verylittlehelps

Quote from: andzdrew on 20-02-23, 03:40PM

Quote from: barafear on 20-02-23, 02:46PMI would say that location pay outside the M25 will be going - because at present it is 45p for our store and the terms of the new deal specifically state that the new location bands (D&E) are replacing the old ones - therefore, not "in addition" to them.

Location Pay outside London Allowance
Colleagues working in Outer London (inside the M25 but excluding London Boroughs) will see the
introduction of a new Outer London Allowance of 73p per hour taking their basic pay plus location
pay to £11.75.
The two new London Allowance rates replace Band C (68p) and Band B (45p) for these areas.
Stores with existing Location Pay who do not fall as part of the new London Allowance bands will
retain their existing Location pay status and will operate in-line with Tesco's Location Pay Policy.
This investment sees wages in London matching the Real Living Wage for the first time.
Importantly, this investment has not come at the detriment of the overall investment in base pay
for all Tesco employees and is a significant step forward to meeting the Union's calls for a New
Deal for Workers.

Thanks - I didn't see the bit about the "non London stores" retaining their current location pay - well I guess that is a small positive.
Thanks for explaining/detailing.

Apologies - are you able to tell me where you found the bit about "stores with existing location pay" - I double checked on OurTesco and couldn't see it in either the "announcement" or the "FAQs" - thanks

The shopworkers' union USDAW welcomed today's announcement of another round of pay rises.

Daniel Adams, USDAW National Officer said: "This deal, which follows earlier agreements with the Union on additional investment outside of the normal annual negotiations and bringing of the 2023 pay negotiations forward, represents a significant step forward for pay within Tesco retail.

"It represents a third increase in pay in 10 months and ensures that the business continues to respond positively to the significant pressures our members face."

So what happens with Express shift leaders if they work Sundays what premium will we get? As most of us don't have set shifts. Most shops have us contacted Monday - Friday but have us work weekends ect ? By changing it on scheduler.

You will get a premium of 17% extra per each hour you work on the "base" rate of pay.
whether or not it's contracted or an overtime shift doesn't matter

A full time shift leader working a decent amount of Sundays and bank holidays would now be on more than the starting salary of a Team Manager.

Anyone know if there will still be another review later in the year?

Quote from: NightAndDay on 20-02-23, 04:49PMA full time shift leader working a decent amount of Sundays and bank holidays would now be on more than the starting salary of a Team Manager.

Except there is a note on OurTesco stating that they will be looking at the "salaried" colleagues.

"We recognise that cost of living challenges are impacting us all, so we are carefully considering what our Pay Review budget will be for our salaried colleagues this year. You will hear more about what this means for you in your Pay Review meeting with your line manager in May."

Quote from: person7 on 20-02-23, 02:54PM

Quote from: breeksy on 20-02-23, 02:09PM*Colleagues who are contracted to only work on a Sunday will receive a one-off lump sum payment for the change. Equivalent to 3% of their previous hourly rate over 52 weeks*

What does 3% of their previous hourly rate over 52 weeks mean?

I know I'm probably being dim, but it isn't clear to me. Is it contacted hours only, or total hours worked on Sundays?

Contracted only


So I won't get a penny. Been doing Sunday overtime for over 15 months due to staff shortage.

It's never been put in my contract.

So no incentive for me to ever do Sundays anymore as 1p hour payrise for Sunday = what's the point when I'm on my own and already don't feel its enough pay as it is now.

Usdaw need disbanding and someone decent take over.

To be fair, most people won't get a penny - it's people that are contracted for just Sunday. At least, that's how it reads to me. But yeah, the lack of a payrise for anyone working Sunday is really poor.

Quote from: fatlad on 20-02-23, 05:24PMAnyone know if there will still be another review later in the year?

I doubt it. Or if so it will be for the year. Only becuase I've heard this is a 12 month pay agreement.

Then again with cost of living crisis they may have 1 or even 2 like they did this past year.

Managers pay will be looked at in may- When they will have demoted 1500 by then

It means they will have a few £ left laying around once they make them all redundant. Might be able to give manager a generous 1% -.-

One problem I have (which I suspect majority of us will) is the pay rise works out as 7% (while inflation is over 10% average, its actually higher for many of us)

But...This is BEFORE all the bill rises that always come in April.

So it's 7% pay rise on the 10% inflation BEFORE April bills shoot up.. plus all the bills that companies do at inflation plus extra % (my rent is due to go up "with inflation plus 5%" and my Internet if I didn't get fixed deal would be "inflation plus 1.6%) everything just going to be survival only. (I'm already close to it as it is)

So.. I'm rubbish at maths but even I can see its a big pay cut in the end.

Company seem to be allowed to charge more then inflation every year but we never get a pay rise to match anything. And yet "people" wonder why so many are in poverty and why people are dying either starving or freezing to death!

Inflation is forecasted to halve by the end of the year, the pay raise is actually decent and while Sunday premium has been degraded, the fact they haven't scrapped it is more than what other retailers are doing, I'm also happy to see Tesco pay attention to the pay differential between CAs and SLs by adjusting the skills payment, it was long overdue and needed to be done.

Usually I criticize Tescos pay review tactics, but I'm actually pleasantly surprised by this one all things considered.

I agree, it's quite a decent offer in my opinion too, just didn't want to be the first to admit it 

Will you get 17% on skill payment on a Sunday?

Quote from: NightAndDay on 20-02-23, 07:28PMInflation is forecasted to halve by the end of the year, the pay raise is actually decent and while Sunday premium has been degraded, the fact they haven't scrapped it is more than what other retailers are doing, I'm also happy to see Tesco pay attention to the pay differential between CAs and SLs by adjusting the skills payment, it was long overdue and needed to be done.

Usually I criticize Tescos pay review tactics, but I'm actually pleasantly surprised by this one all things considered.

and like me I do two overtime shifts for every 4 weeks,so I'll be on more than some Team Managers

Quote from: NightAndDay on 20-02-23, 04:49PMA full time shift leader working a decent amount of Sundays and bank holidays would now be on more than the starting salary of a Team Manager.

Quick question

We have an F&F Shift leader who is getting the full shift leader pay packet but they will be exempt from the new shift leader duties so in effect will be getting paid the exact same amount as the new shift leaders but will be doing 80% less work.

Where do we stand here? because this doesn't appear normal and it needs to be addressed somewhere

^ is that person on the same pay as team support or actually is getting the full shift leader pay? because if its the latter then yeah that does sound a little bit dodgy. I would certainly not be happy that someone on the same level pay as me was doing  an 80% less work load.   

One for the protector line.

Quote from: .....1 on 20-02-23, 01:15PMYes more than likely but in my opinion the 40p extra is still not enough to attract experienced colleagues to the role. in the 2 stores I've worked at I've only come across 1 capable shift leader the rest have only been with the company 1-2 years at most and lack in the experience needed to lead the store day to day

Same in my store. The only people that wanted the team lead positions were those who hadn't been there long enough to know how much they'll get screwed over in the long run.

Quote from: Rodie on 21-02-23, 08:15AMQuick question

We have an F&F Shift leader who is getting the full shift leader pay packet but they will be exempt from the new shift leader duties so in effect will be getting paid the exact same amount as the new shift leaders but will be doing 80% less work.

Where do we stand here? because this doesn't appear normal and it needs to be addressed somewhere

It will depend on the structure established, It could be that there is meant to be a position like that in the structure, F&F is the domain of Extra stores only and some very large superstores, in many Superstores, there's maybe half an aisle for clothes and not every superstore would sell that. F&F departments therefore aren't that common and could be in need if reviewing.

Quote from: Rodie on 21-02-23, 08:15AMQuick question

We have an F&F Shift leader who is getting the full shift leader pay packet but they will be exempt from the new shift leader duties so in effect will be getting paid the exact same amount as the new shift leaders but will be doing 80% less work.

Where do we stand here? because this doesn't appear normal and it needs to be addressed somewhere

As said every structure will be different but if there is a shift leader in one part of the store being paid exactly the same as the other shift leaders despite not having to duty etc then yeah that probably needs to be flagged up.

This will be one of the problems facing the shift leaders going forward in my opinion especially those at dotcom because they will all be getting paid the same amount as the new shift leaders but only two of those new shift leaders will be doing the actual running of day to day activities.

So you are going to get the duty shift leaders doing far more work than the other shift leaders but all being paid the same.

An oversight they seem to have overlooked. F&F shift leaders is a strange one. If they are confined to clothing only and exempt from the tasks all other shift leaders will be doing why are they being paid almost £14 an hour? that will need to be reviewed. You can almost smell the s*** storm brewing.

Quote from: person7 on 20-02-23, 07:10PMOne problem I have (which I suspect majority of us will) is the pay rise works out as 7% (while inflation is over 10% average, its actually higher for many of us)

But...This is BEFORE all the bill rises that always come in April.

So it's 7% pay rise on the 10% inflation BEFORE April bills shoot up.. plus all the bills that companies do at inflation plus extra % (my rent is due to go up "with inflation plus 5%" and my Internet if I didn't get fixed deal would be "inflation plus 1.6%) everything just going to be survival only. (I'm already close to it as it is)

So.. I'm rubbish at maths but even I can see its a big pay cut in the end.

Company seem to be allowed to charge more then inflation every year but we never get a pay rise to match anything. And yet "people" wonder why so many are in poverty and why people are dying either starving or freezing to death!

I composed a lengthy response to this last night - but it doesn't seem to have posted.
But in relation to this - and also more recent posts where certain posters have stated they are "pleased" with the pay deal - all I would say is that of course a forum is all about opinions - and although there can be certain "statistics" to support an argument, equally, statistics can be taken in different ways.

So - starting with the quoted post - of course, any payrise below inflation will be a "real terms pay cut" - but then most people in the UK suffer this on an annual basis - so we can't really complain too much about Tesco giving us a "real terms" pay cut.

In terms of our actual deal - of course, if you do any Sundays or indeed are contracted to any Sunday hours, then the overall % your weekly pay will increase will be less than the "headline" 7% - if for example you did 8 hours during the week and 8 hours on a Sunday, then you're average pay increase will be 3.5%.

There have been various discussions about inflation - and the fact that it's forecast to halve later in the year, therefore, the fact we're getting 7% now is good news. I don't want to get into semantics - but ultimately unless inflation turns negative (Which it won't) then prices in November will still be higher than they are now - whereas, unless we get a surprise additional pay rise, our pay will not be higher (compared to what we're getting from April).

The headline rate of inflation covers a multitude of items in a "basket" - everyone's individual inflation figures are different and it's been said that the "lowest paid" tend to be facing the largest inflationary pressures - Grocery inflation is 16% year on year, utility bills have already doubled in the last 15 months, and likely to go up another 20% in April before stabilising later in the year - petrol/diesel prices have shot up but have come down a bit in the last six months or so - but are still much higher than maybe 15-18 months ago.

Of course, Tesco will (and have) pointed to the fact that this is our third pay increase in 10 months - last year pay increased by 8.8% and this is now a further 7% increase.
However, the NLW is increasing by 9.7% (year on year) from April - having previously increased by 6.5% in April 2022.
So in pure % terms, Tesco is not really doing anything above and beyond.
These pay rises are for the "very lowest paid" (Grade B/C) and the majority of the skills payments have remained fixed ever since they were introduced a few years back - and even the extra 40p they've added to shift leader pay is ridiculed on here as still not being nearly enough.
Of course, at the moment, the gap between SL wages and Team Manager salaries appears to be very close - but their pay review is in May - so let's see what happens - of course, Tesco do have a lot of discretion over what they can do with salaried staff - so let's see how "generous" they are.

I can understand people's views that overall the pay review could have been worse - of course we all felt that Sunday premiums might be axed completely - but that's a worrying trend that we all set our expectations so low that we are then "happy" with our lot.

Again though, I do agree, there isn't really a whole lot that we can do!! Ultimately, we are unskilled and easily replaceable. Albeit, at the moment, I believe all supermarkets are looking to reduce their workforce rather than "replace" anyone - and of course, the NLW is driving that even more - with changing ways of shopping (self scan/dotcom/self serve tills) there is less reliance on needing staff - of course. we need dotcom pickers - but in theory their productivity rates should be akin to Amazon warehouse workers - compared to, for example, checkout staff who might sit there for 7 hours and often have periods where they are chatting to customers or other staff - I know that idle periods can/should be managed - but there will always be idle periods regardless -

It's a difficult situation we are in - and along with the quoted post, I do agree it is difficult to "feed your family" when our pay increases "by less than inflation" - and depending on where you actually work - it might be difficult to top up your pay with additional hours.

This forum is a great community - let's keep going.