verylittlehelps

Quote from: oldfashionedplayer on 02-05-24, 02:55PMespecially cause they kept their 3 course meals at their canteen, with their salmon dishes etc. if they wanted morale spend the money.. company just goes more and more downhill trying to leech off of the stuff they give staff

Exactly right, mate. Rules are for thee, not we! 

Quote from: lucgeo on 04-05-24, 10:25AMExplaining 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!

Thanks, man!

I figured I might as well go out in a blaze of glory since the site is about to run out of time anyway. It's a damn shame.

Quote from: FarmerFred on 03-05-24, 08:58AMHardly the fault of the driver who has nothing to do with stacking the cages or loading them onto the wagons at the depot.

The same accusations could also be levelled at store staff who can't understand (or are too lazy to care about) the difference between plastic and cardboard, how to secure a cage door or how to segregate the different waste streams despite the PDA telling them how to do it, nor can they tell the difference between different tray types and sizes or even follow simple instructions such as labelling and segregating broken cages and dollies.

Store GA's do more work in a day than anyone in DC manages in a week. DC's are like head orifice: if you're there, then by definition you are the dregs of the company. Too weak, lazy and stupid to be trusted with real work.

As for drivers, given their average, "physique", the last thing they need is more food. 

@lucgeo i agree, i wasnt in any way suggesting that i would raise it, my view on that is exactly the same as the process we have just went through, i wouldnt have touched any of it if the employee hadnt wanted it and specifically asked for it.

I just presumed that the employee mentioning it themselves at each meeting should have raised some eyebrows.

@dfl
unless the colleague submits a written grievance against this person, they won't do anything.
It's out of the store managers control, as the person is not employed by the store, it would have to be placed to this person's departmental management for investigation.

Although the aggression was noted, they won't take it any further themselves, it can't be expected to give them the bullets to fire on another's behalf.

Any complaint of aggressive behaviour will need to be brought by the person themselves. As they have the right to complain, so the aggressor has the right to defend, so a third party couldn't intervene on hearsay.

If you do decide to become a rep, you'll often get colleagues coming to you to complain about another colleagues behaviour, but they "don't want to cause any trouble" in that they expect you to make the complaint on their behalf.
Or they'll start a complaint, then tell you the next day they'll "let it go this time"

Any grievance must be made by the person, and done so off their own back, they must never be encouraged or persuaded by another to place a grievance.

@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?