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Post by Gizza a job! on Dec 13, 2015 13:34:03 GMT
I know the person posting above who is leaving because of their frustration and they are both good people. They are nice people to work with but the amateur way the club deals with us has really got to them. They are in Spain even as we type soaking up the rays and won't be back. And that's a shame because we do need people like them. In our case we would love to work next season but for some reason despite being assured by our RSM last season we would be employed, like our friend we too have had 4 seasons working with the club, getting really good scores in our PPDR, being professional about the job of being a HSA, (but admittedly), hating the late shift ending, we found ourselves left off the list that came out in October. Never mind we were told by 2 RSM's, the Club needs people like you and the BDM has been approached about the sites on your preference list, (there were 5, because of family issues) and not to worry because he will be in touch within the fortnight. Cut to the middle of November and we still had no confirmation of employment. So I e-mailed HR and the BDM to ask could it be confirmed we at least had a job for 2016. As of this moment neither has had the common courtesy to have even replied to say they have had the mail. No mention of employment and even though we have a Winter contract at present we have no idea whether anyone at HQ is remotely bothered. That is what my friend refers to, amongst his own issues, about the Club no caring a jot about us and our lives. I've been told from other members of staff we know that at least 5 other couples were omitted from the list and are/were in the same position. One couple have since left to the CC. We are so disillusioned in them and are seriously thinking of not bothering to work here next year. I agree the CC has it's own issues but they do at least seem to have a professional approach to their staff and employment. If anyone from HQ is reading this and is at all bothered about anything other than payday perhaps they might like to take an interest! I do think getting unionised would be a good thing and it might make the job better in the long run. BTW, the "No I in team but there is a me!" is my line and he owes me copyrights!
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Post by Whydoidoit on Dec 13, 2015 14:27:44 GMT
Sadly gizz a job I have to quote the standard joke... How do you know when an RSM is lying? His/her mouth moves. What really surprises me is that any of us ( me included) after our first year are surprised by this kind of treatment. Lol. I agree that being part of a union may be a good start. GMB is open to all industries. I don't know about any others. I've had the support of a unison rep in a previous job and I found them excellent. She was very knowledgeable and her support got me through a very difficult time.
I'm willing to join a union, Anyone else?
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Post by Gizza a job! on Dec 13, 2015 15:03:22 GMT
There is a RSM out there who was a national officer for a trade union. I'd join but I don't seem to work here from April 2016!
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Post by wageslave on Dec 13, 2015 23:15:30 GMT
In my few years working for the CCC ive been asked, and have 1 used a backpack sprayer for round-up weed killer 2 operated a drive-on mower around the campsite with the public near by 3 operated petrol driven cutting machines 4 transferred fuel from storage containers to their containers and stored petrol and gas cylinders
All this without training
I was shown by someone who said they knew how to do it( HSM) but didnt have any qualifications as a trainer/instructor...all he had was his own ideas and opinions.
Now i was happy with that because ive worked since I was 16 years old in construction and am familiar with the types of machines used and have used them for years having received proper training when i was younger. But im not the only one in the club
The CCC is criminally irresponsible to let staff used machinery they are not trained and competent in.
If this was a modern construction site you would be laughed off and sacked on the spot if you started picking up gear you had not been trained in its safe use.
So to definitions: A trainer is someone judged to be competent and experienced to train.....hear that ..its that COMPETENT word again
Now ive been shown how to use machines by perfectly nice people..ive bit my tongue ..ignored the dangerous bits and carried on...but what about a member of staff from a different background.We cant all be" hairy arsed" builder types
Competency to train has to be judged by an organisation,skills have to be reviewed to match current practice ....( wait till round up is banned soon).Its not good enough to have someone who thinks they know what they are doing show staff..no matter how well intentioned they are.
So some advise...if your asked to do something your not happy with ;say so...be ever so painfully polite about it but say so.Ask for training and a written record of the training with a statement from someone you are trained and judged safe and competent .
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HSA GUIDANCE LEAFLET
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Post by HSA GUIDANCE LEAFLET on Dec 14, 2015 0:48:49 GMT
Useful link to the HSA and the leaflet out lining employers and employees responsibilities when using machinary and tools It doesn't cover spraying Round up with a back pack sprayer in a commercial setting www.hse.gov.uk/pubns/indg291.pdfnote the section about training at the bottom of page 3 QUOTE "Adequate training should ensure that those who use the machine are competent to use it safely. This includes ensuring they have the correct skills, " How often is "adequate training ",carried out by the CCC by a trainer/instructor judged and qualified to be competent?
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Post by not responbile now on Dec 14, 2015 0:54:20 GMT
now we are not being paid a responsibility allowance what dont we have todo which we used to be paid for but are not now?
who/what am i not responsible for now..have we been told ,whom should i ask?
and if im still responsible for it am i doing for free..unpaid like all the other things we do for no pay
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Post by tiredredshirt on Dec 15, 2015 18:04:37 GMT
Well said 'whydoidoit'. It was unfortunate that the removal of the tax break was announced at the same time as the increase to the 'living wage' (imposed by government). To be honest, I am one of the very lucky ones who will gain from all the changes, as we do not own a property or have additional income, but I understand that many will lose their additional tax allowance (around £20 per month) and the responsibility allowance but I do not think this would make them actually worse off. For me the biggest bone of contention is that we are working unpaid 'on call' hours. I have worked on larger sites so have not had the misfortune to be on duty for 24 hours a day for two days to cover Manager's day off, but have regularly been called out between 8pm and 11pm for arrivals, electric trips etc. There are times when we are not actually working during our official rota hours, but we ARE still on duty and ready to assist when needed; up to now I have not made a fuss but I do wish we could actually close the site to new arrivals from 8pm, especially as we are not getting paid to book them in and pitch them in the dark. I would certainly be behind you if we could work together and organise some sensible action which could address at least this issue. Should we refuse to work after 8pm?
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Post by Timeforachange on Dec 15, 2015 19:22:56 GMT
If on day one of our contracts we opted back in to the working time regulations, in writing to the club giving three months notice as required, then by the end of June we could only work a maximum of 48 hours. Thats work on the rota, stand by time and 'on call' on the club's premises. So, if you are the only couple working because the other staff are on a day off then that's 24 hours accounted for!! Only another 24 hours to go and then that's you finished for the rest of the week!!! And the regulations say you can't be sacked for opting back in. So what would the club do then? They would have to sit up and take notice as I don't think the other staff would be happy working well in excess of their own contracted hours to cover.
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Post by collect evidence on Dec 15, 2015 21:58:33 GMT
Whatever you do its vital you collect evidence of the Your and the CCC actions. They must know they are in the wrong....legally and morally and ,like a cornered dog ,will fight
Once one member is paid for hours worked and is paid back pay with interest (compounded of course) and damages all will demand it and the shit will hit the fan' Perhaps we should think of all this unpaid forced work as "cash in the bank" as one day they will have to pay it
Sports Direct have a similar dodgy wage structure and they have been hit by negative publicity in the last few days although they have a share price to reflect unrest...all the CCC has is its image
.HR will do as they are told with little will as they are mostly young graduates not looking for an illegal black mark on their CV when they seek career advancement
so keep all records in a diary,record phone calls and keep emails.All comments made by HSMs should be logged also.
If your not being paid to work in the shop maybe you should record all sales made... for if the Inland Revenue decide you are not disclosing income from the shop......would they believe you if you said you are working unpaid and receiving no income..think not!
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low pay commission web site
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Post by low pay commission web site on Dec 16, 2015 22:45:11 GMT
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Post by Timeforachange on Dec 18, 2015 15:17:33 GMT
www.gov.uk/maximum-weekly-working-hours/calculating-your-working-hoursWhat counts as work A working week includes: job-related training time spent travelling if you travel as part of your job, eg sales rep working lunches, eg business lunches time spent working abroad paid overtime unpaid overtime you’re asked to do time spent on call at the workplace any time that is treated as ‘working time’ under a contract travel between home and work at the start and end of the working day (if you don’t have a fixed place of work) What doesn’t count as work A working week doesn’t include: time you spend on call away from the workplace breaks when no work is done, eg lunch breaks travelling outside of normal working hours unpaid overtime you’ve volunteered for, eg staying late to finish something off paid or unpaid holiday travel to and from work (if you have a fixed place of work) So how many hours do you work in a week by the governments definition?
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Post by On The Edge on Dec 18, 2015 15:53:26 GMT
All I know is when I'm covering the HSMs days off we cannot leave the site for 48hrs also on call for 48hrs how can that be ok.
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Post by whydoidoit on Dec 18, 2015 18:51:34 GMT
If on day one of our contracts we opted back in to the working time regulations, in writing to the club giving three months notice as required, then by the end of June we could only work a maximum of 48 hours. Thats work on the rota, stand by time and 'on call' on the club's premises. So, if you are the only couple working because the other staff are on a day off then that's 24 hours accounted for!! Only another 24 hours to go and then that's you finished for the rest of the week!!! And the regulations say you can't be sacked for opting back in. So what would the club do then? They would have to sit up and take notice as I don't think the other staff would be happy working well in excess of their own contracted hours to cover. Might be a daft question but is signing the opt out a condition of our contract? If not why don't we all "forget" to return that one of the forms they want us to sign?
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Post by LITTERPICKER on Dec 18, 2015 22:45:03 GMT
The CC has covered there arse in this years contracts by stating in bold that you are not expected to be on site during emergency call out after 8pm and even giving an example of staff using a provided mobile phone to be contacted whilst having a meal out. This has been perceived to prevent any claim from staff to be paid an hourly rate whilst on call out,whilst we are paid a"callout" payment calculated on the few times you are called out to reset leccy it not seen as an unfair arrangement because as a previous poster pointed out if someone rings the bell for gas any profit is split and we dont mind getting up from the sofa.
It seems strange that whilst one club sees the governments crack down on companies abusing low payed workers as a wake-up call to tighten up contracts the other sees it as a chance to cut wages and abuse staff more
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Post by CC staff on Dec 18, 2015 22:55:53 GMT
Yep ive read that,dont know how it will work on sites with no mob phone coverage.Not been any grumblings from staff to be paid any more for call out as sites cashed up and doors locked at 8pm anyway.We recon its the legal bods which HQ tend to contract out work to just" dotting the Is and crossing the Ts "...but its always nice to have no work after 8pm reinforced in print.
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