutting out nights and going to twilights. It cuts out most of the premiums and if a fair amount of staff stay for twilight shifts, they won't need to pay them redundancy. Also with the equal pay ruling in February aswell, it's a big year for supermarkets.
Funny how Tesco just brought these "pay advances" which in my eyes, is to get people to do overtime, and just before Christmas it's a good and bad thing, depending on your finances and spending.
But the last thing is this new "salary" loan. Now Tesco bank do loans, so I'm not to sure on this, but my theory is, wether nights go or not, and if you decide to take out a salary loan, that loan you you take out, if you get made redundant, the redundancy money you would get, will go straight back into reasons pocket.
If you stay with Tesco and take one out, they get profit anyway from the wages they give you from the %.
To be fair I don't think nights will go completely. You will see a lot of managers getting cut. Think of the savings there.
True especially in our store. For years they've been effectively overpaid shelf fillers.
Doing the same job as the night GA but on 30grand + and most have an awful attitude and dont get started on favouritism that has been witnessed.
Pretty girl they fancy has the nice light aisles while everyone else gets the heavy.
Don't think nights will fully go in every store, but there are certainly loads that could easily be filled early morning/twilight.
If you look at management, why on a Sunday can a store run with 2-3 managers when takings £ per hour are often at the highest, yet on a Tuesday/Wednesday stores run with 2-3 times that level of management.
Finally colleague pay is now largely driven by minimum wage legislation. Do Tesco want to control wage costs and stick to the bare minimum and have constant labour turnover as people leave for better paid roles elsewhere or pay a premium above minimum wage in the hope of attracting a more loyal workforce?
Please do not quote immediately prior post(s). .Admin.
I honestly don't think they care. They aren't interested in loyal work force. They are just interested in filling the numbers required to do the jobs and man the stores. They aren't fussed if you've worked there 5 years or 5 mins any more they see it as just being able to get new people in.
The problem you have is most new staff are students and they don't care about being off sick or anything. They also don't care about being in the union because it costs money.
With new staff the union percentage gets lower and lower which suits Tesco
Loyalty? what's that? Tesco made it clear they don't value loyalty anymore when they got rid of so many long time colleagues just so they could bring in students and people who take the job as a stopgap before finding a better paying, more stable employer to work for.
FuriousAnger I agree with every word you said :thumbup:
Quote from: londoner83 on 29-11-22, 07:17AMDon't think nights will fully go in every store, but there are certainly loads that could easily be filled early morning/twilight.
If you look at management, why on a Sunday can a store run with 2-3 managers when takings £ per hour are often at the highest, yet on a Tuesday/Wednesday stores run with 2-3 times that level of management.
Finally colleague pay is now largely driven by minimum wage legislation. Do Tesco want to control wage costs and stick to the bare minimum and have constant labour turnover as people leave for better paid roles elsewhere or pay a premium above minimum wage in the hope of attracting a more loyal workforce?
Days like that there are very little holiday meetings, or training completed or 1 to 1s with colleagues. fine for a one off but you can't run like that all the time.
Please can someone post here the 20% Colleague discount dates please. Meny thanks.
https://www.verylittlehelps.com/index.php?topic=17811.0
Pay rise ???
I work on nights, I have always been on £11.15 an hour.
we was were told there was a 20p pay rise this month so theoretically should be on £11.35
Only to check our wage slips this morning to find we have all gone down to £10.75
So a loss of 60p taking into account we should have been on £11.35
No one was told about this happening from our management team within store
Anyone else had this problem ?
Are you on a market supplement? It's happened to bakers who are on a market supplement too, tesco are up to something I think.
Yeah I have always had a market supplement from day one.
Time to stop doing that little bit more as we are not being paid correctly.
Quote from: Jedi4.20 on 08-12-22, 10:30AMPay rise ???
I work on nights, I have always been on £11.15 an hour.
we was were told there was a 20p pay rise this month so theoretically should be on £11.35
Only to check our wage slips this morning to find we have all gone down to £10.75
So a loss of 60p taking into account we should have been on £11.35
No one was told about this happening from our management team within store
Anyone else had this problem ?
Same as my partner, he works nights and his went down to 10.75, I'm on days and mine has gone from 10.55 to 10.75 so no idea why nights have gone down
Quote from: Jedi4.20 on 08-12-22, 10:30AMPay rise ???
I work on nights, I have always been on £11.15 an hour.
we was were told there was a 20p pay rise this month so theoretically should be on £11.35
Only to check our wage slips this morning to find we have all gone down to £10.75
So a loss of 60p taking into account we should have been on £11.35
No one was told about this happening from our management team within store
Anyone else had this problem ?
Yes it has happened in our store too. They have lowered our contracted hourly rate and added the difference to location pay (dotcom).
Didn't think it was legal to reduce your hourly rate without any sort of reason or consultation.
Quote from: Jedi4.20 on 08-12-22, 10:30AMPay rise ???
I work on nights, I have always been on £11.15 an hour.
we was were told there was a 20p pay rise this month so theoretically should be on £11.35
Only to check our wage slips this morning to find we have all gone down to £10.75
So a loss of 60p taking into account we should have been on £11.35
No one was told about this happening from our management team within store
Anyone else had this problem ?
Just wondering if it's just showing differently on pay slips now. Could it be that basic is showing with supplement separate.
There was something on Comms about a month or so back regarding this.
Cannot remember what it said unfortunately, other than for some colleagues it would show differently on their payslips.
Well my market supplement has not changed
November pay it was £58.50
December pay it was £63.00
That definitely does not make up the difference of losing 60p and hour with the new pay rise of 20p
There has been no Consultation on dropping down to 10.75 and I can't see it made up anywhere on my pay slip elsewhere
And again with location pay it's pretty much the same as last month
November £43.88
December £47.25
So no different added there I'm actually down on what I normally have I do 30 hours a week no overtime ever so it's always the same
I'm considering getting an employment law solicitor involved, regardless of market supplements or location pay, to lower our hourly rate without consultation or signing a new contract is against the law, if anyone would like to go this route also then maybe one solicitor could represent us all, no doubt this has affected thousands of staff up and down the country. To have no notification is outrageous.
Good grief how can it be right to take 60p an hour from people regardless of if they were told or not?
no doubt usdaw agreed it on employees behalf again
Quote from: forrestgimp on 09-12-22, 08:39PMGood grief how can it be right to take 60p an hour from people regardless of if they were told or not?
It's unlawful. If they lower your hourly rate and relocate under market supplement that will be phase 1,phase 2 will be to buy out your market supplement leaving you on a lower hourly rate.
Basic rate, market supplement and skills payment don't eve add up to the stated hourly rate on our payslip.
Our store doesn't have a night shift any more so I can't ask if its happened to our lot as well. Is this isolated or country wide?
I don't think their right, think they're confusing hourly rate with night premium on top, if you were on a higher hourly rate on nights than days it would be anarchy.
Quote from: forrestgimp on 09-12-22, 08:39PMGood grief how can it be right to take 60p an hour from people regardless of if they were told or not?
They are taking it from your hourly rate and adding it to market supplement fot dotcom drivers. The top line pay is correct but transferring the money to market supplements leaves an opening for them to buy out that element of your pay. They should not be reducing your hourly rate.
I have made enquries to a solicitor about this, waiting on actual 100% solid answer but on the face of it, it is not lawful.
If it was on the hourly pay for say drivers,night staff etc and that individual did overtime on say grocery filling or the night staff did overtime on day shift,would it be right they get paid extra for doing that!!! just food for thought
Quote from: Sherwoodforest on 11-12-22, 06:29AMIf it was on the hourly pay for say drivers,night staff etc and that individual did overtime on say grocery filling or the night staff did overtime on day shift,would it be right they get paid extra for doing that!!! just food for thought
Yes, if you are allocated to a different lower paid department you will always get the higher wage paid to otherwise they'd be paying you less than your contracted amount says
Just to note, that a curious oddity of the protected pay mechanism is that your hourly wage doesn't go up for as long as the real hourly rate for your role is less than the amount you receive under protected pay, so if the new increase is still less than what you get now without an increase, then that would be why your wage hasn't gone up.
Hi guys does anyone know the right channels to speak to someone about this at head office, I'm going the legal route. Its down right unlawful to just lower an hourly rate of pay for someone who is contracted. No negotiation or notice it's crazy, I was on £11.72 as a fully skilled baker, I should be on £11.90 odd with the 20p increase yet my payslip this month went to £11.23.
yea i would ask for clarification, it seems odd.
Quote from: Bakersdozen on 12-12-22, 03:19PMHi guys does anyone know the right channels to speak to someone about this at head office, I'm going the legal route. Its down right unlawful to just lower an hourly rate of pay for someone who is contracted. No negotiation or notice it's crazy, I was on £11.72 as a fully skilled baker, I should be on £11.90 odd with the 20p increase yet my payslip this month went to £11.23.
Does it not simply show elsewhere on the payslip? There was - as someone else stated earlier - some comms about this - and it stated that those on skills payments (like a baker) would see their pay presented differently.
Quote from: Bakersdozen on 12-12-22, 03:19PMHi guys does anyone know the right channels to speak to someone about this at head office, I'm going the legal route. Its down right unlawful to just lower an hourly rate of pay for someone who is contracted. No negotiation or notice it's crazy, I was on £11.72 as a fully skilled baker, I should be on £11.90 odd with the 20p increase yet my payslip this month went to £11.23.
Hi> You mention you were on £11.72 prior to November - did this include any "special" extra - does your store get location pay? Were you paid any sort of market supplement because skilled bakers were hard to recruit? Did you personally agree any sort of "uplift" when going for and getting the job? According to OurTesco - the "skills" payment for a skilled baker is
Tesco Colleague - Skilled Baker E £0.936
So the new pay rate of £10.30 + 93.6p = £11.236 should be your current hourly rate - assuming no other add ons.
Found the bit on OurT - probably won't copy/paste very well - but here goes:
Changes to Work & Pay Payslip from 11th November 2022
Note: This only applies to future payslips
Colleagues who are contracted to work in a skilled area (Grades D,E,F, H, T) and receive a skills payment, will notice a different layout in their payslip from this pay day.
Colleagues who are not contracted to a skilled department ( C Grade) but have worked on a skilled department will also see a difference in the way their pay is displayed.
What has changed?
For those contracted to a skilled department - The hourly rate displayed in a colleague's payslip will now show one combined rate (the base hourly rate plus the skills payment they receive) as shown below.
If the colleague then works on another skilled area for which they receive a higher skills payment, this will be displayed in their payslip as Skills payment – Pay grade) e.g. skills payment – E.
Yes I get a market supplement, so in theory my pay hasn't gone down, however I'm not sure if I'll get that extra pay if I do overtime.
The market supplement works out at 0.70p per hour so is £1328 per year basic hours (full time 36.5hrs)
Yes the layout of the payslip has changed and has skills payment-E however its the market supplement aspect that has been taken off my hourly rate.
It's not just me but hundreds in the company on such supplements. Probably trying to distinguish the market supplement to then buy us out of it 😒 which is wrong. It's best to fight it now rather than it be taken away.
Surely market supplements are temporary and can be removed? What's the reason for the supplement? Was it part of a previous restructure? Do you have any paperwork relating to the supplement? Did it have an end date?
No paperwork its always been on my hourly pay since I became a fully skilled baker 18 years ago, I believe its because the company struggled to get bakers in my area so offered an extra 'supplement'
OK, fair enough. Good luck getting it sorted
First (or should I say second) big announcement from a supermarket today, Sainsbury's increasing the hourly rate to £11 nationally or £11.95 in London. Let's see Tesco follow suit... they did say they would be announcing something earlier than the spring if I'm not mistaken!
minimum wage is going up at start of April to 10.42ph so it's got to go up to a least that by then.
Quote from: Cbatt566 on 04-01-23, 03:29PMFirst (or should I say second) big announcement from a supermarket today, Sainsbury's increasing the hourly rate to £11 nationally or £11.95 in London. Let's see Tesco follow suit... they did say they would be announcing something earlier than the spring if I'm not mistaken!
Would be nice to think Tesco might "match" - but the last few years have shown that they drag their feet - so although I see it likely that we would get £11 "shortly" (as another poster stated, has to be at least 10.42 by 1st April) - I'm sure Tesco will make it as late as possible - how come Sainsburys and the like can announce a pay rise and implement it the following month whereas Tesco seem to take anywhere up to 6 months for it to eventually come.
Sainsburys actually stated a "shortage of staff taking jobs at the current rates of pay" - a strange one to read - as we all feel that retail pay has been a race to the bottom for the last 5 years or so - ever since the NLW was increased by 5%+ per year.
Clearly, it seems inevitable that any increase of 7%+ by Tesco (to reach £11+) has to be partly paid by the further erosion of premiums.
>:(
I don't work bank holidays, nights or Sundays anymore (stopped all that craziness years ago), so personally that wouldn't bother me. It was clear years ago that they were going to eventually have to get rid of all premiums (maybe keep a bit for nights). Got tired of 'officially' getting a pay-rise and then not actually getting a pay-rise, so just work all the standard hours these days.
So last month they took away market supplement from hourly rate this month it's back I wish they would make this wage slip simple so much gobbledegook on it.Think they do it on purpose.
Quote from: barafear on 04-01-23, 05:45PMQuote from: Cbatt566 on 04-01-23, 03:29PMFirst (or should I say second) big announcement from a supermarket today, Sainsbury's increasing the hourly rate to £11 nationally or £11.95 in London. Let's see Tesco follow suit... they did say they would be announcing something earlier than the spring if I'm not mistaken!
Would be nice to think Tesco might "match" - but the last few years have shown that they drag their feet - so although I see it likely that we would get £11 "shortly" (as another poster stated, has to be at least 10.42 by 1st April) - I'm sure Tesco will make it as late as possible - how come Sainsburys and the like can announce a pay rise and implement it the following month whereas Tesco seem to take anywhere up to 6 months for it to eventually come.
Sainsburys actually stated a "shortage of staff taking jobs at the current rates of pay" - a strange one to read - as we all feel that retail pay has been a race to the bottom for the last 5 years or so - ever since the NLW was increased by 5%+ per year.
Clearly, it seems inevitable that any increase of 7%+ by Tesco (to reach £11+) has to be partly paid by the further erosion of premiums.
>:(
New starters don't get any premiums except night premiums, time and a quarter for legacy contracts will go at some point, that is a given, but perhaps not while the competition are offering a premium for bank holidays, in this case, I would estimate that Tesco will increase their CA rate to £11.10 an hour and the money will come from the increased cost of products Tesco sells, it may tie in on the other statement of price freezes until Easter and perhaps from the cost savings to management structures in Superstore/ex-Metro's.
I told people many times they will remove nights premium and bank holiday they didn't listen. I stand by what I said.Tesco will be removing more nights from many more stores making them do twilight hours.They will also in my opinion remove managers from big tesco and replace them more with shift leaders.They will cut managers that are left in metros express stores and superstores aswell as tesco wants to save more money.So the ones that will be cut is managers and former metro stores which still have nights will be replaced with twilight hours.Premimum will be reduce or removed instead of the 2.30 they pay now they will half it.
Sainsbury's and Usdaw negotiations bring fast pay increases the very next month yet so called Tesco partnership agreement drags out the process and awards lesser pay awards 6+ months into autumn winter period, when the likes of Sainsbury's are already well into a further pay increase, Tesco's the catch up retailer
Quote from: Hammer10 on 05-01-23, 08:52AMSo last month they took away market supplement from hourly rate this month it's back I wish they would make this wage slip simple so much gobbledegook on it.Think they do it on purpose.
It was unlawful to lower the hourly rate. No consultation either shows it was error.
Our store manager fobbed us off saying Tesco weren't going to sort it but it seems HR managed to sort it out.
Just thought I'd point something out, the new national living wage coming into effect this April (the government mandated minimum wage) of £10.42 an hour, for someone working a full time minimum wage job (they're more common outside of retail) of 37.5 hours a week would be on £20,319 a year, and that's assuming no overtime or premium payments, the current equivalent £9.50 an hour minimum wage ends up as £18,525 a year, that's almost a £2k pay rise. Looking at it this way, it really does put a lot of things into perspective, one of them being that more and more jobs are edging closer to the new minimum wage including management positions.
There's been a massive mismatch between pay rises for salaried staff and for hourly paid over the last few years (a slight difference between higher and lower hourly paid roles, except for a few exceptions, the nominal increase has been the same as the CA increase, because of how percentages work, it means CAs have been getting larger raises as a proportion than Shift Leaders and most roles in between). While Managers had to make do with either no raise or one of 3% at best.
At some point, Tesco will have to review the pay differentials between roles, otherwise they risk not being able to fill management positions because the pay wouldn't be reflective of expectations.
https://amp.theguardian.com/business/2023/jan/06/tesco-staff-get-quality-streets-for-christmas-instead-of-bonus
So just read Tesco is to report bumper Christmas sales yet Tesco struggles with limited pay reviews and don't get me started on cutting staff to the bone after Christmas last night it was a skeleton crew then had sick calls o it's ok as long Tesco has it's bumper profits.
Tesco needs its "bumper profits" so that , as quoted by The Guardian (see above) "Murphy, who joined the UK's biggest supermarket chain in October 2020, could earn up to £10.7m this year if he meets certain performance targets."
Quote from: NightAndDay on 06-01-23, 01:31PMJust thought I'd point something out, the new national living wage coming into effect this April (the government mandated minimum wage) of £10.42 an hour, for someone working a full time minimum wage job (they're more common outside of retail) of 37.5 hours a week would be on £20,319 a year, and that's assuming no overtime or premium payments, the current equivalent £9.50 an hour minimum wage ends up as £18,525 a year, that's almost a £2k pay rise. Looking at it this way, it really does put a lot of things into perspective, one of them being that more and more jobs are edging closer to the new minimum wage including management positions.
There's been a massive mismatch between pay rises for salaried staff and for hourly paid over the last few years (a slight difference between higher and lower hourly paid roles, except for a few exceptions, the nominal increase has been the same as the CA increase, because of how percentages work, it means CAs have been getting larger raises as a proportion than Shift Leaders and most roles in between). While Managers had to make do with either no raise or one of 3% at best.
At some point, Tesco will have to review the pay differentials between roles, otherwise they risk not being able to fill management positions because the pay wouldn't be reflective of expectations.
Already happening, I know a couple of managers from my last store both of whom have left and one got a job with a banks head office, the other has gone to Sainsburys and is now an s.m despite Tesco telling him he would never make more than a team manager and would be best staying put. I guess there are many more examples but those the only two I know off.
Quote from: penguin on 06-01-23, 08:49PMQuote from: NightAndDay on 06-01-23, 01:31PMJust thought I'd point something out, the new national living wage coming into effect this April (the government mandated minimum wage) of £10.42 an hour, for someone working a full time minimum wage job (they're more common outside of retail) of 37.5 hours a week would be on £20,319 a year, and that's assuming no overtime or premium payments, the current equivalent £9.50 an hour minimum wage ends up as £18,525 a year, that's almost a £2k pay rise. Looking at it this way, it really does put a lot of things into perspective, one of them being that more and more jobs are edging closer to the new minimum wage including management positions.
There's been a massive mismatch between pay rises for salaried staff and for hourly paid over the last few years (a slight difference between higher and lower hourly paid roles, except for a few exceptions, the nominal increase has been the same as the CA increase, because of how percentages work, it means CAs have been getting larger raises as a proportion than Shift Leaders and most roles in between). While Managers had to make do with either no raise or one of 3% at best.
At some point, Tesco will have to review the pay differentials between roles, otherwise they risk not being able to fill management positions because the pay wouldn't be reflective of expectations.
Already happening, I know a couple of managers from my last store both of whom have left in part due to the pay becoming closer and closer to CA level and one got a job with a banks head office, the other has gone to Sainsburys and is now an s.m despite Tesco telling him he would never make more than a team manager and would be best staying put. I guess there are many more examples but those the only two I know off.
Same goes for Shift Lead. You'd have to be mad to take up one of those roles given the stress & expectation they are put under (in my store anyway)for the peanuts extra they get over a C.A. Hence the struggle to fill those roles.
Please do NOT quote immediately prior post(s). .Admin
Correct, shift leaders especially in express stores are managers for far less money and more stress they have to work the cages that aren't done and make sure they are finished before they leave.
Quote from: Paupers wage on 05-01-23, 03:01PMSainsbury's and Usdaw negotiations bring fast pay increases the very next month yet so called Tesco partnership agreement drags out the process and awards lesser pay awards 6+ months into autumn winter period, when the likes of Sainsbury's are already well into a further pay increase, Tesco's the catch up retailer
: :thumbup:
Quote from: T.C.1 on 06-01-23, 03:56PMSo just read Tesco is to report bumper Christmas sales yet Tesco struggles with limited pay reviews and don't get me started on cutting staff to the bone after Christmas last night it was a skeleton crew then had sick calls o it's ok as long Tesco has it's bumper profits.
Personally I think the pay rates in the industry is the true value after costs and competition is factored in. If I want more money its on me to either skill myself up so I can find a job that moves me up the economic ladder. By all means I'm all for the GOV pushing the living wage as high as it wants and I'm all for the supermarkets factoring that cost in when deciding how many people they need to run the business and how much to raise prices to maintain a profit.
End of the day there is no major innovation in the sector to generate large amounts of wealth and on average the sector make around 3p in every pound they sell. I not gonna begrudge any business making that profit margin and just to put it into perspective the area with the largest innovation tech make massive profit margins I think Apple is around 28% mark.
A lot of industry years ago had unions with a lot of clout, yes they probably got paid well, but where is coal, steel and car industry now? priced out the market by cheaper labour abroad. Pay has to be sustainable for the company and sector to continue, our competition is aldi, lidl, asda so Tesco only doing what it needs to be doing to continue in the market.
I have no time for the unions in their current set up. All unions do is look out for their on interest within that company and yes if they have clout which is usually because there is no true competition in the market they will get more money. But eventually time catches up and if that business doesn't compete against the competition then it will go under.
So sainsbury have been awarded an £11 per hour increase from April
From February not April
Quote from: Garysmith123 on 11-01-23, 06:47PMSo sainsbury have been awarded an £11 per hour increase from April
Wow , £11 per hour INCREASE would definitely make me stay
When are Tesco due to announce the pay review information for 2023? Sure i read somewhere it was the end of January, Results are due this morning so possibly be today along with details of a well deserved bonus 😀
Quote from: MerchMan007 on 11-01-23, 08:31PMQuote from: Garysmith123 on 11-01-23, 06:47PMSo sainsbury have been awarded an £11 per hour increase from April
Wow , £11 per hour INCREASE would definitely make me stay
:D
Tesco gave their Christmas/Q3 trading update today - I was half expecting an announcement on a pay increase.....alas not.
Yesterday daily news Feedback: Is there a plan to react to Sainsburys recent pay announcement?
Response: This will form part of the consideration as we enter the pay negotiations with Usdaw which will begin at the end of January.
Quote from: barafear on 12-01-23, 12:41PMTesco gave their Christmas/Q3 trading update today - I was half expecting an announcement on a pay increase.....alas not.
The growth is big, but bellow inflation level.
If company want bigger net profit then further costs cuts are expected.
Any one whos work is unbalanced, stresfull and underpaid can forget about any change for better.
The reasonable minimum should be now £11.50 per hour, £12 if team is understaffed and relay on people working 6-7 days a week.
But let's wait for results of ongoing negotiations.
Pay reviews are a double edged sword for structural changes, lowering the headcount means staff retention is that much more important, it would be very reasonable to assume the increase will be to at least £11 an hour, any less and they'd be losing staff to the competition and find their roles harder to fill, we are still in an employees market with many employers screaming out for staff. Cheaping out on the increase would be an ill advised business strategy against the backdrop of the current labour market imbalance, the low pay commission even commented that the 9.7% increase to the national living wage to £10.42 an hour is in main part due to this imbalance along with the current inflation we're going through.
There's also the aspect that an employer in the public eye as big as Tesco can't really get away with passing off a pay rise percentage much lower than inflation, even less the national living wage increase, I would say anything less than 6% would be heavily scrutinized. A 6% increase would also push the rate to a bit above £11 an hour.
If I had to take an educated guess, I believe the increase will be 6.8% taking pay to £11.10 an hour.
All that you can see is cuts coming.Tesco is all about money now.All Night shift to go.No redundancys as they be offered jobs on morning and twilight.Tesco don't do redundancy now.I can see serious manager jobs goin now.Its bad when Asda lidi are all streets ahead
Can't force staff to move from nights to days unless they agree. Otherwise redundancy. Tesco make people redundant all the time. You just don't here about it. Head office come and go all the time. Just made some regional roles redundant 3 months ago.
Management call tomorrow morning @ 10am. they either have to beat or match Sainsbruys £11.00 an hour.
Quote from: 5fdp on 12-01-23, 07:25PMCan't force staff to move from nights to days unless they agree. Otherwise redundancy. Tesco make people redundant all the time. You just don't here about it. Head office come and go all the time. Just made some regional roles redundant 3 months ago.
In many of the extras some night staff were moved to days with protected pay for 18 months.
I could see them moving superstore nights to days but its harder to do that in extras, especially those which have . com departments as the shelves need to be filled during the night ready for them to pick in the morning.
Quote from: lordadmiral on 12-01-23, 01:58PMQuote from: barafear on 12-01-23, 12:41PMTesco gave their Christmas/Q3 trading update today - I was half expecting an announcement on a pay increase.....alas not.
The growth is big, but bellow inflation level.
If company want bigger net profit then further costs cuts are expected.
Any one whos work is unbalanced, stresfull and underpaid can forget about any change for better.
The reasonable minimum should be now £11.50 per hour, £12 if team is understaffed and relay on people working 6-7 days a week.
But let's wait for results of ongoing negotiations.
£12 an hour? I get paid now in express store former metro for nights on Saturday £15.60 an hour I highly doubt tesco will increase it to 12 pound an hour.
Quote from: Morrissey1912 on 12-01-23, 06:27PMAll that you can see is cuts coming.Tesco is all about money now.All Night shift to go.No redundancys as they be offered jobs on morning and twilight.Tesco don't do redundancy now.I can see serious manager jobs goin now.Its bad when Asda lidi are all streets ahead
If they do remove nights to twilight unless staff agree to it they will have to pay redundancy. Tesco themselves stated last year than plan on saving billion. Also with protected psy the staff themselves agreed to it if they fidht tesco would have had to pay redundancy
Quote from: Morrissey1912 on 12-01-23, 06:27PMAll that you can see is cuts coming.Tesco is all about money now. All Night shift to go. No redundancy as they will be offered jobs on morning and twilight. Tesco don't do redundancy now. I can see serious manager jobs going now. Its bad when Asda lidi are all streets ahead.
do you expect Tesco to be a charity?
They are tracking to make around 1-2% profit margin come April maybe a little higher if they got more profit out of those sales increase
Please people get it into your wee heeds. You can't change someone from nights to days unless they agree. If they don't agree it's redundancy if the job role is going. So if staff have moved from say hb nights to hb days its because they have agreed to do it. They will get a buy out on the pay difference. If they didn't agree they would be moved to another area eg fresh or grocery . Or made redundant. Redundant member of staff happen frequently in the company . Regional managers have not long gone, all made redundant.
Agreed Tesco will pay redundancy if they change your contract and you can't do the change. Protected Pay is only a little bit extra. It only happens if staff agree to it.
Rumours of shift leader getting pay rise
Pay raises will mean job cuts and/or hours taken out of departments. Tesco cannot afford to pay GAs £11+ an hour to fill shelves and serve customers. One of our Trolley Assistants is full-time, another does 30hrs a week. At £11 an hour the full timer will be earning £1606 per month before tax and deductions. A 30hr colleague will be earning £1320 before deductions. You are delusional to think Tesco will pay that for a GA.
Hours will be cut. Yet again more pressure on those colleagues that remain.
I would like to tell you that tesco very clearly stated that they want to save billions within three weeks. This isnt rumours but rather what they stated last time when they did cuts in February 2022 last year when they cut nights from multiple tesco stores. Tesco is moving towards working how lidl and aldi do.There focus is to cut down things like nights and either remove them completely or replace with twilight hours.I highly doubt they want people in london getting 15.00 an hour for nights.
Quote from: Bobmay on 14-01-23, 10:53AMI would like to tell you that tesco very clearly stated that they want to save billions within three weeks. This isnt rumours but rather what they stated last time when they did cuts in February 2022 last year when they cut nights from multiple tesco stores. Tesco is moving towards working how lidl and aldi do.There focus is to cut down things like nights and either remove them completely or replace with twilight hours.I highly doubt they want people in london getting 15.00 an hour for nights.
I would like to tell YOU that Tesco DID NOT state that they want to save "billions within three weeks" . The actual statement was that they were going to save one billion within three years . You then have the nerve to say "This isnt rumours" .
Hi everyone, I've a question about flexi contracts, our store like everyone else's has its overtime cut. Most of out dot com department are on 15 hour a week and 3.45 hours a day contracts but are flex'd up to 8/9 hour days. A few staff(chosen if they have a bad pick rate) get sent home, is there a policy about how much notice they should get given? As one member of staff today started at 6am(contracted 3.45 hours) but flex'd till 1pm got sent home but was told at 9.40am when they were having a 30 minute break so had to leave at 9.45am. Is this ok or against policy?
Thanks in advance!
not sure about flexi staff however if they have been flexed up to 1pm to then be sent home at 9.45 is wrong and policy states breaks can not be taken at end of shift so surely they should of been told before the break.
Quote from: Thedude2022 on 14-01-23, 03:37PMHi everyone, I've a question about flexi contracts, our store like everyone else's has its overtime cut. Most of out dot com department are on 15 hour a week and 3.45 hours a day contracts but are flex'd up to 8/9 hour days. A few staff(chosen if they have a bad pick rate) get sent home, is there a policy about how much notice they should get given? As one member of staff today started at 6am(contracted 3.45 hours) but flex'd till 1pm got sent home but was told at 9.40am when they were having a 30 minute break so had to leave at 9.45am. Is this ok or against policy?
Thanks in advance!
According to https://colleague-help.ourtesco.com/hc/en-us/articles/5637482659484-Guide-to-the-Tesco-store-CFC-hourly-paid-colleague-contract it should be 3 weeks notice of shift change! Or 2 hours if CFC with same day clause - the fact that 2 hours is the minimum in CFCs where workload is unpredictable suggests that stores should not be any less as the extra hours can be utilised on other tasks/departments. If it was me, I would insist on completing the assigned shift & if the manager argues insist that they provides a copy of the full policy and highlight the clause that allows them to change the shift with zero notice.
Quote from: SAMCRO on 14-01-23, 10:05AMPay raises will mean job cuts and/or hours taken out of departments. Tesco cannot afford to pay GAs £11+ an hour to fill shelves and serve customers. One of our Trolley Assistants is full-time, another does 30hrs a week. At £11 an hour the full timer will be earning £1606 per month before tax and deductions. A 30hr colleague will be earning £1320 before deductions. You are delusional to think Tesco will pay that for a GA.
Hours will be cut. Yet again more pressure on those colleagues that remain.
Tesco will either match sainsbury at £11 or come in around £10.80-£10.90. But make no mistake Tesco will be paying £11 and more in 2024
It's an employees market atm, there's a very strong business case to not pay less than £11 an hour in the upcoming pay review, doing so would be a triple whammy hit in being seen as a worse employer than the competition, not being able to be branded a real living wage employer and staff leaving for better paid unskilled roles elsewhere.
True though if I'm not mistaken Tesco and Sainsbury's do swap back and forth on who pays more. I would not be shocked if it's in the £10.80-£10.90 range with a commitment to review the wage rate in September.
Do T really care about the GA rate? Their business model clearly show that GA are unskilled and easily trained. Is there a shortage of this type of employee? And ultimately as we move towards more automation then fewer staff are required and similarly if T move to an Aldi model again fewer staff required. So there's really no need to increase GA pay to attract staff. The only requirement is to stay legal.
They will have to as challenging recruitment dynamics affect store operations and the customer experience. We are in an employees markets, meaning just because a role is unskilled does not mean they are easily replaceable. And though Tesco and the competition (not just Sainsbury's) do fluctuate on who has the highest base pay, this is purely down to timings of the pay reviews, for the past few years, Tesco has usually held their reviews in the second half the the year, while the competition typically has it before April and it has been the case that Tesco matches or slightly exceeds what the competition pays (for example, last year Sainsbury's started paying £10 an hour back in February, Tesco started paying £10.10 around July and then £10.40 in November, Sainsbury's now pays £11 an hour). sainsbury's aren't the only ones paying £11 an hour, Tesco has to be seen to be competitive, otherwise the consequences of natural competition occurs and people leave for the highest payer in town.
And type of role doesn't matter as such as any unskilled person can perform it, an unskilled role will be in competition with other unskilled roles across all industries, and if they're seen to offer better compensation, then it just adds to the challenges, add to this the factor that passing a pay rate that's too low will result in not being viable employment in areas which has a higher cost of living, not all of which get location pay.
Tesco has also differentiated between the normal supermarket model and the discounters model, they've failed with Jacks trying to be Aldi, pursuing the discounters model means having fewer SKUs of products, fewer staff that should be on more than the supermarket model and cheaper goods as a result of the bulk buying advantage that comes with having fewer SKU's.
I think it's a bit premature to suggest Tesco is to clone Aldi's operational model for the simple fact that a large proportion of Tesco's customer base choose Tesco for it's varied range of products, alienating this base wouldn't be received very well from a shareholder and commercial perspective.
Quote from: barafear on 15-01-23, 03:11PMDo T really care about the GA rate? Their business model clearly show that GA are unskilled and easily trained. Is there a shortage of this type of employee? And ultimately as we move towards more automation then fewer staff are required and similarly if T move to an Aldi model again fewer staff required. So there's really no need to increase GA pay to attract staff. The only requirement is to stay legal.
Your argument falls apart on that last sentence. Tesco haven't paid the legal living wage since I have started there over 5 years ago. Also they could pay their younger workers the minimum wage but chose not to and pay them more.
Costs and competition will dictate the pay rate within a sector
Tesco will have had to and have done, what you perhaps mean is the independent living wage, which they are edging closer to normalising but still haven't hit it yet, the real living wage is now £10.90, an hour, meaning Tesco will have to offer less than a 5% increase to hit it, when the national living wage has increased by 9.7% and inflation is above 10%, anything less than a 6.5% raise wouldn't be received well by many.
And you are absolutely right about costs and competition dictating pay, anything less than £11 an hour wouldn't be competitive.
Well hopefully find out in coming weeks and no doubt it will be in the March 3rd pay slip and not the 31st
Quote from: randomworker on 15-01-23, 05:12PMQuote from: barafear on 15-01-23, 03:11PMDo T really care about the GA rate? Their business model clearly show that GA are unskilled and easily trained. Is there a shortage of this type of employee? And ultimately as we move towards more automation then fewer staff are required and similarly if T move to an Aldi model again fewer staff required. So there's really no need to increase GA pay to attract staff. The only requirement is to stay legal.
Your argument falls apart on that last sentence. Tesco haven't paid the legal living wage since I have started there over 5 years ago. Also they could pay their younger workers the minimum wage but chose not to and pay them more.
Costs and competition will dictate the pay rate within a sector
Obviously is your sentence about "Tesco haven't paid the legal living wage" was true, then Tesco would have been prosecuted.
I think N&D cleared up the differential between the NLW (the legal one) and the "Real" living Wage (voluntary) -
I still think that not just T - and probably not just retail - but all businesses will not offer higher wages to attract staff for "unskilled jobs" - the only difference would be workplaces which pay their long standing experienced staff more - T don't do that anymore (except for some small differentials - e.g. Long serving staff get more holiday entitlement - and over the years, some long serving staff have held onto historic premiums for an extended time - e.g. double pay for pre-2005 workers carried on for years whilst the rest of us were on 1.5x - and now currently new staff don't get Sunday/BH premium - whereas existing staff (pre-mid-2022) do (for the moment).
But ultimately, none of the retailers are going to be offering significantly higher than the NLW - I disagree with this "employees" market too - if that were the case, pay inflation would be much higher than it is - and there wouldn't be so much strike action.
Your original post was saying they only have to pay to stay legal. I pointed out to you that they have paid above the legal minimum so your argument fell apart.
They will pay probably 40p to 60p above the Gov living wage come April 1st. I never claimed that they would pay anything higher to attract new employees. But they will stay competitive with the other supermarkets
It is an employees market, a main driver behind the Low Pay Commissions 9.7% pay hike was because this was the case, usually when they agree on an increase, it's balanced between interests of businesses and needs of employees, the 9.7% rate was because the labour economy is such that unemployment rates are low and despite this, lots of businesses are screaming out for staff, there is a labour shortage in terms that there are lots of vacancies and not enough people to fill them, increasing demand for workers therefore pushing up pay.
And relatively speaking they won't offer high wages for unskilled staff, there are only 3 factors that decide pay at the unskilled level, 1 is what the national living wage is, 2 is how much they can pay and still be viable as a business and the 3rd is what the market rate is for the role. If £11 an hour is paid by at least 40% of the sector, then it's influence is significant enough that it would be the figure that needs to be offered without impacting staff retention and recruitment. (As far as I know, Aldi, Morrisons, Sainsbury's, Lidl and M&S are paying at least £11 an hour, at least from what I know).
Tesco's overheads are big enough that the business viability costs won't be impacted, they've also increased the price of goods above inflation and are in the midsts of restructuring, in likelihood to offset inflation and to remain competitive on all fronts. £11 an hour would be seen as the minimum to be "competitive".
Tesco will be at £11 at some point this year. Its a given.
Quote from: randomworker on 16-01-23, 02:20PMYour original post was saying they only have to pay to stay legal. I pointed out to you that they have paid above the legal minimum so your argument fell apart.
They will pay probably 40p to 60p above the Gov living wage come April 1st. I never claimed that they would pay anything higher to attract new employees. But they will stay competitive with the other supermarkets
I wasn't intending to "criticise" your post - or even say that you were "wrong".
In fact, reading your original comment again, I now see what you meant when you said:
"Tesco haven't paid the legal living wage since I have started there over 5 years ago"
Rather than meaning "they have failed to meet their legal responsibility, what you meant (and what the reality is) is "Tesco have paid slightly more than the bare minimum"
So apologies, it was simply misunderstanding your sentence.
To give a bit of background though - I would state that if we look back 7-8 years ago, Tesco (and many others) paid "much more" than the minimum wage of the country (at least 15% more) - whereas now, it's barely 5%.
The NLW has been increased more "vigorously" in the last five years or so - I think our CEO was quoted as saying a year ago or so that our base pay had increased by 29% since 2014 (or something similar) - what he didn't state was that the minimum wage had increased by 41%+
I don't want to get into a debate about why the NLW has been increased by 9.7% either - is it due to this "shortage of staff" that Night&Day refers or is it simply a couple of factors:
1) the rate of CPI inflation - and linked to that, the fact that benefits are being increased by 10.1%. So if the NLW was increased by "only" 5% or so, then the incentive to work is significantly reduced.
2) the "mid/long term aim" is to get the NLW to 2/3 of the median pay across the UK - in order to get to that figure, these increases are necessary.
However, I do agree to a point about any increases being affordable by businesses etc. But not quite sure how much the govt care about that when they allow utility bills to soar by 150%+_
I may be wrong but I'm guessing that wage rises have slowed in the industry as a whole due to the simple fact that there is no more great wealth left in the industry. Competition and costs have put paid to that and the only way wages will rise is to keep it somewhat above the national minimum wage.
Now the caveat there is if the real living wage foundation starts to pull further away from the Gov living wage. I know Sainsbury has signed up to the real living wage so that will be interesting to watch if it happens.
We certainly do have structural issues within society on our Gov failing to provide the very very basics in living. We certainly can't expect private businesses to step in and do the job of Gov and start paying a whatever wage for individuals life outcomes and failed Gov policies
While the vast majority of benefit claiming low paid workers are subsidised by the government we should expect large businesses to provide the safety net of a living wage, corporate welfare socialism wouldn't work otherwise.
And also:
"The increases announced today will support the wages and living standards of low-paid workers at a time when many are feeling increased pressure from a rising cost of living. They are recommended against a backdrop of a tight labour market where unemployment is at record lows and vacancies remain high as businesses compete to recruit and retain staff.
Bryan Sanderson, Low Pay Commission Chair, said:
The rates announced today include the largest increase to the NLW since its introduction in 2016 and will provide a much-needed pay increase to millions of low-paid workers across the UK, all of whom will be feeling the effects of a sharply rising cost of living. For a full-time worker, today's increase means nearly £150 more per month.
The tightness of the labour market and historically high vacancy rates give us confidence that the economy will be able to absorb these increases.
Businesses also have to navigate these economically uncertain times and by ensuring we remain on the path to achieve our 2024 target, employers will have greater certainty over the forward path.
These recommendations have the full support of the business, trade union and academic representatives who make up the Commission."
https://www.gov.uk/government/news/large-minimum-wage-increases-help-protect-low-paid-workers-living-standards
The problem is a living wage is unique to the individual person and this is why I don't think it's the responsibility of a private businesses to somehow become a social security net for the citizens of this country.
Tesco is in the business of selling a tin of beans for a profit. With competition and costs determining a wage rate they then can go to the labour market and offer money in exchange for labour. You can have 18yo living at home taking the job or a single parent with 2 kids both being paid equally for the same job.
Tesco can't be expected to step in and support a single parent whose partner buggered off and is living in expensive rented accommodation because the housing market is screwed up. That's is totally wrong and makes the Gov and individual not responsible for their actions.
It fully depends on the tax structures of the country, the UK compared to other countries is a middling-high tax country with low-middle levels of social benefits, it's a lot more complicated than that because of a decade of Tory short-termism resulting in a huge deficit and the need to raise the revenue while only dishing out what is really necessary.
The living wage has a simplistic definition of an hourly sum that meets the cost of living, and by cost of living, they mean the cost of essentials like clothes, food, transport, accommodation and even entertainment. And that figure, which is in my view also overly simplistic, is £10.90, an hour everywhere in the UK (which I staunchly disagree with as I live in an area deemed more expensive than London.) And £11.95, an hour in London (and that's taking into account the increased levels of housing benefit in the area.)
Typically speaking, a country with high taxes would be similar to many European countries, wages are high, taxes are high, but it's very efficient and as a result, a lot of essentials are subsidised, on the other side, we have countries like America, where small statism is the modus operandi, taxes are low, but you pay out of the nose for health insurance, and other essentials, people die of poverty while working full time there.
We are closer to America in many regards, our taxes are higher, but our quality of life is just above America's, we are paid enough to exist and not much else. That's the grim reality, but as long as the government subsidises corporations through low pay benefits and tax breaks, we absolutely should have the expectation of unskilled workers having a living wage.
Unsure know what you mean by that last statement of Gov subsidies corporations through low pay benefits and tax breaks?
The Gov uses a companies pay roll system to target those individuals where Gov policy has failed and/or an individuals life outcomes.
I don't get any Gov support and I freely chose to change my work/life balance and go for part time hours. My skill level could easily be higher if I applied myself harder and pushed myself up the economic ladder but again I like my work/life balance. Tesco and myself entered a voluntary agreement and it's working great
But hey if a Gov comes along and decides screw it we ain't gonna support individual citizens but instead we will jack the living wage up and put it on the companies to do so then great by me. Hopefully I go up to £15-£18ph and keep my job :)
That extra cost of doing business in the UK will be factored in by Tesco and they will decide how best to absorb it.
But make no mistake this issue of a so called living wage being too low is not because of companies like Tesco. It's because of structural issues in society caused by Gov and an individuals lack of responsibility.
Quote from: MerchMan007 on 14-01-23, 01:51PMQuote from: Bobmay on 14-01-23, 10:53AMI would like to tell you that tesco very clearly stated that they want to save billions within three weeks. This isnt rumours but rather what they stated last time when they did cuts in February 2022 last year when they cut nights from multiple tesco stores. Tesco is moving towards working how lidl and aldi do.There focus is to cut down things like nights and either remove them completely or replace with twilight hours.I highly doubt they want people in london getting 15.00 an hour for nights.
I would like to tell YOU that Tesco DID NOT state that they want to save "billions within three weeks" . The actual statement was that they were going to save one billion within three years . You then have the nerve to say "This isnt rumours" .
If you read the article tesco planned on saving billion within 3 years from last year to this year and next year. Meaning they would be more job cuts coming which is what I have been stating. The most obvious is nights in multiple small tesco going.
I don't think that there is an obvious option when it comes to cutting hours or roles. I just think that if you have time to pass the day with others and are not flat out you may be impacted regarding changes.
Just a blanket removal of nights in all stores may not be the right thing. The deliveries to all stores need to be revised. If you take in night deliveries but are close to residential areas this may be a bigger impact than some other factors. For a TW fill store the delivery needs to turn up before 1800 for it to be fully worked, in most cases.
If non-food deliveries come in during the night does it have a big impact on shopping trip for customers if it's worked first thing in the morning. This could be a once settled scenario. We are not always aware of other changes/procedures that will be launched at same time or that are on next phase.
There are a huge amount of considerations to changes and what we are not aware of is the plan to deal with them in. We are a TW store, we put on nights for Christmas. We put on nights for rail strikes. We put on nights for known bad weather deliveries, as a Scottish store we do get these. We manage the situation. My store manager asks me if I think nights is needed. As a checkout manager I have an opinion on if it is needed but I accept that we are not always right in the call. I tend to go for nights as I have to live with 10 cages not worked when an early duty next day and nobody to work them.
In a lot of cases, delivery and when delivery is worked is centered around peak trading times, When I used to work nights, even though the workload was such that nights had the highest workload, it made sense from a commercial perspective for grocery to be part of overnight fill with earlies and middles only replenishing top selling lines. Although the lates really didn't do anything, they did have the highest volume of transactions in the day, it's all changed since I've worked there, they now get the lates to do price integrity and more admin, which is fairer.
But I digress, my main point was that if the company is looking at filling at different hours, it may or may not work, they really need to base fill times around when the busiest periods are, messing that up could have a drastic impact on sales and the customer experience.
https://www.theguardian.com/business/2023/jan/18/aldi-increases-pay-for-uk-warehouse-workers-for-third-time-in-a-year
Aldi offering significantly higher rates of pay than Tesco, joining Sainsbury's as part of the minimum £11 an hour club. Over £13 an hour for warehouse workers.
Aldi seem to have learned that constantly turning over your workforce is more costly wage increases. Experience is valuable and not having to constantly train newbies saves a fortune.
Quote from: NightAndDay on 18-01-23, 04:17PMhttps://www.theguardian.com/business/2023/jan/18/aldi-increases-pay-for-uk-warehouse-workers-for-third-time-in-a-year
Aldi offering significantly higher rates of pay than Tesco, joining Sainsbury's as part of the minimum £11 an hour club. Over £13 an hour for warehouse workers.
I'm sure I have seen in the past £13.05ph for a Tesco distribution job, maybe I'm wrong ?
Yes the dc's get round about that and about 17 pounds for nightshift. They get more for weekends.
Yeah I thought that plus it also had a bonus payment depending on how good your pick rate was
I'm not sure our store can afford any pay rises this year. Not now they've had video screens installed above several promo ends ;D
we had those installed a while back, they've turned them off since, so they are saving money for something, doubt its the pay review though :D
Quote from: Redshoes on 18-01-23, 01:58PMI don't think that there is an obvious option when it comes to cutting hours or roles. I just think that if you have time to pass the day with others and are not flat out you may be impacted regarding changes.
Just a blanket removal of nights in all stores may not be the right thing. The deliveries to all stores need to be revised. If you take in night deliveries but are close to residential areas this may be a bigger impact than some other factors. For a TW fill store the delivery needs to turn up before 1800 for it to be fully worked, in most cases.
If non-food deliveries come in during the night does it have a big impact on shopping trip for customers if it's worked first thing in the morning. This could be a once settled scenario. We are not always aware of other changes/procedures that will be launched at same time or that are on next phase.
There are a huge amount of considerations to changes and what we are not aware of is the plan to deal with them in. We are a TW store, we put on nights for Christmas. We put on nights for rail strikes. We put on nights for known bad weather deliveries, as a Scottish store we do get these. We manage the situation. My store manager asks me if I think nights is needed. As a checkout manager I have an opinion on if it is needed but I accept that we are not always right in the call. I tend to go for nights as I have to live with 10 cages not worked when an early duty next day and nobody to work them.
You have to understand something tesco is no longer about how workers feels rather it is about how much profit they make. If they can save money are able to remove nights they will. I believe that they wont fully remove nights from every store some will keep them for now while other they will remove completely like small tesco stores. Whole some other they will cut the hours. Also with Tesco introducing the new contract pick fill and serve you will have people filling the shop floor instead of just departments that is why the contract was brought in. Tesco are in profit gsne if they srent profitable having nights and are competing with lidl avd aldi they will remove it.
@bobmay you ever thought of writing to santa claus and asking him to remove nights in your store?or havent you been a good boy,and not filled them shelves?
🤣🤣🤣🤣
what is interesting is that when the legal minimum reaches £11 per hour staff on nights in stores within the m25 who get the maximum location allowence of .68p and full time will be earning £2000 per month
Possibly full time team leaders will be on £2300
That would be great for youngsters, I couldn't go back to nights though, it gets to a certain point in your life where you can't hack it anymore and £24k a year while it sounds good for entry level work, I'd say the path of least resistance is finding a better role during the day somewhere else, I'd even suggest working as a warehouse operative at Tesco would be better and less stressful overall than working nights.
Anyone know when the new pay deal is due to be announced?
Well that's agreement with Tesco bank and Usdaw completed
Date: 19 January 2023
Usdaw has welcomed Tesco Bank agreement to a £1,250 pay increase (on a full-time equivalent basis) for over 3,400 staff, to help with the increased cost of living. Over 90% of the bank's workforce, those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023.
Assuming a 37.5 hour a week work week which is the norm in most places (mine is 37.5 hours a week in the Tesco office) that equates to an increase of 64p per hour, if it's a 36 hour work week (which is the norm for non-managerial office roles), that figure goes up to 66-67p an hour.
If wages are similar at Tesco bank in being near the minimum wage, it's a good indication of what's in store for store colleagues, even a 60p an hour increase would push wages up to £11 an hour as a minimum.
So tesco bank are getting a 1250 pounds cost of living payment what about the rest of the staff.
Quote from: randomworker on 19-01-23, 11:10AMWell that's agreement with Tesco bank and Usdaw completed
Date: 19 January 2023
Usdaw has welcomed Tesco Bank agreement to a £1,250 pay increase (on a full-time equivalent basis) for over 3,400 staff, to help with the increased cost of living. Over 90% of the bank's workforce, those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023.
Surprised its starting from start of January, was expecting any wage increase to start from the end of March payday.
Here is the rest of the info. They get a pay review in May so they will be on different time scale.....
The uplift to salaries, which followed discussions between Tesco Bank and Usdaw, is in addition to the bank's annual pay review which will follow in May 2023 as normal and will see further uplifts in pay for the majority of employees.
Daniel Adams – Usdaw National Officer says: "As the cost of living crisis has deepened, Usdaw has continued to engage with Tesco Bank on what can be done to support employees through this incredibly difficult time. As a result, and following challenging yet constructive negotiations before Christmas, we were pleased to be able agree a £1,250 uplift to salaries ahead of the normal pay review in May.
"Not only is this a welcome step but, given this is a permanent increase rather than one off payment, it will also flow through into other elements of the reward package, including pensions and bonus. Furthermore, the approach demonstrates the value of employers working positively with trade unions."
If it takes place after April, it would indicate they are already on more than £10.42, possibly not by much though.
This payrise has already been applied from 8th Jan - it's just their normal annual pay review that takes place in May - so it may be that the £1250 increase was needed to increase their pay above the upcoming NLW.
Now that I know much about "office" pay for Tesco - I'm bracketing "Bank" as office - I suspected it would be in excess of £11 ph already?
Quote from: Sherwoodforest on 11-01-23, 04:50PMA lot of industry years ago had unions with a lot of clout, yes they probably got paid well, but where is coal, steel and car industry now? priced out the market by cheaper labour abroad. Pay has to be sustainable for the company and sector to continue, our competition is aldi, lidl, asda so Tesco only doing what it needs to be doing to continue in the market.
Utter rubbish. Are you seriously trying to justify subsistence wages because 'other countries pay less'?
We get paid a pittance so share holders can be paid more and more and more which then makes the top dogs at tesco get paid more and more and more.
Its so stupid an argument that it makes me wonder if you really believe it or if you are a shill of somekind.
Quote from: barafear on 19-01-23, 05:36PMThis payrise has already been applied from 8th Jan - it's just their normal annual pay review that takes place in May - so it may be that the £1250 increase was needed to increase their pay above the upcoming NLW.
Now that I know much about "office" pay for Tesco - I'm bracketing "Bank" as office - I suspected it would be in excess of £11 ph already?
Tesco Bank is treated as a separate company to Tesco, similar to how One-stop is, though all Tesco Bank jobs would be office based, I doubt it would be the same type of work environment I work in, pay in office roles aren't all high paying.
To speculate on your assumption that they are paid in excess of £11 an hour though (they may or may not be, I think they wouldn't be much north of £11 an hour at most, going by the statement made by Tesco specifying their lowest paid staff would be facing "cost of living" challenges to me indicates that they may be on less than the real living wage of £10.90 an hour as Tesco do like to factor in things like colleague discounts and other staff benefits as an arbitrary figure to an overall reward package as opposed to basing it off just the base pay).
If we say for simplicity's sake that they are on £11 an hour now, a full timer getting £1,250 extra a year assuming a 36 hour week would work out at 66p per hour, meaning they potentially may have been on £10.34 an hour working out as an increase of about 6.4%, which actually fits in quite nicely with my previous predictions around the upcoming store pay reviews.
Quote from: forrestgimp on 22-01-23, 05:52PMQuote from: Sherwoodforest on 11-01-23, 04:50PMA lot of industry years ago had unions with a lot of clout, yes they probably got paid well, but where is coal, steel and car industry now? priced out the market by cheaper labour abroad. Pay has to be sustainable for the company and sector to continue, our competition is aldi, lidl, asda so Tesco only doing what it needs to be doing to continue in the market.
Utter rubbish. Are you seriously trying to justify subsistence wages because 'other countries pay less'?
We get paid a pittance so share holders can be paid more and more and more which then makes the top dogs at tesco get paid more and more and more.
Its so stupid an argument that it makes me wonder if you really believe it or if you are a shill of somekind.
Pittance? So you want the same wage as an Aldi worker then so that your wage will be no longer be a pittance?
Quote from: NightAndDay on 22-01-23, 07:55PMQuote from: barafear on 19-01-23, 05:36PMThis payrise has already been applied from 8th Jan - it's just their normal annual pay review that takes place in May - so it may be that the £1250 increase was needed to increase their pay above the upcoming NLW.
Now that I know much about "office" pay for Tesco - I'm bracketing "Bank" as office - I suspected it would be in excess of £11 ph already?
Tesco Bank is treated as a separate company to Tesco, similar to how One-stop is, though all Tesco Bank jobs would be office based, I doubt it would be the same type of work environment I work in, pay in office roles aren't all high paying.
To speculate on your assumption that they are paid in excess of £11 an hour though (they may or may not be, I think they wouldn't be much north of £11 an hour at most, going by the statement made by Tesco specifying their lowest paid staff would be facing "cost of living" challenges to me indicates that they may be on less than the real living wage of £10.90 an hour as Tesco do like to factor in things like colleague discounts and other staff benefits as an arbitrary figure to an overall reward package as opposed to basing it off just the base pay).
If we say for simplicity's sake that they are on £11 an hour now, a full timer getting £1,250 extra a year assuming a 36 hour week would work out at 66p per hour, meaning they potentially may have been on £10.34 an hour working out as an increase of about 6.4%, which actually fits in quite nicely with my previous predictions around the upcoming store pay reviews.
I don't want to disagree specifically, but I'd just like to point out a couple of bits....
Tesco's statement about supporting the lowest paid.....you seem to assume that includes Tesco Bank staff?
And to think that before this payrise that they would have been on the equivalent of 10.34 an hour seems unlikely, but as I say, I don't actually know what they do get paid. Anyone on here work for Tesco Bank and can give an indication?
Slight correction on my part, it wasn't Tesco that mentioned the cost of living aspect, but USDAW, going by RandomWorkers earlier comment quoting
"Over 90% of the bank's workforce,
those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023"
The wording seems to suggest that they may have been below the real living wage before the announcement, but again, it's speculation, I have no info on this.
A quick Google on Tesco bank staff pay indicates they're currently on £11 an hour, though it may not be accurate, several sites place their wages at or below that level, which to me suggests they aren't highly paid, at least, not significantly more than CAs.
Heard unofficially from a rep it`ll be £10.90 with some of the cost zero benefits from the survey being offered. Sainsbury's put money into the £11 an hour they got, Tesco won't do that.
What are the cost zero benefits?
Quote from: NightAndDay on 23-01-23, 09:32AMSlight correction on my part, it wasn't Tesco that mentioned the cost of living aspect, but USDAW, going by RandomWorkers earlier comment quoting
"Over 90% of the bank's workforce,
those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023"
The wording seems to suggest that they may have been below the real living wage before the announcement, but again, it's speculation, I have no info on this.
A quick Google on Tesco bank staff pay indicates they're currently on £11 an hour, though it may not be accurate, several sites place their wages at or below that level, which to me suggests they aren't highly paid, at least, not significantly more than CAs.
Actually - after I wrote my previous comment I did a quick Google - and via that found Glassdoor - and that suggested average annual salary of just under £21k - so based onb 36 hour week, that would be about £11/hr; so I guess this extra £1250 would indeed take them to £11.65 ish.....not too great - but again, not too different to the starter rate for an instore line manager.
Whatever the perceived benefits of the NLW, it has created a "squeezed" remuneration scale - meaning supervisors/shift leaders/lower level management are on not much more than a GA!!
It depends on when it was updated, it says January 2023, so could be one way or the other, I suspect the ones which state ~19k a year are probably outdated.
Still if we assume £11 an hour increased to £11.66 an hour, that's still an increase of 6% which would be on the low end up my estimate for what Tescos upcoming pay review will be for CA's, but would still result in at least £11 an hour from £10.40 an hour.
When is the payrise due to be announced?
Quote from: NightAndDay on 23-01-23, 01:04PMIt depends on when it was updated, it says January 2023, so could be one way or the other, I suspect the ones which state ~19k a year are probably outdated.
Still if we assume £11 an hour increased to £11.66 an hour, that's still an increase of 6% which would be on the low end up my estimate for what Tescos upcoming pay review will be for CA's, but would still result in at least £11 an hour from £10.40 an hour.
Currently on 10.30 an hour - but I get your drift!
Quote from: barafear on 23-01-23, 12:31PMQuote from: NightAndDay on 23-01-23, 09:32AMSlight correction on my part, it wasn't Tesco that mentioned the cost of living aspect, but USDAW, going by RandomWorkers earlier comment quoting
"Over 90% of the bank's workforce,
those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023"
Whatever the perceived benefits of the NLW, it has created a "squeezed" remuneration scale - meaning supervisors/shift leaders/lower level management are on not much more than a GA!!
The skills payment for Shift Leaders etc has not changed in 5 years. I challenged the USDAW national lead on this, who said there was no demand for it to rise! Guess they didn't ask anyone who is paid it ...
Well the problem there is if new shift leaders are coming on line and accepting the role at that pay rate then technically there is no market demand to have it higher. Now if going forward they rely more and more on them to take on extra responsibility as they get rid of more managers then the market competition will decide if they should get more.
Quote from: Prince of Darkness on 23-01-23, 03:27PMQuote from: barafear on 23-01-23, 12:31PMQuote from: NightAndDay on 23-01-23, 09:32AMSlight correction on my part, it wasn't Tesco that mentioned the cost of living aspect, but USDAW, going by RandomWorkers earlier comment quoting
"Over 90% of the bank's workforce,
those who are likely to be feeling the greatest impact from current cost of living challenges, are eligible for the increase which was effective from 8 January 2023"
Lots of "payments" like this have barely changed - in terms of the fact that they haven't been increased in line with the base pay rise (%) -
for example, until recently, the night premium had remained at 2.21 for years and has recently been increased to 2.30.
But location pay has not changed for a number of years - I know they changed the bands about 8 years ago (I stand to be corrected) - so I believe there are four bands at the moment - including the zero band!!
So I think there is something like 5-10p an hour, then 45p an hour and then about 98p for "London" (for example) - these actual amounts have not changed for at least 8 years.
Equally, Tesco can remove these at any time with little discussion.
So don't rely on location pay if you get it!!
Whatever the perceived benefits of the NLW, it has created a "squeezed" remuneration scale - meaning supervisors/shift leaders/lower level management are on not much more than a GA!!
The skills payment for Shift Leaders etc has not changed in 5 years. I challenged the USDAW national lead on this, who said there was no demand for it to rise! Guess they didn't ask anyone who is paid it ...
Apologies - some of my info about location pay was slightly incorrect:
Taken from OurT:
Location Pay
It's more difficult to recruit and retain colleagues in certain areas, so some stores pay an additional hourly amount called Location Pay.
This additional payment is reviewed annually and it may be increased or removed based on changing market conditions in each store's location. Colleagues will receive 3 months' notice of any reduction in Location Pay.
There are 3 location pay bands:
Band C: +68p per hour (typically London and surrounding counties)
Band B: +45p per hour (typically stores in the South East)
Band A: no location pay (rest of UK)
Night Premium
If you work between midnight and 6am you will receive a night premium of £2.30 per hour.
If you work a full shift overnight before midnight and after 6am who will receive an Extra Night Premium payment of £2.30
Night premium was £2.21 an hour at the tail end of my nightshift career in 2016, 7 years later at it's only gone up by 9p, in fact there was also the night premium 1 and 2 structure where you got £1.50 an hour extra (I believe) for working hours 10pm-midnight, so overall night premium is not only less in real terms now but even in nominal terms. compared to 7-9 years ago.
I struggle to see how/why Tesco will continue to pay many of these premiums within the next two years - let alone think about increasing them in line with inflation - or in line with the % increase in base pay.
Ok - so location pay might be kept for London - but I can see it being phased out elsewhere - because base pay - increasing by 6-8% each year - will soon be seen as enough on its own - and in theory, other non-retail jobs (or other jobs maybe without the need to work unsociable hours) will all be at the same wage - so less "competition" for Tesco attracting staff.
I guess night premiums might remain at their current level for a while - but if more and more stores are "losing" night shifts, then that will save money on those premiums.
And we all know that inevitably, Sunday/BH premiums are surely going to be culled within the next two years (if not within a few months).
Let's just hope Tesco don't flannel wash us with "it's what we asked for, it's a simple single pay rate for everyone - no confusion - etc." - whatever they do, they'll still make the payslips really difficult to understand so no-one will really know if they've been paid correctly or not.
But keep smiling - at least we have a job!
To be fair, They started using that line at the tail end of Dave Lewis's premiership, I haven't heard a different narrative since.
And yes, you're right about the premiums and traditionally average low/mid paying roles losing their differentials in pay to floor positions. It will be as seems to be the norm the middle that pays for it at the benefit of the top and bottom roles.
Quote from: fatlad on 23-01-23, 10:20AMWhat are the cost zero benefits?
Second card to family not living with you , increased life insurance via premium etc - doesn`t cost the company anything
They will be removing something either premium or either nights shift or reducing them. Tesco want to save 1 billion this year and next year. I believe it will be managers who they will cut down and also changes in small Tesco.
Schedule to workload when fully implemented should save the company millions in payroll.
All those colleagues whose hours don't reflect the heat map on their department will be moved to Fill shortages elsewhere in store massively reducing need for OT. And as heat maps often under estimate time needed for tasks that will be a lot of hours saved.
Also feel areas not covered by serve/pick/Fill training (stock/pi/bakery/counters/wages/admin) might not survive in their current form for much longer.
Heat map is a joke.
We are a dot com store picking from 4am yet the heat map says no one from produce should be in until 6am. same as dairy. so you have to over rule the nonsense from head office about hours in the right place etc.
@madness why do they need to be in at 4?
I should have clarified we are a early morning fill and night store fill. Grocery at night fresh delivery in the morning.
Maybe with new contract, if dot com over hours in morning, they'll slot into that with fill training.
Quote from: madness on 25-01-23, 08:50PMHeat map is a joke.
We are a dot com store picking from 4am yet the heat map says no one from produce should be in until 6am. same as dairy. so you have to over rule the nonsense from head office about hours in the right place etc.
No, you go by the heatmap and let the results show... head office have no chance of learning if you bypass the system.
Asda now removing nights from supermarket soon tesco will be doing the same. Tesco wants to save billions so it will happen soon.
https://news.sky.com/story/asda-shake-up-risks-job-cuts-and-lower-pay-for-4-000-night-workers-12795895
"Asda said the changes would also affect 4,137 hourly-paid workers as their shift patterns would also move to the daytime, resulting in the loss of their night shift pay premium of at least £2.52 per hour for restocking goods such as frozen food, tins and pasta."
Do news outlets (in this case, Sky) really think the public are so stupid that they need examples of what shelf fillers actually fill up!!
Night premium of at least £2.52
That beats Tesco's efforts of "at most" £2.30
10 years ago or so, I think Tesco had the best night premium rates going, it has been a sad state of affairs since 2015, never being raised and infact less than what it was then.
Would be interesting to see if anyone legally challenges Asda, as the movement from nights to day hours is not a reasonable change and would legally require redundancy to be offered if they refuse to move of their own accord.
Didn't Asda just go through a whole - "sign this new contract and look for a new job" process and basically get away with it?
Based on that, hard to see how any sort of "redundancy" situation might apply here either?
I must be getting old when I referred to Asda "just" going through that process - it was more than three years ago!!
And here's why they can do it:
https://lawsblog.london.ac.uk/2020/01/20/the-price-of-working-at-asda/
Asda are moving shift patterns not necessarily the staff.
If you look on the government websites regarding redundancy, nights to days is seen as an unreasonable adjustment and would therefore, need to be redundant process. People on nights just calm down.
However unless you have a good length of service redundancy for many night workers will not be a good outcome. With the trend amongst supermarkets to end night working finding alternative night work could also be a issue.
There's a rumour that the Sunday Premium will be cut back to only those who are contracted Sundays. If that is true then no one who worked for Tesco prior to last Summer's first Sunday wage change are going to do overtime.
This was said about Saturdays, back in the day. It's retail, it's just another day. Saturday was a premium paid day to full timers back in the days when we had loads of full timers. They lost this. Sunday was once double time to all, we lost this. We can still fill Sundays, it may not be easy but no matter how much they pay for a Sunday it has never been easy.
Plus in times when many are financially struggling, people are less likely to turn down Sunday OT. In reality 6hrs OT at time isn't that much less than 6hrs at 1.25 pay, once tax/NI/pensions etc are deducted.
Quote from: Mikoo on 27-01-23, 09:23AMThere's a rumour that the Sunday Premium will be cut back to only those who are contracted Sundays. If that is true then no one who worked for Tesco prior to last Summer's first Sunday wage change are going to do overtime.
where do these rumours emanate from?
Quote from: londoner83 on 27-01-23, 11:51AMPlus in times when many are financially struggling, people are less likely to turn down Sunday OT. In reality 6hrs OT at time isn't that much less than 6hrs at 1.25 pay, once tax/NI/pensions etc are deducted.
I think this is a bit of a vague interpretation!!
If we assume the new hourly rate will be £11, that would make the Sunday rate £13.75 if premium is retained.
Difference in pay for 6 hours = £16.50 before deductions.
If we assume 33% for deductions, then the difference between the two becomes £11 (£55 versus £44).
If said person did 25 shifts a year - that would be £275 a year difference.
So that's £275 into directors/shareholders pockets - or £275 to hardworking folk like people that want/need Sunday OT.
Working collaboratively with our Unions
We spend time listening to how our colleagues are feeling, and understanding what matters to them.
When it comes to reward, our package is extensively discussed and negotiated with our independent unions. Colleagues are supported with paid time off from their day jobs to participate in these negotiations.
We have built strong relationships with our unions over the years, and as a result we have long-established full recognition and collective bargaining agreements in place with USDAW, Unite and URTU for all our hourly-paid colleagues across the UK. Our robust engagement process ensures that colleagues and union representatives are involved throughout the process, and are consulted before any decisions on reward are finalised. Any decisions we make benefit all eligible colleagues, regardless of whether they are a member of a union or not.
We believe that unions should be as representative as possible, and we actively support colleague membership in many other ways, including offering slots for union representatives in inductions for new starters and offering colleagues the ability to pay union membership fees directly via payroll.
As part of the listening process and in tandem with our extensive pay review process, we continue to make changes to the overall colleague experience based upon feedback about what matters most to our colleagues. For example, as part of our 2022 negotiations for hourly-paid colleagues in UK stores, we agreed to always offer any vacant hours to colleagues working fewer than 16 hours a week before recruiting externally – based upon feedback from colleagues. When we do recruit externally, all new contracts will be based on a minimum of 16 hours per week, (save for our smallest Convenience stores) in line with USDAW's New Deal for Workers campaign.
Interesting read from the following link:
https://www.tescoplc.com/sustainability/colleagues/reward/