verylittlehelps

@lackofinterest, at all 3 meetings that were held in regard to this it was raised about his/her aggressive attitude to the employee, and no action that I've seen anyway has been forthcoming, now they would say it could be raised with formal grievance, to my knowledge that isnt necessary as it only needs notification through "any reasonable means" which in my view bringing it up at 3 meetings already qualifies as being sufficient

and is he happy with the anxiety he's caused? of course he is cos he's a jobsworth and in my opinion they are worthless s*** who think they're important. he/she needs to be reminded that what he has done was a big mistake!

@lackofinterest I know who the jobsworth is and so does the employee

@dfl. in my honest opinion the colleague has done nothing wrong. my advice to him would be to look elsewhere for a better employee who value their staff a bit more.personaly i would find out who the jobsworth who reported him is and make sure he would think twice next time about being a cnut to try to get employees sacked!!

Unrelated to the thread but can't remember how to start a topic...
Are Tesco removing the Extra format?

@lucgeo, it has been hard work but this forum and the help from many others on here including yourself has been amazing, invaluable and quite frankly priceless, couldnt likely have got anywhere near this far without you all

I think you just need to draw a line under this.

Yes it's unfair, but you've gone through the appeals process and though the initial accusation of idling has been dropped (probably because there is no clear written policy on it) the unattended element has taken precedence for which he's been disciplined.

These warnings drop off after a set period of time, and can only be referred to after that expiry date if it is for the same misdemeanour, it can't be used for escalation for a non related disciplinary matter!

Reading between the lines here, it looks like the orders been given higher up to make it common knowledge that it is a disciplinary matter and the colleague has been used as the fall guy!

The colleague could write a letter to put into his file that he accepts the appeal decision "under protest" but this would be pushing the boundaries of "under protest" relatability and may not be accepted?

@dfl...you've done a brilliant service for your colleague, have you considered becoming a union rep yourself? The training would help, you'd have back up and protection and a greater knowledge of workers rights.

It's not for everyone, but if you use it for your own benefit in helping others, while ignoring the commercial aspect side its now become, it can be very interesting and worthwhile.

you should of recieved a letter from tesco pensions stating the increAse in pension *******Big Drum role********** mine was £5.00 a month

Quote from: Doggiedoodle on 09-03-24, 03:08PMDoes anyone know if Tesco pension was mentioned in this review? Wondering if the monthly pension will rise as well.

No it was not, somehow people arent asking for it

Completed meeting, idling set aside as manager seemed to accept this happens, however does still consider that in managers view and previous managers who were involved in this process that the van was in their opinion unattended, anyone know what else i can do for the employee, re is acas, e.t. route worth it, the employee does want to as has not had disciplinary in all years working for tesco and still feels its unjust.