verylittlehelps

@oldfashionedplayer im the one going in with the employee but being told i wouldnt be paid as not on a scheduled shift, i think thats completely wrong. What would you mean by colleague help may look into legal issues ?

As others have said, it seems to follow the same rights as a disciplinary hearing which is you are able to take in a union representative / colleague and if they aren't available can be re-scheduled, says reps are entitled to have the time paid etc, so should be the same rights for the colleague of expected to come in to give evidence in a meeting etc, I'd have the colleague request a day when your both in and raise it with colleague help too to be honest, get their bit of info on it as they'll likely be starting to look into it more to avoid any potential legal issues with the way you've described the stuff 

@lucgeo hi this is in relation to the disciplinary appeal youve replied to before, im being told that as its not my shift it wont be paid if i go in, think policy does said paid to help prepare for it but doesnt say anything about for the whole meeting, maybe theyre trying to break up the continuity for the employee having the same companion from start to finish

Look under citizens advice...
Who can accompany you to a disciplinary meeting.the meeting should be arranged for your shift, otherwise you come in and get paid for your time...including the travel time to and from your home if it is a fair distance.

If you are going in as a colleague rep (not a union rep), then you have exactly the same rights as a union rep. This includes to prepare for the meeting, attend the meeting etc.  Included in this is the right to be paid.

As you are required to attend, you legally have to be paid, if they try pull a fast one, get USDAW involved and remind the union of Employment law.

Hi

Im trying to help someone at a disciplinary appeal but being told as its not my scheduled shift i wont be paid for it, or not even hours back or shift changed, is this right or against policy to be stating this as surely if the employee needs a rep (even a usdaw one) they would need to be on shift and could be brought in ?

Exactly as lucgeo said, just state your not letting staff down and that store resources are for covering and that's not your problem.

Also "should have a discussion" = nah I'm good, not a must so optional 

Stick to your guns and don't back down if you don't wanna do a checkout, if you get made to do self serve, just dont rush it either cause that thing sucks for issues.

Explaining to the colleagues the challenges the store has when they do not have enough colleagues to support checkouts when required, and the impact that this has on their colleagues and customer service.
Explore the reasons they are reluctant to be checkout trained. For example, it could be one or more of the reasons outlined in section 2.
Discuss what we could do to help and support them overcome their anxiety or reluctance to go on the checkouts.
Ask them if they would be willing to at least give it a go and see how they get on.
This should be an open and honest discussion where you work together to find a solution that suits both the individual and the store.   Where the colleague is still not wishing to work on a checkout and they are covered by the agreement you may consider other options to solve the situation, such as:

Training the colleague to work on self-service/scan as you shop.
Training the colleague to work in another area of the store to release another colleague who has been trained on checkouts.

Back door tactics to renegade on the agreement!

This agreement is not open to discussion! They are using manipulation and bullying to override the agreement! The impact on their colleagues is due entirely to poor management and reduced staffing levels. To try this letting the rest of the team down is a very shallow tactic, and the fact it is printed in black and white in a training manual should be vigorously contested by the reps and union!

No they do not just "give it a go" as once trained they have given up their protection under the 2005 agreement

Self serve checkouts were already operational in some stores back in 2005 when the agreement was made between Tesco and the union, so it comes under the same umbrella for the checkouts agreement.

"There should be an open and honest discussion" yet no mention in the proposed conversation that the colleague be told they have a right to decline working on a checkout due to the 2005 agreement! Don't dare question my mental health as a reason of reluctance, I don't suffer from anxiety or have any underlying health issue that makes it difficult for me to get on a checkout, if I did it would be in my personnel file! I am reserving my right to refuse checkout training and duties...end of discussion!

As for the colleague going to work on another department to release that colleague to go on checkouts?? Who is actually left on the shop floor to swap with? All ambient will already be on the checkouts, the majority of fresh are ring fenced so are also untrained or reluctant to go, and their managers reluctant to release them and fail on their routines!

The other tactics have been just as sly...
The canteen was tendered out to a private company that was doomed to fail from the beginning, with higher prices, smaller portions and put out at 11.30 am to go cold!
The complaints poured in so they got rid having "listened to the feedback" followed by a trendy revamp and then left to your own devices! Bringing in clean as you go, expecting colleagues to clean up afterwards so as not "to let your colleagues down" yet no increase in break times or any definition of responsibility, it was all on a non compulsory basis, so just the naive ones did it!
Stripped the cleaners hours to the bone, then the "clean as you go stations" were introduced, for colleagues to attend to any spillages on the shop floor.
More "clean as you go" nonsense!

Don't be sucked in by these tactics, if you don't want to do checkouts then you just state you are protected under the 2005 agreement, and you are not letting your colleagues down, but the staffing levels for the department are!

Hey Vlad...good to see you back on the forum, even if it is only till the end of this month!

Quote from: oldfashionedplayer on 03-05-24, 10:23AMif they get abuse take it further? - don't stand for the abuse regardless, All i know is ours for night tend to have figured out that if they set off after a certain time from the said depot, they can unload it and by the time they get back they don't have time to go do another trailer, whereas we get some at times that are like yeah i just wanna keep going and just deliver it 3 hours earlier, So I dunno how long you guys are generally on the road / in places for or whatever but ones that deliver to our store at night are typically at the depot most of their the shift anyhow so they may aswell just fit it with everything since they typically either aint in it or aint moving from it.

The rules vary a bit between depots, but Tesco are clamping down on drivers wasting time to get out of second runs amongst other things.  A big part of the problem is that drivers often don't know their start time until less than 24 hours before the start of shift and don't know what their planned shift length is until they start, so planning/having a life around work can be a nightmare. Some weeks a driver might end up with double runs every day clocking up 55-60 hours regardless of whether they want the overtime or not.