USDAW-Tesco sick pay deal
Giving away workers' rights
By Mark Sandell
The bosses have kicked off the holiday season with an offensive against sick workers. The bosses' union the CBI have released a report claiming that 15% of the sick days taken by workers are not authentic. The fact that the number of sick days hase been falling for five years and only rose this year was ignored. Also ignored was the shocking fact that British workers work the longest hours in western Europe.
Basically the bosses want us all to drag ourselves into work when we are sick, infect everyone we work with and damage our health. What matter is keeping up the profits.
The propaganda war also coincided with attacks on sick pay - first by Tescos and then Sainsbury and British Airways. Tescos have introduced an 'experiment' which cuts sick pay for the first three days off.
A co-ordinated attack on workers rights by the CBI and some of Britain's biggest employers demanded a strong reaction from our unions - but nothing happened. The TUC did a quick press relase with a quote about bosses making workers sick through long hours. But that was it.
Shocking but not surprising because on closer inspection of the Tesco 'trial' it turns out that the shop workers union Usdaw is going along with it. In a letter to Tesco union reps Pauline Foulkes, Usdaw National Officer says:
"Usdaw are supporting this trial because we want to have an input and share the learnings[?], and have a say in shaping and influencing the outcomes.
"Staff in the 10 existing stores chosen for the trial are being asked to co-operate and support the trials by volunteering temporary change of contracts for a 12-month period."
In other parts of the letter, Foulkes hints that all new starters at Tesco will not get sick pay for the first three days they are ill.
Usdaw knows damn well that the trial will definitely lead to the removal of the first three days sick pay but they don't want a fight with Tesco.
Usdaw have a partnership agreement with Tesco and that is about as far away from real trade unionism as you can get. When Sunday trading first started the Usdaw leadership clashed with Tesco, and lost. Since then they have been on their knees in front of the management. They do not negotiate on anything including pay, their reps can only talk to management on 'staff committees' which have one union rep on them.
In Tesco Usdaw is not much more than a weak staff association with low membership. Stories of union reps being removed because of management objections are common.
This 'partnership agreement' is the paste jewel in Usdaw's crown, but the benefits are only for the union leaders not for Usdaw's Tesco members. Under the deal Usdaw's leadership have no reason to fear promoting membership of the union - the management won't object because the union is totally under their domination.
Tesco job application forms include a tear off union membership form and a recommendation that applicants join Usdaw. And Tesco are happy to let Usdaw organisers sit in their staff canteens to recruit members. Losing Tesco management support would be bad news for Usdaw. Of the union's 330,000 members over 110,000 of these work in Tesco.
Partnership is adored by the worst of the TUC leadership and by New Labour. The Government have given several million pounds to fund a 'partnership institute' which is jointly run by bosses and the TUC. The TUC has even held the Tesco agreement as a model of organising for other unions to follow.
Usdaw have problems persuading low paid Tesco staff to pay up to join the union, so they have a team of organisers who spend time travelling from store to store signing up new members. The level of recruitment is high but so too is the drop out rate. This approach far from real union organising. If the union has no power, and no intention of building up or using its strength, but is totally beholden to the management, what hope of change or even defence can it offer workers?
Much better organising has been done by the TGWU at Morrison supermarkets. Their reps rejected a no-strike deal and management derecognised the TGWU and announced that they want to talk to other unions. The TGWU are putting up a fight.
The fight for real trade unionism has been launched by the TGWU nationally. Rightly they say that "a union that wins in the workplace is a union that will grow - union growth must be based on workers winning real benefits from organising in their workplace."
But a partnership agreement betrays workers. It actually denies the legal right of workers to build a real union in Tesco, that is a union that can bargain on pay, hours and holidays. If 'recognition' already exists in the form of this partnership deal, no better 'recognition' situation can every be won by the union. The only choice facing Usdaw members is for them to change their union and that is easier said than done.
Usdaw compliance with Tesco will undermine other workers. Their tacit support for cuts in sick pay have already encouraged other firms to attack it. Usdaw are providing thousands of often young workers with bad lessons about unions. Unions are not supposed to be so deep in management's pocket that they accept major attacks on workers' conditions.
British trade unions have a crisis of membership. Union-management partnership such as that we have seen at Tesco will not help stop it.
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public holidays
I'm astonished to read how many of the comments given are so ill-informed. Too many appear to be given on hearsay. Stop and think what your saying,look at the evidence. Yes you may not agree with it but it is FACT. Example, public holidays are localy negotiated, FACT. This means that your local union agreed with any changes. They represented "YOU" at that meeting. If your not in the union then it's your own fault. If you don't want change to happen then do something about it instead of venting your misguide views on this site. Example. TGWU representing Livingston D.C. negotiated that the public holidays fell on tuesday and wednesday of both weeks yet Dundee D.C. accepted an option day, with the holidays being monday and tuesday. Those that couldn't work the saturday because stores were closed were allowed to move that day to a normal day off with premiums protected.They then didn't have to pay saturday back. This allowed some to move this day to the Tuesday/Wednesday (normal a rest day) Those who chose to move the day to the Tuesday ment that they earned double time (as this was a public holiday for the Sunday) PLUS the hours worked were paid again as if it was a normal saturday. THEY locally negotiated that. SIT UP and smell the roses. This information is contained in your blue book. So start thinking about next year. stop bleeting and start negotiating NOW.
give away workers rights
Mark your good. you talk about propagander and all I read is the same from yourself. "The bosses want us to drag ourselves into work". Oh come on get a life. If you don't agree something needs to be done about sickness then your head is in the sand. This is a government backed initiative. They see the cost to the country not the company's. here's a point to ponder. In future a doctors certificate will not be enough simply because doctors are handing them out like theres no tomorrow. when did you last hear of some one going to a doctor and being refused a sick line. never, if the government got rid of the self certificate for the first 5 days then maybe, just maybe a reduction will be seen across all levels. instead of bletting about it, find a solution to it or at least start a debate instead of doing what you claim others are doing. Using "PROPAGANDER"....Why not have an insurance backed scheme for sickness that all employees can join..Yea right, i can see the crying eyes now. "why should we the workers pay for that"..................Now do you get it Mark.
usdaw
I have been a trade unionist all my working days,I know union members are unhappy with the tesco agreements, but let all union members know and raise it at the A D M +retail trades conference to change the policy of the national officers, remember united we stand and divided we fall, we must stick together because the bosses will be very happy that people will withdrawn from the union, you are sending them the message that we have no fight left,you must recruit more members and make the union stronger. Brian kenny
tesco / usdaw.THE MOB
I for the past two years have been going through a employment tribunral,all because the( UNION USDAW )got it wrong.As to date i have had no( HELP).Lets not forget the union send info to CAB, JOB CENTRES,DHSS ect ect........................................................................
Sickness
My partner is a driver for tesco's and had been off sick with sciatic nerve problem in his back for a week in July, he then went back to work thinking he was better and not wanting to take anymore time off than he thought necessary (not having any sickness off in the 1 and 1/2 years he has been working there). Unfortunately the sciatic nerve problem came back and was unable to go back to work (unable to move, which is a problem/dangerous when you drive HGV lorrys and unable to pull the cages). He went to the doctors and received a sick note for a week and was put on very strong medication which clearly stated that he was unable to drive (therefore was definately unable to do his job). He went back to work the following week to be told that he had to attend a stage 1 return to work meeting with his supervisor. He was then told that if he was off work again in the next 6 months he would go onto stage 2 and subsequently stage 3, which would result in dismissal! I cannot believe that this be a fair sickness procedure, as a) he was unable to move, b)he had a doctors note c) he was on strong medication stating he could not drive. So what was he supposed to do, ingnore the doctors advice and struggle in to work (what is the point in having a doctors sick certificate?? (he could not even get in his car or walk up stairs). Go to work being a danger to himself and others, by driving either with or without medication? What happens if the sciatica comes back within the next 6 months?? Take sick and risk being put on stage 2 or go into work being a danger to himself and others and putting his longterm fitness/health in danger. Surely this is not a correct way to treat your employees, perhaps with a return to work meeting and discuss the problem of your illness and assess on an individual basis rather than tarnish all with the same brush??
it makes me sick!!
i have paid into USDAW since day one of my time with tesco. my union reps have all been good and i have never really had any reason to use my union, for me it was there as a 'just incase' security thing. a couple of months ago i was seriously injured at work! at a return to work meeting (the meetings are desighned to see if you gan give an indication of the possible time of a return) i was told, in the usual management roundabout way, that i have six months to return to work or steps will be taken to dismiss me under ill health!?! there was a big fuss made of their return to work pollicy, if i return to work i am able to work within the limits of whatever my doctors tells me i can and can not do, but this is only for 12 weeks, after the 12 weeks i have to take my full duties. i want to work, i am willing to work and i miss work. but the accident has left my a physical mess! all tesco care about is profit, profit that i and many other people help them to make. and what do they do when an employee needs help and support? nothing! i dont know how popular USDAW is on this web site? but for me they have done nothing at all!!!! tesco sets the rules!!! does anyone have any ideas??
Of course
Tesco is a business. You mean f*^k all to them. The unions in general are becoming a service in the eyes of thier members and loose their best defence against the business', solidarity. We could pay our entire wages to the union, it wouldn't make a difference in opposition to the 2 bil. profit Tesco extorted from us last year alone. In your situation you are probably going to need specialist help, which if you contact your area organiser (a USDAW rep will have contact details) they'll be able to help more in providing you with that free (despite paying union fees) legal service. Ask Tesco for your contract, records of the inciedent (acciedent book), and anything relating ie: risk assesments in the area of which the inciedent occured, all of which you are entitled to by law which will help move things along.
If the inciedent happened as a result from performing your contracted duties, if you have adequate Medical proof for your time off due to the injury, if Tesco screwed up (not providing safety equipment ect) then that will all count (but never gaurantee) to a "progressive" outcome in your favour.
If you want to find the legal specifics by yourself good luck, but I've found the TUC gives good advice on the "rep" section of thier website. In fact you could e-mail USDAW directly on thier site (although I'm still waiting on a reply 3 weeks back!). If the union doesn't help after that (and doesn't is different from cannot) check back on this site. In my opinion the best defense is attack, become a union rep yourself, get clued up and not only will you see how unions work you'll see why they are failing us aswell.
M. Daycoi
SYA
Thanks for your comments, I will pass them on to my partner.
SYA Shambles
My partner and i both work for tesco's. I for 8 years and my partner for 3 years.
Recently my partner had to take time off work to look after our sick daughter, who was admitted to hospital on the monday afternoon with suspected meningitis, and was discharged on tuesday afternoon after been given the all clear. But with the nature of her (illness) she was told not to go to nursery for the rest of the week, so my partner had to take the rest of the week off to look after her. On her return to work the following tuesday and after her "Welcome Back Meeting" It was decided it woud go to an attendance review.At her attendance review she was told her attendance percentage was 3.4 before her time off and went to 5.5 after the current abscence.
She was told that she should be getting a Final written warning, but they were willing to give her a written warning Quote "To give her a Chance". My partner had told her teamleader on 2 occasions that she was willing to take the time off Unpaid, but this was not brought up at the meeting or the fact that i would say this came under mitigating curcumstances, and was out of her control. But to top this all off, at the end of the review, My partner argued with 1 of the managers about the circumstances under which she was being issued the warning. i.e 'Looking after a sick child'. With which she was told "Would you like the Final Written Warning Instead".
Needless to say the end part was when the interview was being concluded and my partners emotions were running high, so none of the last part has been recorded plus she did not have a witness with her (Which i was not impressed about).
She is currently waiting to hear from her Line Manager about her appeal.
USDAW
It is about all standing together. Imagine what we could achieve with 80%-100% membership. There are alot of stores with 70% plus membership and organised and locally things are being achieved with management, we need to get those places with low membership organised to increase the membership nationally to have influence over the company. There is a challenge there but it can be done. Changing to another union wouldn't make it better we need to build on what we have got to make changes. So the challenge is there join usdaw and make those changes happen.
usdaw the mob
please do, you can go where you want and save the members money
Doctor's Certificate
It has been said that doctors are handing out sickness certificates as if there is no tomorrow. I beg to differ. Last year at work, I fell off a ladder and broke three ribs. I was taken from work to hospital by ambulance and treated at the Casualty Dept. I was off work for a week, but when I tried to claim sick pay my employer refused to pay me without a doctors certificate. However, my Doctor said I didn't need a sickness certificate for the first seven days of sickness and that it was his practice's policy not to provide one until the second week. I thus ended up losing a week's pay, even though my boss actually saw me fall off the ladder and knew that the injury was genuine. Next time I will make sure I am off sick for two weeks!
Is your partner in the union?
If so what did they say?
Not SYA, management
I'm not sure that it would count as mitigating as it wasn't you or your partner who had the suspected illness. As a working parent(s) of a young child you have a certain amount of time you can take unpaid with minimal notice to management, which if you had a decent union rep (I assume as you don't mention the union once) should have been argued for. Did you put the request for time off in writting? This would have been a better way of ensuing you wern't "criminalised" later on (and alot easier to prove). My only advice now would be to get a representative to help with writting an appeal (if you're still in your time limit). If it's not over-turned take it to the next level until it is or there are no more levels. Call USDAWS legal service (0845 6060640) who can probably help alot more.
S.Y.A is a joke IF you go it alone, but with the right representative and knowledge it can be used to our advantage. Firstly, always make it as difficult as you can for management to follow procedure. Final written? You need your area organiser, adjourn till they are available. Requested time off? Get your team leader to produce a written statement before you continue any procedure. Management love to exercise thier "power", exercise your own.
people being blinded by usdaw!!
HOW CAN IT ALL BE ABOUT STANDING TOGEATHER.
IN THE STORE WHERE I WORK IN HERTFORDSHIRE,OUR ONE AND ONLY UNION MEMBER HAS BEEN SIGNED OFF AS A MANGER.SO I ASK HOW WILL THAY REPRESET THE WORKERS WHEN THAY THEM SELFS ARE MANGERS(OR SHOULD I SAY "THE DARK SIDE").
I MYSELF WORK NIGHTS AT TESCO I HAVE FOR THE PAST TWO YEARS.AND WE ARE LIKE A HOUSE OF CARDS ONE FALLS WE FALL!!RECENTLY ONE OF MY WORK MATES HAS BEEN TOLD THAT IF THAY CANT MANAGE THE CASE COUNTS THAT WILL BE STARTING IN THE NEW YEAR,THAY WILL BE GIVEN THERE P45.I JUST DONT GET IT, SO TESCO DONT TAKE INTO COUNT ABOUT THINGS LIKE EXTRA STOCK,STAFF SHORTAGE DO I NEED TO GO ON.
I THINK ITS ABOUT TIME WE ALL STAND UP FOR OUR SELFS BECAUSE OUR MANGERS AND UNION WONT!!!
USDAW/THE/ MOB
give me a clue,? how would it save members money???????????????????????????????????????//
USADW
I come from a store where we have very high union membership and believe me things are being achieved and the reps work very hard for the members. In your store if you only have 1 member then that speaks volumes the company knows that and will use it. It's down to the membership to get active its the members that make the union and it's only as strong as it's membership and that goes for any union.
Blinded by Usdaw
If you are an Usdaw mamber then you have every right to criticise the union you belong to,However if you believe that your store is short of represntation then why not become a shop steward yourself.
ex union member
I am an ex union member after continual lack of support from the union.
Three members of my family work for Tesco we all cancelled our subscription it was our only way of voicing our objection. if I pay I expect to get a service, it was like giving Tesco my subscription fee.
If you went in to the office with a problem e.g. time off for my dependant pregnant daughter with no partner at the birth, Tesco manager warns, if you have further time off you will get warnings which can lead to your dismissal, I mentioned the 1999 employment act 57a on leave for dependants which gives me the right to time off without detriment, the manager said, but the union have agreed with Tesco's policy.
This is a common statement used by managers when they want to change contracts,take away your bank holidays or get their own way. I am fed up of the amount of times our bosses have said, but the union have agreed it,I am no longer a member and suggest every member goes to the wages dept and cancells their union fees and saves over £80 per year.
so even if you store has a shop steward they won't represent you because they have no clout, Tesco and USDAW are hand in hand.
Someone who knows how, set up a Tesco Hell website so we have somewhere to voice our concerns, and give proper advice to exploited employees
ex union member
You done exactley what that manager wanted you to do, leave the union. There is no agreement with Tesco regarding dependants leave, but as usual you believe your manager and leave the union. I wonder if you even bothered to contact the union regarding this issue.
left union?
I left before the dependants issue and fought my own corner as it was a law I looked up and quoted to Tesco that they conveniantley weren't aware of, the union failed to aid on many issues previous to that, Lost Bank Holidays,Change of Contracts, cutting breaks, sickness,etc, and so on, all I recieved from the union on these issues was a letter saying it was ok. NOT GOOD ENOUGH.
I now drive a 13 hr shift with one continuos hour break all day, on the road and I have gone in ill with flu doing 13 hours, I'm hardly alert and safe, because if I'm off 3 days in 6 months I get a warning which leads to my dismissal. but hey the union says thats ok.
I never left the union I left Tescos partners.
teesco and bank holidays again
help me out here night workers have to go back to work sunday night new years day as according to tesco monday is not a bank holiday if you are a night worker they have changed the bank holiday to saturday night so no bank holiday pay or sunday night off if you work nights but if you work days monday is a bank holiday and you don't have to work or you will get bank holiday pay this doesn't make any sense how can they be allowed to change bank holidays to suit themselves and if you work at night you are punished by being made to work sunday night which is new years day into monday morning which is a bank holiday for nothing another one for tesco and usdaw
bank holidays
Bank Holidays are designated by the queen each year so are a law. Tesco and their union partnership USDAW agreed to change those days you take off. so they think they are above the law.
New laws coming in about Bank Holidays are making sure you take them on the day and are paid for those taken,e.g. 4 weeks holiday plus bank holidays as too many companies are twisting the old rules and using holiday entitlement for bank holidays.
Tesco also make you pay back time for bank holidays if you normally work that day, cancelling out some of the money they pay you that day, this should end under new rules.
Bank Holidays
I assume you are refering to the xmas bank holidays especially from last year, never assume that the union has agreed it the union gets consulted on the arrangemnts but doesn't always means that they have agreed to it as thats what tesco wants us all to believe as some times its not the case at all. In 2004 where xmas day fell on a Saturday the government made by national proclomation under the BANKING ACT the monday and tuesday bank holidays but because in retail we are NOT covered by the BANKING ACT Tesco were allowed to by law move the tuesday to the saturday making tuesday a normal working day the same happened at new year with the monday. The only time when they are not allowed to do this is when xmas day falls on a Sunday which it did this year so the bank holidays stood this last year.You will find that we all received our contractural rights if we hadn't then the union would have stepped in as they did in some of the coops. It is a change in the law that we need as the banking act is now out dated as many businesses especially retail are now 7 days a week.
We are aware of how and by wh
We are aware of how and by whom it was done by, we get no kind of information about what is and isn't agreed from the union in any form, they prefer to stay quiet, shouldn't the Union have forseen all this hoiday stuff by now or have they had their head in the sand all these years.
Ever since the miners strike The Union have no clout, they are the ones who should fighting our corner instead of sittng back saying its the law.
I understand you are trying to help but you sound like a typical Union rep, you are just trying to protect Union fees and putting in as little effort as possible to resolve matters.
re we are aware of how and by whom
For one thing yes i am a union rep but it's not about protecting union fees and putting in as little effort as possible to resolve matters i in fact work very hard for my members whether it's at the store forum, sd forum, the branch meetings, divisional conferences and ADM to try and change things, this role is an unpaid one and a thank less one at times. If you want to find out more of how the union works the role of a union rep and the thankless task they carry out why not become involved yourself by attending your local branch meetings which is open to every one.
At the moment the union is running a campaign on sunday trading hours as many companies want either sundays deregulated altogether or longer opening hours which we do not agree with and have backed an early days motion bill to prevent this happening which has been signed by over 137 MP's as shops are open long enough on sundays as it is.so don't say that we do nothing. we need members to get involved start going to branch meetings and putting forward propositions for ADM and divisional conferences and making full use of the forums, instead of just moaning about it, the membership needs to become active and not just sit back and do nothing get behind your reps to make those changes happen.It is the membersip that has the power to change things.
sunday trading
Who have you asked about sunday trading. In Scotland Sunday trading is the norm and has been for along time. I would respectfuly suggest you speak to those that work a sunday here. they would tell you different. Do you know how many of your members work on a Sunday? A lot can only work sat/sun because of commitments during the week. are you prepared to take that away from them. I see this again as somebodies bright idea without looking into the social facts. Facts..people like to shop on Sundays. Fact people prefer to work on Sundays. Whats the end result of stopping this activity on a Sunday. No shops. No petrol stations No lesuire facilities. Hells bell why not just shut the country on a Sunday...But then again this smacks of another idea the left have come up with. Does this idea include our corner shops. Better not hey. might get into trouble as we could be getting into a different situation and the cry might just be religious or ethnic or racial....What has this country come to....I once heard a quote from the late GREAT Richard Prior..."Be happy for anyone doing what they want provided it doesn't effect me"....Maybe we should all take that advice..
The Problem with Weekend Working etc.
The idea that shops etc. should be open on a Sunday is not one that can be simply dismissed. There have always been some people that have had to work on weekends, or in the evening etc. You wouldn't think much about it if you were taken ill at the weekend and the hospital was shut for example. So its not possible to have some kind of objection in principle to weekend working or working at other unsocial hours. Even for things that are not essential for example going shopping, there are benefits for ordinary workers in being able to engage in such activities at weekends etc. - for one thing if everyone worked the same hours it would be pretty impossible to ever go shopping, go to the pub or anything else.
However, there has been a move over recent years to extend the hours of opening of all workplaces even those where for years people never really found a problem. Local Government have been touting the idea of opening their offices until 9.00 o' clock and on weekends for example, which will mean not just people working on reception desks and payment halls, but all the back office staff too. Again there is no real issue of principle at stake here, but we have to be aware that the motivation of management's has little to do in reality with offering more choice to customers, and more to do with extending working hours, making every day the same as another so that the way is open to get rid of enhanced payments such as unsocial hours payments, overtime payments etc.
The argument that weekend working etc. suits some workers seems a strong one, but again you have to be careful. First of all why does it suit some workers. Let us be clear in nearly every instance these some workers actually means women workers. Weekend working, twilight shifts, and night working "suits" these workers because it is the only time they are free to work outside their other work of bringing up children acting as carers for relatives etc. In other words it suits workers whose vulnerable position means that they have little choice other than to take jobs at times when most workers would prefer to be at home with their families. Only when we have decent public provision of childcare, and care for the elderly so that this free labour conducted by women is removed will we really know whether those who take up work in unsocial hours do so because they prefer those hours or because they have little other choice.
There is another important issue that arises from this. It is all very well saying that it suits some workers to work at weekends or at night etc., but there are others for whom it does not. If an employer introduces weekend working, Sunday working, night time, working Bank Holiday working etc. it is all very well saying, as they always do to begin with, that you only have to work these shifts if you want to, that they will recruit new staf to work the shifts etc. But how long do you think it is before what was originally a matter of choice, becomes compulsory for all workers whether it suits them or not.
Arthur Bough
We are aware of how and by whom
If you are aware of how and by whom. Why did you wait untill it happened. All members have access to this information. It's basic stuff. You don't buy a product if you don't now how to use it so why buy a membership if you don't now what your getting OR what your entitled too. You would read the small print on any product you bought so why not read up on your entitlements. I really am concerned for the future of our industry if our members only care about what effects them after the event. It doesn't take long to familiarise yourself with what the company can and can't do and what you can do should you disagree with it.
You are missing the point
I was aware of how and by whom.
Some crap has happened in the 8 years since I have been at Tesco that is not always made available to the workforce, it has been put in place since I started,
so I did not buy a product and not know how to use it, the product that I am in has changed since I arrived, so therefore the changes were not my choice but were put on me by Tesco and their partners USDAW, do you honestly think Tesco and USDAW keep us informed of all the changes they are making day to day that affect our lives, they only tell you what they want you to know, its about profit and not staff morale and now I am in the product as you call it I am suposed to be relying on USDAW, or are you trying to say dont get membership to a Union unless you read what you get for your money in their leaflet,
if so you would make no sales, You now make me think, what does it say in their pretty leaflets when you start a new job, promises promises promises, oh and all for £90 a year, then you hear no more, how many lunches has the USDAW chairman had with the Tesco Fatcats on all our fees, try and find that kind of information in your glossy leaflets when staff join.
Open your eyes, we are aware by who and how
If you could be bothered to look at the union notice board you will find the information you require. Bet you have never looked at the union notice board, been to a branch meeting or voted in a union election.
bank hoidays
never assume that Tesco forced it through.......Role play for you. I tell you what I want. You don't agree with it but do nothing to stop what I want. what happens. Correct I get what I want. Then again we could have negotiated.........
It Is not law
There is case law regarding bank holiday working, Firstly bank holiday working is set out in the contract of employment. Secondly all company's are able to move bank holiday's to days that do not fall on the bank holidays proclaimed by the govenment. Stop blaming the union for everything that goes wrong at Tesco.
holidays
We are not blaming the union, we are just saying we hear nothing from them when it matters, the only time we see them at work are to recruit new members sorry I mean recruit more subscription fees.
Come on admit it you no longer have any clout especially against the likes of Tesco.
Again it depends
In my store management did what they wanted, when they wanted to who they wanted. The Union reps were, to put it bluntly, crap. It wasn't because they were "in cahoots" with the company, it was more the lack of strong leadership, no unity and poor (if any) union education. That is now changing, with new reps, better organisation and better communication between the members and representatives. There are still employees who feel the union is ineffective, or that they would benefit more by having £4 extra in the pay-slip, but thier numbers are in-decline as they go it alone against the company. If your representatives are ineffective, vote in new ones, or become a rep yourself. The union is only as strong as its' members are willing to fight.
ex union membetr
EVERTHING COMES TO THOSE WHO WAIT.
Standing together
I've read with interest all about the benefits of joining a union. The union at my site are a disgrace. Local maybe but they had the backing of the area office.. For the Xmas and New Year arrangements they negotiated a settlement. This ment that the holidays would be Monday and Tuesday this year. All questions were asked at this meeting as it effected different workers on different work patterns. As I worked a Thursday to Monday shift pattern. I was concerned as to how the Sunday payback arrangements would effect me and others how the Saturday into Sunday arrangements would effect them. After much debate the union workforce agreed to those arrangements.
The company then sat down with each individual and went through with them, what working arrangements they would do over this period. This included our intrepid union reps.
Now this same union is asking me to put in a grievance as another site negotiated that Tuesday and Wednesday would be the holiday days.
My comments therefore. Do these union reps not speak to their counterparts as they do on annual wage negs. But futher more why did they not negotiate this firstly.
I am tired of these reps believing they are doing a good job but more worrying for me is the local area office is backing them when it was their guidance that the original offer was first passed. As a union member I am more than a little worried as to the abilities of these individuals.
What is a Union
The question arises what is a union? A union is individual workers coming together recognising that individually they are weak, and collectively they are strong. This idea has got lost. I got in trouble with a full time official at a union mass meeting a few years ago for pointing this out, and criticising the fact that most people see unions as being like some kind of insurance company, where you pay your dues and someone else deals for any problems for you when they occur.
He liked it even less when I said that many union leaders encourage this idea of unions, and have spent too much money on glossy advertising, promoting cheap holidays and insurance and other gimmicks, and not enough on building the strength and organisation of branches and their members.
But at the edn of the day, the union is not the full-time officials nor the shop stewards and other representatives - it is its members. The full-time officials and stewards are only their because the members keep them in those positions. If the members think they are doing a bad job the answer is simple - kick them out and elect someone else. The TUC provides financing, and every employer has to grant time off for union education. Every union member can educate themselves to know what their rights are, and can stand for office. As with many other aspects of life everyone has to stop looking for someone else to blame for everything, looking for soemone else always to be the one who "does something about it", and take reponsibility themselves. The best way to do that is colelctively with other union members in your workplace. Don't leave it up to "the union" meet at lunchtimes and discuss tings yourself. Do like some on this board have done, and produce your own workplace newsletter that discusses issues relevant to the workplace, and get the union branch to finance it and print it if possible, but if not do it anyway. That way you can organise yourself so that you really are "the union", and if you can't make your reps do what you want, you will then have the knowledge and organisation to replace them.
What is a Union
The question arises what is a union? A union is individual workers coming together recognising that individually they are weak, and collectively they are strong. This idea has got lost. I got in trouble with a full time official at a union mass meeting a few years ago for pointing this out, and criticising the fact that most people see unions as being like some kind of insurance company, where you pay your dues and someone else deals for any problems for you when they occur.
He liked it even less when I said that many union leaders encourage this idea of unions, and have spent too much money on glossy advertising, promoting cheap holidays and insurance and other gimmicks, and not enough on building the strength and organisation of branches and their members.
But at the edn of the day, the union is not the full-time officials nor the shop stewards and other representatives - it is its members. The full-time officials and stewards are only their because the members keep them in those positions. If the members think they are doing a bad job the answer is simple - kick them out and elect someone else. The TUC provides financing, and every employer has to grant time off for union education. Every union member can educate themselves to know what their rights are, and can stand for office. As with many other aspects of life everyone has to stop looking for someone else to blame for everything, looking for soemone else always to be the one who "does something about it", and take reponsibility themselves. The best way to do that is colelctively with other union members in your workplace. Don't leave it up to "the union" meet at lunchtimes and discuss tings yourself. Do like some on this board have done, and produce your own workplace newsletter that discusses issues relevant to the workplace, and get the union branch to finance it and print it if possible, but if not do it anyway. That way you can organise yourself so that you really are "the union", and if you can't make your reps do what you want, you will then have the knowledge and organisation to replace them.
Arthur Bough
Standing together
If you believe that the union at your site are a disgrace, then do something about it. Become a shop steward and change things.
USDAW?
USDAW boasts a lot about its campaigning for decent time off for domestic emergencies and other 'family-friendly' policies. It even got an award for it at last year's TUC Congress.
How helpful has the union been to you in this case?
sickness at tesco
hazel
i have worked for tesco for over 20 years, last year i was diagnosed as having a benign midbrain tumour inoperable, which has spread to the top of the spine, so have to take strong painkillers reguarly, i only work 2 days a week, if i am off sick for 2 days in six months i am sent to the sick review stage 2, i was recently off for 2 days with an infection of my sinus's & with having a brain tumour the pressure in my head was alwful, i also had conjuctivitus, the doctor said i wasnt to work, and gave me a certificate, but even with this i was hulled into the office on saturday with a meeting with 2 men managers i didnt know either of them, the manager doing the interview said some manager had told him my history "what was it"!! i then told him i had a brain & spinal tumour, then he said he wanted to know everything about it, even though it has been written in my notes before, talking in depth about this really upset me, as it brings it all back again, i like to keep it at the back of my mind, until my reguarlar MRI scans, i couldnt stop crying, i felt very sucidal that night, are the allowed to bully sick people like this? obviously they are, i wounder who thought up this % sickness rule which is very unfair to part timers, would feel if in my position, but like the manager said being off sick affects the company ie profits, never mind my life threating illness.
what really upset me was the manager said you have been with us since 2001, when i have worked for them since march 1988, that is how much they think of long term employees. i cant leave as i need the money and looking for another job with my health problem is a big problem. i just dont know what to do. from hazel
tesco/usdaw partnership
i have just read the above information and i'm totally shocked and dismayed. At present i'm a Usdaw member but after reading this i dont think i will be for much longer.Ihave suspected for some time that the union was more for Tescos than the staff and this has just confirmed this.There is no point in paying for a service that quite honestly we are just not getting!The latest thing thats bugging us is Tesco is not recognising the Tuesday at xmas and new year as public holidays,yet again we're missing out.Maybe we should work for Asda they appear to value their staff more.
Tesco and Usdaw together in partnership
I thought it was only Tesco in Wales doing their employees out of the bank holidays at Christmas and new year I know of a night worker with Tesco they are having Christmas eve night off so as not to work into Christmas Day and Christmas night off they have to go back Boxing Night which goes into bank holiday Monday with no extra pay Safeway or Morrisons aren't opening on Monday Kiwk Save are paying their employees double time for Monday so how comes Tesco are different and don't think Monday is a bank holiday the same thing is happening for New year they have to go back Saturday night with no bank holiday on Monday the issue was raised in store and Usdaw stuck by Tesco Is Mr Lehey working over Christmas? or is it just the normal workers making Tesco fat cats richer?
tecos bank holiday
hi i read your mailing i t also had to work on boxing night and on the tuesday which is also a bank holiday have been told we get no extra pay, i read a manegers holday planner on the subject of the 26th it said a maneger has to give you the opyion of working you could take it as a holiday or unpaid holiday there was more options but quickly taken away from me,we was not told anything, i know why cause if they had said would work on mon no one would what can we do about it
newyear bank holiday
Tesco is not paying bank hol premium to any night staff whose working on 2nd jan 2006 which is a bank holiday according to british calender. the explanation is that they r giving off on saturday for bank holiday(newyear eve). if then some staff working on friday night is supposed to get bank holiday pay in accordance to tescos bank holiday. Tesco want to make profit by not paying the benefits to the employees. this is not justice by any way. they r bending the rules for their sake.
bank holidays
whilst I agree that bank holidays are given without the spirit it was intended. Those so called union members should read the background on ALL bank holidays which states that they are localy negotiated. SO blame your union reps. The company is only trying to get the best deal for them selves. I would suggest that the union start doing whats best for their members on site and NOT what goes on at other sites.
Don't leave the union
Totally understand your anger, but leaving the union won't help. It might save you a few quid in subs, but it won't take the interests of you and your workmates forward one bit.
Better for rank-and-file USDAW members like yourself to get together and organise a fight to scrap this 'partnership' nonsense, and kick out the bureaucrats who signed up to it and signed your rights away.
Does anyone reading this know if there is a group in USDAW organising in this way? If so, how can we help? And if not, anyone want to set one up?!
tesco and usdaw
I known Tesco in Haverfordwest West Wales were getting a petition together to get Usdaw out of the store and bring in TGWU but the management were not happy I will try and find out more.
Tesco and USDAW Partnership
As a Tesco employee on nights I had to work boxing day night for no extra money! It is an outrage! I have been a union member for 8 years (USDAW) and was just about to send my letter to leave the union when I read an article by Maureen Madden, candidate for general secretary of USDAW. She described how the partnership is not working and recommended that it be scrapped so the workers can start to have some say in there pay and benefits. As a member of USDAW we all get to vote for who we want as the general secretary. I propose voting for her. Fight from the inside. Dont leave the union thats what Tesco wants. Just change it's leaders.
In our store there was a petition signed by nearly every member of staff to show the feelings that we had over the issue of scrapping bank holidays. The personnel manager ripped it up. So now we have decided not to work Good Friday, join us in refusing to work just that one day. They did it in Ireland where they lost over 4 million pounds, there was a second planned strike and Tesco backed down.