The Advice Thread

[Paul]

Keef, just a few thoughts mate, are they contacting you after so long because their original choice has left ?
The problem with recovery work is accidents happen at the worst times and of course if you are called out to clear a road an hour before your shift finishes then you arent going home as early as you thought (also if you work within 100km of your base the recovery truck will be tacho restrictions exempt)
Of course its up to you but at least where you are now, you are earning less but you are going home in the daylight, clean, warm and dry ! and that counts for something.

 

[Pablowolf]

We've got some guys on a couple of our sites that went 4and4 about a year ago and they absolutely love it.

I'd go for it, otherwise you'll be asking yourself 'what if?'

Now, Paul does make the very, VERY occasional good point and today is one of them. Try and find out why the last guy left.

 

[Keef]

I'll nip in and see him tomorrow,it's on the route back to the depot,had thought if they were just going through the list of old interviewees asking if anyone was interested due to the bloke leaving,and if I wasn't good enough then,why now?

 

[Deutsch Wolf]

A lot of appointments come down to the toss of a coin essentially. Not necessarily anything that was wrong with you.

 

[Trips]

After some advice for my wife if anyone has any HR experience.

Brief background - my wife works in hospitality for a major pub/restaurant group. The site she works at is extremely cliq-y (sp) with a lot of the management team being family members of the GM. My wife works there as a Team Leader. She has discovered today that they have completed her PDR without her knowledge, including her own comments, and submitted to head office. They have also absolutely slated her in the PDR. Just wondering if there is anything she can do regarding this, or if anything untoward had been committed on their part.

Thanks

 

[Pablowolf]

It's an internal matter but hell, I'd definitely be in touch with the HR boss to initiate grievance proceedings . If they've forged her signature then that's another matter.

 

[Tony Towner]

I wouldn't bother doing anything internally and go straight to an employment lawyer and sue for constructive dismissal. You can't have an ad-hoc PDR, so where is the chain that identifies where and when it happened? Most businesses now use online calendars, so why doesn't it show up in hers? If they don't then when did it supposedly happen and can she demonstrate where she was at that time? Also if they have forged her signature it will be reasonably easy to demonstrate this as long as it's more than a squiggle even more so if it's supposed to be an electronic acknowledgement.

 

[AndyWolves]

Document everything, make notes about conversations had.

If they've made up your wife's comments and submitted them as her own they don't have a leg to stand on.

Any previous, or lack of, discussions around performance will be invaluable.

 

[Trips]

I wouldn't bother doing anything internally and go straight to an employment lawyer and sue for constructive dismissal. You can't have an ad-hoc PDR, so where is the chain that identifies where and when it happened? Most businesses now use online calendars, so why doesn't it show up in hers? If they don't then when did it supposedly happen and can she demonstrate where she was at that time? Also if they have forged her signature it will be reasonably easy to demonstrate this as long as it's more than a squiggle even more so if it's supposed to be an electronic acknowledgement.

I know they have an online system where they have a set amount of time in the calender period to submit the PDR's. They are completed via a computerised form and then uploaded, but the copy is saved to the desktop (this is how she knows that they have completed it without her knowledge)

 

[Tony Towner]

I know they have an online system where they have a set amount of time in the calender period to submit the PDR's. They are completed via a computerised form and then uploaded, but the copy is saved to the desktop (this is how she knows that they have completed it without her knowledge)

Then she has a really strong case because all of that is traceable and will have a digital fingerprint.

I know it's stressful and not for everyone and ultimately ends in the need to look for a new job or a toxic working relationship, but if you and she feel up to it then the legal route is the one to go down. If not then central HR is an option, but more often than not they protect the company rather than the employee

 

[Johnny75]

I think TT's bang on the money here.

 

[Deleted Cyber]

I wouldn't bother doing anything internally and go straight to an employment lawyer and sue for constructive dismissal. You can't have an ad-hoc PDR, so where is the chain that identifies where and when it happened? Most businesses now use online calendars, so why doesn't it show up in hers? If they don't then when did it supposedly happen and can she demonstrate where she was at that time? Also if they have forged her signature it will be reasonably easy to demonstrate this as long as it's more than a squiggle even more so if it's supposed to be an electronic acknowledgement.

Document everything, make notes about conversations had.

If they've made up your wife's comments and submitted them as her own they don't have a leg to stand on.

Any previous, or lack of, discussions around performance will be invaluable.

I think TT's bang on the money here.

Great advice. As long as your wife has been with the firm 2 years she has full rights. The burden of proof is balance of probabilities. I would be off to citizens advice for the free half hour of solicitors advice with the evidence gathered so far.

 

[lemonjelly]

As an aside trips, if you/the wife have legal protection cover on your insurance, then you can use this.

Legal protection is usually on car insurance, and most people think it covers car accidents, PI claims etc, but it covers you for all forms of legal advice. If you have such cover, you may already have access to £200K worth of advice and action.

 

[Keef]

I'll just interrupt here with an update on my dull stuff,been to see the bloke who phoned yesterday,the job to start with is just delivering/collecting cars to and from dealers to other dealers countrywide,he's said I could have to collect a car from say Colchester and deliver it to Redruth,will be nights out over the four days of my rota and he was a bit cagey on who pays for the nights out,so basically I'm going to be spending my time trekking up and down motorways and sleeping in cheap rooms somewhere,if I do well at this and get good reviews of clients they'll think about training me on the breakdown side.
Told him thanks but no thanks,it's not for me,did feel he's just working his way down the list of interviewees from last year,when one leaves,he just phones the next one,so guess I'm a SEN driver for the foreseeable future then

 

[Trips]

As an aside trips, if you/the wife have legal protection cover on your insurance, then you can use this.

Legal protection is usually on car insurance, and most people think it covers car accidents, PI claims etc, but it covers you for all forms of legal advice. If you have such cover, you may already have access to £200K worth of advice and action.

Thanks mate, will look into that this afternoon

 

[PPB]

When you get an Indian or Chinese takeaway delivered, how much do you usually tip??

 

[Tredman]

Ermmm nothing.

 

[PPB]

Ermmm nothing.

No wonder the chap looked fucking surprised when I just gave him one!

 

[Pablowolf]

You gave him one.....and a tip?

 

[Pablowolf]

Normally a few quid tip from me.