verylittlehelps

Well result is that it would appear that employees manager cant find any rules that have been broken but is still taking it to disciplinary hearing with store manager, how can this be right, anyone else think of a way to stop it in its tracks, personally my view is employees manager has been told there is to be disciplinary action irrespective of evidence and pressure to do so is coming from the (driver trainer it now appears is the original Complainer), wonder if acas would be interested in this or even if its a case for constructive dismissal

there is a role pack on the site, colleague help - role packs in search, "Large Stores My Role Packs"

which mentions about a job role for the Shift leader To do:

If you've no experience with it, or not fully capable etc then you should NOT be doing it and should be raising it as an issue to be worked on with training as above stated its a Duty of care etc and they will definitely throw you under the bus at any opportunity.

Fully validated and competent to complete duty
coverage including opening and closing the store
across the trading week/being a key holder.


So worth checking out that of whats included in your role and what isn't so you know what to expect, as you'll likely get stuff thrown on you plenty of times being in that role now.

oh too right the post itself is riddled with managers saying they should get the 5% + the 1.5% colleagues got cause they missed out previous years... the 5% they get 3.5x more money than a colleague is getting already at the least so ridiculous for it considering many claim they are just doing the GA job now but have to answer some calls...

nights at ours spend all their time filling.. they pass off any meetings etc to the 6am crew or get dayshift managers to do it as a late instead... so its ridiculous to say the least from that aspect.

but your not wrong probably another £6m or something and claim its "not much"

The daily running of the business is classed as a shift leaders responsibility. In this case, the delivery of the night operation in your store. So, no you do not get a top up pay when no manager is in the building as it's your role to do that. You must, however, have completed all the relevant training to be left alone in the store.

How would one be able to take over the running of this site and of course the server costs or is it just not feasible ? I have a possible interest In doing so, im not as knowledgeable by any stretch but can see the value this site has in helping fellow employees

Quote from: oldfashionedplayer on 11-04-24, 06:20PMso they hit full target then, from the guide on the site the maximum bonus opportunity for WL3 and above, like Store Managers, Distribution / Fulfilment etc is 45% of their Salary... so if they get like what? call it 35k maybe as a median, thats 15k 

full time colleague is like £300, manager is what £1100-1500? bit ridiculous to be honest, wonder how many millions for the higher

The problem with all of this is that senior management will always claim that their "base salary" is "low" - and the incentive to be successful is the "high" bonus available for said success.

It will be interesting to see what Ken's total package will be worth - think last year it was £4.8m? From memory - so expecting nearer to £6m?

@lucgeo the employees invitation states there will be a notetaker, we will see as im happy to go into it with them. Thanks for the heads up

It may just start off informally as an investigation with no notes taken just to ascertain the facts...but rule of thumb is if there's 2 of them then it's 2 of you!

He doesn't have to name the others, but can say it's normal practice, and then the manager needs to question other employees as to whether or not it is. Only a foolish manager would put in writing that they have found no evidence of others operating the same, when it's blatantly obvious it is and can be shown to be.

If he looks at citizens advice website 'Who can accompany you to a disciplinary meeting',this will show his rights.

@lucgeo not so sure id expect the employee would name every driver who does it, im more likely to suggest that they instead tell management to cross check their sds use with lightfoot if that makes sense, if it was me i would feel bad about such naming and shaming and the info about who does it shouldnt be hard for management to obtain unless of course they want to sweep these facts under the carpet

Ok as it's an investigation this should be the initial stage where the management case of misconduct is put forward. The colleague should be presented with the allegations before the meeting so he can prepare his defence.

There will be a manager taking the meeting and a note taker, the note taker is there to take notes only, not to ask question or have any verbal input into the investigation...if this is breached the colleague can object and have his objections noted. If it continues he can adjourn the meeting and raise a grievance.

As he is not a union member, he can have a trusted colleague (such as yourself) as his "chosen representative". Now the manager will say that his chosen representative is there to witness and take notes but is not permitted to speak in the meeting...this is incorrect.

His chosen representative has the same rights as a union rep as they are there in the capacity as a chosen representative, so they can ask questions but cannot answer questions directed to the colleague or speak instead of the colleague unless explicitly asked to by the colleague to speak on his behalf beforehand.
His chosen representative is to be afforded the same respect and courtesy as a member of equal standing to the manager as that afforded to a union rep.

During this investigation the colleague can make clear that the idling of vans is a normal practice amongst the drivers, and he has not been made aware at any time prior to this investigation of the contrary.
He can produce the names of all the other drivers and colleagues in his department who are aware of this practice or operate with their vans idling, the reasons why and the challenges the drivers face which requires the practice of idling.

This should just be the first stage of the investigation, the manager then needs to adjourn to investigate further and speak to the other drivers to obtain their statements.
At the end of the meeting the note taker and manager will sign and date as adjourned, the colleague and representative will sign at the bottom only AFTER they have read the notes, raised any issue to irregularities in the notes, then sign the bottom ensuring that any space between the last paragraph and signature has a snake like line through to assure no extra words can be added at a later date.