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Post by Unhappy on Dec 3, 2015 22:17:06 GMT
Have you all had your email from Mr Hill about the new payment structure. Any thoughts?
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Post by whydoidoit on Dec 3, 2015 23:52:38 GMT
So bob is going to cut our wages while the cost of living will increase due to the higher wages the rest of the country are legally entitled to? Oh, and we'll still be working god knows how many extra hours a week but as we are now salaried they've stepped through another loop hole to get out of paying us for them. Stinks something rotten to me. Think we will have a lot of people voting with their feet next year.
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Post by a question please? on Dec 4, 2015 2:18:10 GMT
Im working for the CC and am not here to gloat and having worked for both clubS i am interested in all matters across both clubs.The CC have implemented the new hourly wage..£7.20p( whatever its called now) and have not cut hours,,,,in fact the employees council SNOF asked and got it paid from now as a thankyou to site staff for a successful season 2015. Am i right in thinking the CCC have now changed your contracts to a salaried position without stating hours.Is it the case that HSAs will receive no more money next year as the salary is the same as if no increase had come into affect.when I worked for the CCC we worked loads of unpaid hours and it pi**ed people of no end If its any consolation the CC are not now paying over the national rate(ahhhh!) and managers(wardens ) are only getting about a 5% raise next year compared to the 7.5% rise for AW
Please can you set me straight about this
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Post by Unhappy on Dec 7, 2015 5:14:05 GMT
With the lack of comments it looks like all ccc staff are happy with the new pay structure! Answering your question - they are giving a pay increase in line with new living wage but stopping caravan allowance and responsibility allowance. They assure everyone will be better off but it works out on mine less!! Will be looking elsewhere. Looks good until you work it on pro rata Sick of the ivory tower getting all their perks ( a new heating/cooling system at HQ cos the little darlings are uncomfortable) but no mention of the standby hours we work each week and no recognition for that! My feet are doing the walking.....
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Post by whydoidoit on Dec 7, 2015 12:44:52 GMT
I don't think any of us are happy about the pay changes. I can't speak for anyone else but I feel my hands are tied. Despite the long hours, low pay and all the other things we all complain about I do enjoy my job. I wouldn't be here if I didn't. I like the variety of working on different sites and with different teams. On the whole I've worked with great people and the minority of numpties I've had to deal with have only been for a fewmonths and have given me my fair share of war stories. The pay structure has changed and as far as I can see there is absolutely diddly squat I can do about it. The club rellies on people like me putting up with the crap and coming back. Its depressing to accept that I'm part of the problem but I'm faced with 2 simple choices.... Give up a job I enjoy and go and make a living wage or put up with the crap deposited on me from the ivory towers. Every cut they make pushes me closer to leaving but sadly I am easily replaceable. So unless we are going to unionize and strike what other options are left?
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Post by simples on Dec 7, 2015 18:11:58 GMT
It seems straight forward.From next season we need to do 2 things.
1 work the hours you are paid and when asked to work unpaid just say your a bit unhappy about it as its illegal . 2 keep a note in a diary of unpaid hours asked to be worked and the fact that you objected ( any comments from senior staff noted).
If you get Pi**ed off mid season take your diary to a employment tribunal and say " here,s the evidence and its been going on for X nunber of years .
Remember its plain theft of your money if you let them bully you into working unpaid
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Post by Devils Advocate on Dec 7, 2015 19:37:43 GMT
A work to rule or strike sounds good to me if the first pay packet is down.
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Post by suckerforwork on Dec 7, 2015 20:10:36 GMT
So we all know how it works.
HSMs want to keep their jobs so when they are given not enough staff and man hours to do the job they spread the work onto "stand-by"....2nd /3rd year staff suck it up( them with principles have already jumped ship and are no longer in the equation)....new staff think its wrong but see every body else doing it so they accept it( whilst looking at other camping organisations for next year). This yearly "filtering" of CCC STAFF ( with the staff filtered out going to the CC ) has resulted in CCC staff consisting of mostly WILLING VICTIMS of illegal pay practices ,unwilling to object and ask what is theirs by right .Its sad and the personal/HR dept should be ashamed of themselves...as was the last HR HEAD who left when she became aware of what a prosecution would do to her CV.
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Post by On The Edge on Dec 8, 2015 8:00:23 GMT
You don’t have to put up with unpaid work .
If your HSM knocks you off early when its quiet but expects you stay behind when it’s busy I think thats ok.
However if you are working a lot of unpaid hours and you are not being given time off in lou keep a record of extra hours worked + call outs and don’t forget about your meal breaks you miss.
Tell your HSM you are not happy with the rota and email HR with a list of all the unpaid hours you are working and ask them what they are going to do about it ( put the ball back in there court ).
Also call in at the local CAB Office (citizens advice bureau ) show them your rota and a list of call outs + extra hours you work .
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Post by missed lunch! on Dec 8, 2015 18:34:00 GMT
The advice above is fine...with the exception of missing meals...its the law....lunch breaks.On a philosophical viewpoint its also a civilizing mid-point to the day,one that shouldn't be missed.On a medical note ...but im not a doctor...middle aged pre diabetic folks need meals evenly spread out in the day.If the sites HSMs can,t arrange a rota with lunch breaks then they should go back to their previous jobs pronto
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Post by On The Edge on Dec 8, 2015 19:54:23 GMT
The advice above is fine...with the exception of missing meals...its the law....lunch breaks.On a philosophical viewpoint its also a civilizing mid-point to the day,one that shouldn't be missed.On a medical note ...but im not a doctor...middle aged pre diabetic folks need meals evenly spread out in the day.If the sites HSMs can,t arrange a rota with lunch breaks then they should go back to their previous jobs pronto I agree about meal breaks but when your on a 2 couple site and you work 2 days by yourself its quite easy not to get a meal break you cant shut the site .
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Post by irritatedone on Dec 9, 2015 7:51:33 GMT
There are several issues with the implication of the living wage.
1 the increase is offset by the losses of bonus/commission/responsibility allowance and the tax relief (tax relief for a couple equates to approx. £45-50 depending on the contract).
2, As I understand it (from next year) managers will be able to bid for higher paid sites ranging from the lowest at £18000 per year to the highest at £21000. This option is not available to HSAs
3. The 'Salary' question is quite interesting as the ccc have muddied the water by making it a prorated annual salary which is dependant on contracted hours and length of contract. A PRORATED ANNUAL SALARY GIVES US THE STATUS OF PART TIME EMPLOYEES NOT TEMPORARY OR SEASONAL WORKERS. In theory this gives us more clout when it comes to negotiating any changes or increases to wages and conditions....... they should not therefore, be imposed in the future. It would also seem that we could have a staff association or a union to help look after our interests.
4. With respect to the tax relief I believe we can make individual claims for our units as being necessary work equipment..... I am looking into this at the moment and will post as soon as I have the answer.
Finally one of the most important aspects of our work is the free camping we enjoy as part of our jobs. The downside is that we can be contacted at any time. We also enjoy a commute free journey to work which probably saves at least 2 hours per day for most of us (which kinda puts standby time into perspective too). All that being said regular meals are important for morale and health reasons amongst others and I agree that any manager should be able to organise a roster effectively, Having been a manager for all my working life up to now (not ccc) I do question the club's position with regard to supporting their workforce and choosing and equipping HSMs with the correct tools.
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Post by Unhappy on Dec 9, 2015 8:34:30 GMT
Well said irratedone totally agree with you. It's reassures me that although we work for minimum wages we aren't idiots and most of us have come from professional roles and probably have more qualifications than the ivory tower fools. For years they have tried to unite the two sides but they are affectively widening the gap!
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Post by carefulwhatuwish4 on Dec 9, 2015 23:05:48 GMT
careful now As well as working for the club i also run my own small business so ive got a bit of knowledge on tax matters. If you benefit from gifts from your employer the value of those gifts should be taxed as a cash payment to you. The inland revenue has always given guidance( notice that word) to employers that the first and only first £250 is not important Now add up all your site fees for the season plus use of washers and dryers..free leccy and how much is that worth and then tax it. With the Chancellor already casting his eye around for savings to replace the savings he hoped to make on cutting payments to worker's( working tax credits) now might not be the best time to upset the tax man info from the IN linked below www.revenue.ie/en/tax/it/leaflets/benefit-in-kind/index.htmlwhilst many might argue that these benefits are necessary to your work the IN might say that its reasonable to expect you to pay for your own accommodation like everyone else and that free accom is a gift. The IR are a slippery organisation at best
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Post by whydoidoit on Dec 9, 2015 23:46:54 GMT
careful now As well as working for the club i also run my own small business so ive got a bit of knowledge on tax matters. If you benefit from gifts from your employer the value of those gifts should be taxed as a cash payment to you. The inland revenue has always given guidance( notice that word) to employers that the first and only first £250 is not important Now add up all your site fees for the season plus use of washers and dryers..free leccy and how much is that worth and then tax it. With the Chancellor already casting his eye around for savings to replace the savings he hoped to make on cutting payments to worker's( working tax credits) now might not be the best time to upset the tax man info from the IN linked below www.revenue.ie/en/tax/it/leaflets/benefit-in-kind/index.htmlwhilst many might argue that these benefits are necessary to your work the IN might say that its reasonable to expect you to pay for your own accommodation like everyone else and that free accom is a gift. The IR are a slippery organisation at best [br www.gov.uk/expenses-and-benefits-accommodation/whats-exemptAs we are expected to live on site as we have so much on call time we are exempt.
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