Do they have to actually have a conversation with us for a let's talk, or can they just hand them out to us without having a conversation, because a few of us have been given one without an actual discussion and then put on our files. Something feels off about that.
The name is in the document! I'd be telling them to remove them and put in a grievance for process not being followed
Ditto to the above 8-)
The clue's in the title!!! Request to view your file, if there is anything in your file stating a let's talk discussion that hasn't taken place, then you put in a grievance.
Things cannot be taken out of your file, but a letter can be put in that states these let's talk discussions did not take place!
Going on the above, and your other post, ( drastically underpaid ) it would seem your store is being operated by bullying and harassment, illegal practices and against policy!
I thought old out of date warnings/informal discussionsa(what we had before let's talk),had to be removed from your file,and only current live ones kept?
Quote from: lucgeo on 28-02-22, 07:53AM
Ditto to the above 8-)
The clue's in the title!!! Request to view your file, if there is anything in your file stating a let's talk discussion that hasn't taken place, then you put in a grievance.
Things cannot be taken out of your file, but a letter can be put in that states these let's talk discussions did not take place!
Going on the above, and your other post, ( drastically underpaid ) it would seem your store is being operated by bullying and harassment, illegal practices and against policy!
I'll do that. At the bottom of the let's talk it says there will be a copy on my file but I'm not sure if they actually put it in. The "let's talk" is a photocopy that has been given to others in the store with the same wording, just different names. I'm sure that's not how let's talks work?? I will ask to see it and see if they've put it in the file. If they haven't, then they take action on me for not following what was said on the let's talk, can they even do that since the let's talk never actually took place?
Yeah, I have to say, I have never known a place like it. I've turned a blind eye and just got on with things for so long that when I think about it, it's crazy how many immoral and illegal things I've witnessed over the years. I have let them bully and lie for so long now I'm starting to think I need to speak up and take action.
Is the photo copy dated and signed?
If it's signed by the same manager, then you grievance against that manager, that'll break the little team up, as the SM willingly throws them under the bus!
If it's dated, then check if you were in work at the time? Also if they're all photocopies of the same date? Do not let go of your copy to anyone!! Keep a copy for yourself, for future reference!
It is signed by the manager and also dated, yes. I was working when the paper was handed to me (and several others). The manager who wrote it and signed it isn't the manager who has the problem, apparently he was just passing on a message from the other manager... There was no discussion, which cameras can clearly show- it was just given to me and he walked off.
So the date on the letter should be the date of the meeting. Was everyone's dated for the same day, as having had a let's talk on the same day?? Was everyone in work on their alleged "let's talk" meeting??
If others have all received the same letter, with only difference being the name, I would suggest you all lodge a group grievance. That is when you write a grievance, stating the reason as T&C's and you all sign it!
You don't need to submit it on an actual grievance form, it can just be on plain paper.
Heading :- group grievance under terms and conditions
Are any of you union members? The union rep can arrange and support you through the process.
Now that people partners are gone, there is nobody to hold SMs to account when they don't follow process, there's a lack of union reps in my old Express group because they all got forced out of the business by SMs. If you cause trouble for an SM now they'll just forge your signature on a resignation and off you pop.
Convenience is like a cluster of Russia and North Koreas atm.
It's also why there's a load of unfair dismissal and discrimination law suits popping up recently, the fines are so punitive that the directors don't care, they will just keep on cutting.
(Even though people partners were little more than tea making fairy godmothers, there were a few who would "advise" SMs that what they're doing is illegal, and by advise I mean getting them to stand in the naughty corner for 5 minutes.)
Don't know how many unfair dismissal claims I have seen over the years. Tesco would rather waste company time and money than offer out of court settlements. Know people who would've dropped the case for a few thousand but instead Tesco ignore this and the court bill goes into 5 and 6 figures. The shop floor management love a day in court it gives them an excuse for a knees up.
Quote from: NightAndDay on 28-02-22, 01:58PM
Now that people partners are gone, there is nobody to hold SMs to account when they don't follow process, there's a lack of union reps in my old Express group because they all got forced out of the business by SMs. If you cause trouble for an SM now they'll just forge your signature on a resignation and off you pop.
Convenience is like a cluster of Russia and North Koreas atm.
It's also why there's a load of unfair dismissal and discrimination law suits popping up recently, the fines are so punitive that the directors don't care, they will just keep on cutting.
(Even though people partners were little more than tea making fairy godmothers, there were a few who would "advise" SMs that what they're doing is illegal, and by advise I mean getting them to stand in the naughty corner for 5 minutes.)
forge your signature?? any proof of that? if so report it to the police as fraud!!
The directors were expert fraudsters hence the account scandal. The SMs only dream they were that good.
Quote from: lackofinterest on 28-02-22, 03:54PM
Quote from: NightAndDay on 28-02-22, 01:58PM
Now that people partners are gone, there is nobody to hold SMs to account when they don't follow process, there's a lack of union reps in my old Express group because they all got forced out of the business by SMs. If you cause trouble for an SM now they'll just forge your signature on a resignation and off you pop.
Convenience is like a cluster of Russia and North Koreas atm.
It's also why there's a load of unfair dismissal and discrimination law suits popping up recently, the fines are so punitive that the directors don't care, they will just keep on cutting.
(Even though people partners were little more than tea making fairy godmothers, there were a few who would "advise" SMs that what they're doing is illegal, and by advise I mean getting them to stand in the naughty corner for 5 minutes.)
forge your signature?? any proof of that? if so report it to the police as fraud!!
Police won't do anything as it's a civil matter, not a criminal one.
Quote from: lucgeo on 28-02-22, 12:43PM
So the date on the letter should be the date of the meeting. Was everyone's dated for the same day, as having had a let's talk on the same day?? Was everyone in work on their alleged "let's talk" meeting??
If others have all received the same letter, with only difference being the name, I would suggest you all lodge a group grievance. That is when you write a grievance, stating the reason as T&C's and you all sign it!
You don't need to submit it on an actual grievance form, it can just be on plain paper.
Heading :- group grievance under terms and conditions
Are any of you union members? The union rep can arrange and support you through the process.
Yeah all received the same let's talk with no actual let's talks being taken place whatsoever. That might work, there are many of us not happy right now. I'll have to figure out which T and C's to cite but I know without a meeting it's not worth anything. I am a union member, yeah, will get in touch! Thankyou.
Quote from: NightAndDay on 28-02-22, 01:58PM
Now that people partners are gone, there is nobody to hold SMs to account when they don't follow process, there's a lack of union reps in my old Express group because they all got forced out of the business by SMs. If you cause trouble for an SM now they'll just forge your signature on a resignation and off you pop.
Convenience is like a cluster of Russia and North Koreas atm.
It's also why there's a load of unfair dismissal and discrimination law suits popping up recently, the fines are so punitive that the directors don't care, they will just keep on cutting.
(Even though people partners were little more than tea making fairy godmothers, there were a few who would "advise" SMs that what they're doing is illegal, and by advise I mean getting them to stand in the naughty corner for 5 minutes.)
I'm in an extra store, but it seems very much the same here.
If you're a union member, then your rep needs to question this, submit your grievance and arrange a meeting with the SM and manager concerned. Your rep is also able to get the support from the union area office, to make them aware of the situation.
You do not need to cite the T&C's, just heading it under T&C's. I would still advise you get everyone else's name that received the same letter, and assurance that they are willing to be involved, if not in the grievance letter itself, but in stating they were given the letter without a let's talk.
If your rep is any good, once the grievance is in process, they will ask to see your file, with you present, to confirm the let's talk letter is there. They will then insist that an additional letter is placed in your file, stating the let's talk never took place, and cannot be referred to in the future!
If the let's talk letter isn't in your file, but you have a copy, then it needs to be explained how and why it has been removed, and by whom??
Either way the manager(s) involved in this are in deep doodo
Unfortunately, some store reps are not really interested in the job, either doing it to get the gossip, get out of shifts, manager brown nosing, or feel unsupported from the area officer...Should your rep try to fob you off with " leave it with me, I'll have a word" seem disinterested, or fail to update you within a day or two, contact your area union office and ask for another rep to represent you, either from your own store (renowned good rep) or another store, state lack of confidence in your rep!
Once you have placed the grievance, the managers concerned must not attempt to approach you to discuss it with you!!!
There's nobody left to uphold union rules anymore, SMs now have free reign to do as they please, I don't know what the situation is in Superstore, but in Express, there's a massive shortage of reps, nor is there the requirement anymore to have the USDAW poster up or guidance on how to join.
With all of these cuts, USDAW is akin to Russia on how badly their influence has been affected. If you try to fight the SM, he'll just chiller chat you out of the business.
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
So why is a record kept of it and why can it be brought up in any future proceedings :question:
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
Err...how can you have a conversation, if you don't have to be there?? A " let's talk" is exactly that, an informal conversation which both managers or colleagues can request at any time...however...they cannot roll a photocopy of letter to several colleagues at once, all exactly the same wording, same date and signed by a manager, stating it's a summary of a "let's talk" and has been placed in their personal files ???
I think, if you weren't so relaxed, you'd realise it can and DOES become part of the disciplinary process, as it will be used as a reference of past meetings, if the topic of discussion hasn't been rectified! Why do you think it's put on file??
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
So if that is the case nothing to stop a manager saying you have had a conversation about anything at all, you know nothing about it until in a review or investigation and several of them come out "look I have spoken to you about this on four occasions now" etc etc. Oh and officially not part of the process but we all know where they lead, not all management abuse them it must be said but some are happy to do so.
Managers don't even have to do that, they can just fire you out of the blue for no reason because nobody is there to hold them to account, Tesco policies have about as much integrity as Russia's democratic process. If you kick off you'll "accidentally" be fired in much the same way as Putins political rivals tripped and fell or accidentally swallowed polonium.
Quote from: penguin on 01-03-22, 05:01PM
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
So if that is the case nothing to stop a manager saying you have had a conversation about anything at all, you know nothing about it until in a review or investigation and several of them come out "look I have spoken to you about this on four occasions now" etc etc. Oh and officially not part of the process but we all know where they lead, not all management abuse them it must be said but some are happy to do so.
There's no way they can say we had a conversation about it, I was given the let's talk paper alongside several other staff members out in the open on the shop floor. Can give a time if they want to check the cameras.
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
But there has been no conversation, so how can there be a summary of something that never took place? It was both dated and signed by the manager. I know it is not part of the disciplinary process but it is stated that investigations may occur if we don't follow the agreed outcomes of the let's talk... a conversation that didn't happen.
Quote from: ihavequestions23 on 02-03-22, 07:02AM
Quote from: penguin on 01-03-22, 05:01PM
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
So if that is the case nothing to stop a manager saying you have had a conversation about anything at all, you know nothing about it until in a review or investigation and several of them come out "look I have spoken to you about this on four occasions now" etc etc. Oh and officially not part of the process but we all know where they lead, not all management abuse them it must be said but some are happy to do so.
There's no way they can say we had a conversation about it, I was given the let's talk paper alongside several other staff members out in the open on the shop floor. Can give a time if they want to check the cameras.
What you need to do is apply for the CCTV footage you can apply online through the company they will ask a few questions day, date, time etc and to upload driving license or passport they will sent it to you I have had the pleasure and they are helpful but you do need to be very specific and you have to be on the CCTV you request. Have a look at where you were standing and ask them to give you the footage from two cameras that are closest to yourselves. This footage will be useful in the future.
As for the conversation was it serious ? I had 4 let's talk in one week one of which was put in my file some 6 weeks later than the alleged meeting for that let's talk and then was brought into a totally separate meeting I was having they are unbelievable !! and you should also ask for CCTV for the let's talk incident if possible.
ihavequestions23 you don't say what the let's talk was allegedly for but many years ago I had a similar experience of receiving a group one without any perceived formalities.
As a driver in dotcom we used to have loaders for the vans in the mornings but one way or another they disappeared meaning we'd have to load our own van. Starting at 8 and scheduled to leave at 8.15 it was impossible to load and do van checks in 15min consequently we went out late, fed up with this we would leave dollies strewn around rather than stack and return to the back room to save a few minutes which then caused problems for the second wave meaning they got out late too.
One morning while we were loading a manager came out to the yard and shouted out "Guys,guys. Listen we can't leave dollies lying around, please tidy up after yourself and help the 9 o clocks out. Cheers"
There was a bit of banterish to and froing, the manager then saying "Look you've been told to do it so do it". A few drivers including me tidied others didn't. A week later I was handed a piece of paper headed Let's Talk with something along the lines of (highly paraphrased) "You've been told to tidy.....you've ignored it....you must tidy from now on....if you don't it will be treated with disciplinary action."
We all questioned it but management were adamant they'd followed "policy".
As I say it was years ago and I'd forgotten about it until reading this thread.
Which is a roundabout way of asking, do you recall having any similar interaction?
Quote from: Batmanjo on 02-03-22, 11:18AM
Quote from: ihavequestions23 on 02-03-22, 07:02AM
Quote from: penguin on 01-03-22, 05:01PM
Quote from: Gerrard08 on 01-03-22, 11:16AM
A lets talk is an informal summary of a conversation. You do not have to be there or sign anything. It's dated but not signed by the manager either. Its not part of a disciplinary process, relax.
So if that is the case nothing to stop a manager saying you have had a conversation about anything at all, you know nothing about it until in a review or investigation and several of them come out "look I have spoken to you about this on four occasions now" etc etc. Oh and officially not part of the process but we all know where they lead, not all management abuse them it must be said but some are happy to do so.
There's no way they can say we had a conversation about it, I was given the let's talk paper alongside several other staff members out in the open on the shop floor. Can give a time if they want to check the cameras.
What you need to do is apply for the CCTV footage you can apply online through the company they will ask a few questions day, date, time etc and to upload driving license or passport they will sent it to you I have had the pleasure and they are helpful but you do need to be very specific and you have to be on the CCTV you request. Have a look at where you were standing and ask them to give you the footage from two cameras that are closest to yourselves. This footage will be useful in the future.
As for the conversation was it serious ? I had 4 let's talk in one week one of which was put in my file some 6 weeks later than the alleged meeting for that let's talk and then was brought into a totally separate meeting I was having they are unbelievable !! and you should also ask for CCTV for the let's talk incident if possible.
If they take things further and tell me I have had a let's talk regarding things I will definitely do that. That's terrible they are unbelievable.
Quote from: Villager No.6 on 02-03-22, 08:16PM
ihavequestions23 you don't say what the let's talk was allegedly for but many years ago I had a similar experience of receiving a group one without any perceived formalities.
As a driver in dotcom we used to have loaders for the vans in the mornings but one way or another they disappeared meaning we'd have to load our own van. Starting at 8 and scheduled to leave at 8.15 it was impossible to load and do van checks in 15min consequently we went out late, fed up with this we would leave dollies strewn around rather than stack and return to the back room to save a few minutes which then caused problems for the second wave meaning they got out late too.
One morning while we were loading a manager came out to the yard and shouted out "Guys,guys. Listen we can't leave dollies lying around, please tidy up after yourself and help the 9 o clocks out. Cheers"
There was a bit of banterish to and froing, the manager then saying "Look you've been told to do it so do it". A few drivers including me tidied others didn't. A week later I was handed a piece of paper headed Let's Talk with something along the lines of (highly paraphrased) "You've been told to tidy.....you've ignored it....you must tidy from now on....if you don't it will be treated with disciplinary action."
We all questioned it but management were adamant they'd followed "policy".
As I say it was years ago and I'd forgotten about it until reading this thread.
Which is a roundabout way of asking, do you recall having any similar interaction?
This is almost exactly the kind of interaction yeah. The let's talk was regarding breaks cause apparently some people have been taking longer and more than entitled to. I used to be able to go for short smoke breaks instead of taking my actual break and now they've said this is not allowed at all (although some have been allowed to, which hasn't been addressed by management). But yeah, so the "let's talk" was given to multiple people in a very similar way.
Store 2933 by any chance? :D
There shouldn't be a let's talk without your input in it aswell . A let's talk should be in person with each individual according to policy
Anyone else seen the Tesco system "your contribution" on ourTesco site? It's where they constantly monitor your work and give feedback, seems you can also access your review. I did wonder why managers where saying there's a new system they can use to get rid of people easier! I work dotcom and the manager is positively giddy at giving out let's talks and telling people if they don't work faster they'll be out. Kind of ironic coming from the manager who spends 90% of their time when in dotcom on their phone
Staff retention forms part of a managers KPI, if they're losing too many people too quickly, they get sat on by their manager.
But uf every anger is losing swathes of staff the comparison means its fine that's the problem, lazy idiots promoting others who fit in which is more lazy idiots.
I'll bet every member here knows that most of the good managers left and were replaced by lazy idiots, its a company wide problem
Yes, unfortunately the most senior managers have powers akin to members of parliament, they can break the laws left, right and centre and tell the law to toe the line.
Sorry I have a question, can a store manager put a 'lets talk' in your folder without doing it with the colleague?
I thought a 'lets talk' is to sit down and discuss the problem and agree any next steps, or am I wrong ?
Tesco processes say they can't, but a big problem Tesco has is that SMs can do whatever they want, there's a massive governance issue (in terms of Tescos own processes and policies not being adhered to) and how weak employment law enforcement is, they could sack you for no reason and probably get away with it, it's that bad.
talk about making stuff up. its very difficult to sack someone actually. being awol is the easiest and fastest way but that involves the colleague doing nothing, no contact etc. Everything else is very difficult.
Quote from: Hibobhi on 04-04-22, 10:29AM
Anyone else seen the Tesco system "your contribution" on ourTesco site? It's where they constantly monitor your work and give feedback, seems you can also access your review. I did wonder why managers where saying there's a new system they can use to get rid of people easier! I work dotcom and the manager is positively giddy at giving out let's talks and telling people if they don't work faster they'll be out. Kind of ironic coming from the manager who spends 90% of their time when in dotcom on their phone
Many stores are over hours. The hours across the board have been cut to the minimum. If people leave it's not going to be easy to replace. A store has to be under hours but then if the group is over it still may not be able to recruit. Also the company is committing to giving existing colleague more hours before external recruiting, those that do get extra hours have to show increased availability though.
Quote from: NightAndDay on 30-04-22, 05:46PM
Tesco processes say they can't, but a big problem Tesco has is that SMs can do whatever they want, there's a massive governance issue (in terms of Tescos own processes and policies not being adhered to) and how weak employment law enforcement is, they could sack you for no reason and probably get away with it, it's that bad.
The problem is that the form does not have to be signed. As such it's open to be abused.
Quote from: madness on 01-05-22, 01:34AM
talk about making stuff up. its very difficult to sack someone actually. being awol is the easiest and fastest way but that involves the colleague doing nothing, no contact etc. Everything else is very difficult.
Its very easy to sack someone from Tesco, if the process is followed correctly it can be done very quickly should the need arise. Where it goes wrong is some managers messing up what is a straight forward process, thus meaning lots of things end up being thrown out due to being out of process.
Quote from: madness on 01-05-22, 01:34AM
talk about making stuff up. its very difficult to sack someone actually. being awol is the easiest and fastest way but that involves the colleague doing nothing, no contact etc. Everything else is very difficult.
Normally it is, but this is Tesco we're on about, judges don't like to hammer the Big T with big fines because of how ingrained they are to the UKs GDP. The law is the law, but power means the law has to bend the knee sometimes.
Yes colleague does not have to sign it but still need to present when its written so they agree with what is written
The let's talk is just a record of a conversation.
They are however used as i formal management for discipline reasons.
At a hearing you would always have to prove that conversation took place, it's why generally oth parties or a witness sign the paper to show it actually happened, even then without a colleagues signature to prove it was them a tribunal would likely agree that it cannot be relied upon as honest if disputed,store manager of GA doesn't matter.
Yes i know my manager says can do a lets talk without colleague which I disagree and believe it should be wtitten at the time if a manager put so many lets talk in you folder he then can use them to perform the colleague i think they should be signed and agreed :(
Unfortunately, by virtue of Tesco bring too big to fail, Store Managers are of a higher standing than judges, meaning even if they act illegally, they are untouchable. Tesco policies are more guidelines for a civil work environment than hard and fast rules, Store Managers can do anything they want at their own discretion, in fact it's better to think of them as diplomats with diplomatic immunity.
Quote from: Tinkerbell1234 on 04-05-22, 07:22PM
Yes i know my manager says can do a lets talk without colleague which I disagree and believe it should be wtitten at the time if a manager put so many lets talk in you folder he then can use them to perform the colleague i think they should be signed and agreed :(
Your manager is an idiot, a lets talk is a record of a conversation between two or more persons, how can one record a conversation with someone that has never taken place. Personally I have always been of the opinion lets talks should be signed and dated by all involved to prevent or at least reduce the risk of them being misused.
I think the problem is that nowhere in Tescos policies does it state that a lets talk has to be signed and dated, I may be wrong but I believe (when I was a member of the blue army this was the case at least) that lets talks have only ever been described in policy as "a tool to have a record of informal conversation", this is perhaps left purposefully vague to muddy the legal waters and convolute the disciplinary process I do believe as others have stated that it can be used to aid as "evidence" in a formal disciplinary in that the nature of the transgression has happened previously, but on the same foot, the fact that any budget Putin can write what they want, stick it in their personnel file and use it as evidence when the other person doesn't know its happened as evidence seems highly suspect, I'd imagine if this was anyone other than Tesco it wouldn't pass a judges high watermark for legitimacy by virtue that there is no evidence a conversation hadctaken place from the form and would land the employer in hot water (or at least wouldn't be sufficient to fully dismiss an unfair dismissal claim). But as this is Tesco we're on about, Judges have to tread very carefully to not poke the bear at risk of plummeting UK GDP.
If you think you've half a case take them to court. Doesn't matter if you get a settlement I'll still cost them 10k+ to get Pinsent Masons to defend them in a simple case so you will hit them in the pocket. They will get off with things lightly for a while until the local courts start seeing the same wall bangers turning up regularly as witnesses. Try not to laugh as the managers are summoned to somewhere where they don't want to be. They very rarely settle out of court and will try to threaten you with reversing the charges but it's all bluster. Do not sign let's talks as then they can be used against you.
Where dp i go for the cctv will show both of us outside then they left so no lets talk was done on the date they put plus not one bit is true as to what was said clearly was done 2 days later
Tinkerbell1234
email SubjectAccess.Request@tesco.com
They will ask you some questions and send you any CCTV which they have.
Don't be surprised if the CCTV wasn't retain3d as it isn't kept for long, however thatvthey cannot prove it was given is the point.
If you ended up in court and the question is asked referring to the let's talk you simply ask what let's talk? And because it isn't signed it becomes ckntest3d evidence which will always be struck out unless there is good reason and the bit that Tesco and everyone else hates is that the onus isnupon them to prove it genuine, not you, but the managers are trained they can trust 1 persons opinion over anothers, its stupid.
Retention doesn't matter, SMs can delete sections of the CCTV footage manually and claim technical fault.
Not quite - on systems installed over the last few years there's an audit trail to show which logins have accessed material and any deletion or copying will be logged to the relevant login. Also pretty sure that the SM logins can only be used to mark for deletion rather than actually delete the data.
What valid reasons are there for deleting such material? I am struggling to think of any.
Back in my day when there wasn't an audit trail, my team leader head butted a shoplifter and ended up with one of his teeth embedded in his skull, squirting blood all over the shop floor, we had a Berties Bassets all sorts of wrong'uns on the night shift, and more often than not, fisticuffs was the order of the day (night?). Footage was deleted, no questions asked, anyone asked what the red stuff on the floor was, Claret was what we'd say.
Things have moved on since you left. In many ways and this is just one of them. I can tell tales of things that used to happen. I have seen a lot over the years but the things I have seen in the past just would not happen now.
Cctv is only on the system for 28 days. The quality is superb though.
Maybe in your quiet little neighbourhood shops and civil areas, but I'd imagine a lot of street justice still occurs in the prison cell shops, we used to have the police round 4 nights a week, I wouldn't be surprised if "exceptions" to Tesco policy in regards to delivering justice was in place in my old shop.
CCTV is only good if it's been updated properly, some of our cameras have great image quality some are c**p. We recently had a quantity of high value spirits walk out of the store overnight using the one possible combination of routes which have all faulty cameras...
there are blind spots on the cctv in every store clever shoplifters know this,we often find cut off tags behind pillars or mu's where the blind spots are,management are aware,and even the regional shrink head,but nothing has been done for years
As part of our store refit last year they were kind enough to create more blind spots for thieves,
As part of our refit plans we are getting self serve which dont have weighing scales, currently we have no wine or confectionary on sale as its all been stolen. Located in the worst place in a south west city centre of B.! for this lack of modern technology plus apalling contracted security guards plus no one wants to work here, area team' is apalling and very negligent and should be ashamed of themselves for putting store collegues in unsafe positions every day.
The amount of tags you find,a shoplifter probably earns in a day what a full timer earns in a week...state of the art cctv,(i never hear of anyone being caught anymore)agency guards dont look fit for purpose,gates and shutters put up,,,still it dont deter theft,,,got to be a security director taking back handers from a security consultant firm somewere,YES YOU NEED THIS,THIS AND THIS
When you get a company who budgets thousands of pounds for losses from shoplifting rather than employ more shop floor and security staff :-X
For years it was common knowledge amongst staff, ex staff and local shoplifters that the security cameras on the W&S and H&B aisles were dummies.
Then the CCTV system was installed, and the monitoring of staff by managers took precedence. The slightest whisper of a shoplifter in the store, managers were suddenly nowhere to be found, avoiding any possible confrontation :o
Security staff hours were cut, and sourced out to a security firm, on low hours! Who were then roped in by the GSM to fill shelves and tag, rather than monitor the cameras! One security employee was caught by a GA stealing high value goods...also a merchandising rep, as they were never staff searched!
Watched an older bloke come with a trolley, load up 6 1 litre bottles and walk straight out again - he literally ran! The door has that new stop trolley alarm thing, so all he did was lift the front of the trolley and kept going. TSS guard just stood there on his phone.....
For all of you making very valid points about theft here is the best bit of it all, we used to have a guy in all the time would always take just under £40 worth of goods as local police rule at the time was not to follow up shop theft under that amount even for repeat offenders, said shoplifter would video himself doing this (yes really) and if approached would tell staff "you can not touch me or try and stop me leaving if you do this goes to the police and your going to be sacked" he knew the system and the shrink and security managers response to our store manager about this shoplifter was "the reason you have problems with this guy is your not making a fuss of him, chat with him and treat him as a pal, and he will not steal from you as great service wins everytime" meanwhile scan one less item on waste and yep at least a lets talk for us and that is if you got off lightly.
@penguin..... or they could of banned him,,,then he would be trespassing,surely a decent security manager would know that
He was banned and still used to come in knowing nothing in effect could be done at the time to remove him, a ban is not worth the paper its written on. Police unlikely to get involved as trespass is a civil matter and the only way to remove a trespasser is via a court order and then as a last result getting a bailiff to kick them out. Clearly not realistic options when you have someone in a store who is going to be in and out as soon as possible.
A good way to recoup that £40 a day is to make the shrink and security manager role redundant.
If ever there was a non Job created it's that one.Good at stating the obvious and ignores the needed more staff and security......spokesman for good old tosco tbf,that's why nobody listens to him when he visits the store.