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Post by On The Edge on Dec 19, 2015 4:52:52 GMT
With all the bad press Sports Direct are getting I bet some of the papers would be interested in this thread you can see the headlines the friendly club does not pay new min wage staff are working unpaid hours on call .
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Post by thinking the same on Dec 19, 2015 14:41:29 GMT
yep thinking the same myself might help if the low pay commission or acas was contacted first though might look into it
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Post by irritatedone on Dec 22, 2015 2:00:56 GMT
Hi guys
I have worked out my pay increase for next summer..... it equates to just over 8 pence per hour not the 50p expected.
The amount we lose in the tax debacle plus the responsibility allowance is about £45.00.
I am not sure that the tax rules concerning the allowance has been changed and all of us should be able to reclaim the allowance on a tax return albeit 12 months afterwards. The withdrawal of the responsibility bonus may be illegal as any changes to an employees terms and conditions of employment must be negotiated and not imposed, although currently we only have temporary contracts and have to reapply for our jobs each year.
Concerning the hours we work: 1. Our contracts limit us to one day off per week, that means we should work 6 days of 6 hours 45 mins plus 30 mins lunch break. What that means is (on a 40 hr contract) that the day should be split into 2 shifts Earlies 0700-1415 and Lates from 1545 - 2300 a third couple would then be required to cover days off and the gaps. The only reason, currently, that we work long days is to increase our days off. This also works for the HSMs. 2. It would be far better and more legal for the ccc to offer staff contracts that incorporated 2 days off per week reduced to say 37 hours/week and employing additional staff to make up the shortfall. That would take pressure off all of us, reduce the niggles and help the HSMs who all said and done are our colleagues. 3. Also having only one day off reduces our holiday entitlement by one day per week meaning we have, in effect, at least 4 days a year fewer holidays than the rest of the ccc and most of the country.... the legal requirement is 28 days not 24 and an organisation is not permitted to discriminate against one section of workers within its organisation.
In Europe it is only in this sad country run by fascists that pressure is applied to increase the hours we work thus devaluing our efforts, killing us prematurely and allowing usurious enterprises cavalier attitudes to our wages and conditions. Its a miracle that they haven't imposed zero hours contracts yet!
Concerning a union or association I mooted the idea on page 2 or 3 of this thread and I firmly believe we need a central body to negotiate on our behalf although we must be focused and above all UNITED..... It is worth remembering that HSMs, HSAs and the workers at Coventry are also our colleagues and they have issues as well.
The ship might be sinking but if we man the pumps and the oars and bail like hell, as a team united we may avoid the rocks and hit the beaches lol.
Ah well got it off my chest.
Happy Xmas and a prosperous and successful new year wherever you are.
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Post by too late on Dec 22, 2015 14:38:26 GMT
Irratedone...your heart is in the right place but im afraid its a lost cause and you are being played.
The whole structure of the CCC is designed ( perhaps not consciously...merely accidentally...) to exploit Members ( remember we are members first and foremost )
The way things have ended up uses members goodwill to fill the gaps in our pay .
How have we let it get so bad that members are being screwed for wages by the very people we have hired to run the club.
We are all old enough to have seen this happen in other organisations that start off founded by members but end up being taken over by big business.......im not a "red under the bed"...but remember
WE ARE A CLUB...or has that all changed?
Remember loyalty is loved by corporate marketeers ..they think the finest trick is make the customer even pay for their own loyalty by a membership scheme.(remember members pay to join the club)
It really is TOO LATE.
The CCC..now is the CARAVAN AND CAMPING COMPANY
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Sad used to love the job
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Post by Sad used to love the job on Dec 23, 2015 10:26:08 GMT
Ask them to put it in writing that your wages will not be less than before and what happens if you don't sign the working directive? Hope someone in the ivory tower reads this forum. Would they be willing to take on our role for the same terms and conditions? I think not!,,,
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Post by Happy hippie on Jan 15, 2016 16:41:56 GMT
CCC chap and chapesses completely missing the point again, it's wages theft your talking about - standby doesn't exist, it's a bloody shift and a legal requirement to be paid as a shift. Sleep-in - the lawlords and Strasbourg have made a ruling, as British is case-law have to abide by it, sleeps-ins are minimum wage and three councils have lost their cases. I've asked Asda and Tesco, being as job is a way of life, can I have my groceries free?? Yea right!,,
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Post by No More on Jan 16, 2016 7:30:21 GMT
Know your rights www.gov.uk/pay-and-work-rightsAcas helpline Telephone: 0300 123 1100 Monday to Friday, 8am to 8pm Saturday, 9am to 1pm Find out about call charges Acas provides free and confidential advice to employers, employees and their representatives on employment rights, best practice and policies, and resolving workplace conflict. The helpline has a free translation service for over 100 languages. You can ask Acas about: employment rights and responsibilities pay and the National Minimum Wage discipline and grievance contracts and terms and conditions working time, rest breaks and holiday entitlement equality in the workplace working for an employment agency or gangmaster agricultural workers’ rights
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Post by I'm Spartacus! on Jan 17, 2016 21:02:23 GMT
So armed with the correct legal definition from a government web site, EU law and the C&CCs' own policy document that states quite clearly that campers should arrive up to 20.00 hrs, there is surely a case for some form of action to claim our rights and legal status. There is no mention anywhere in the C&CC Policies that we, as employees have to let them on site after this time. It does say if the camper is going to be late they should ring the site to let them know and so someone can be there to greet them. BUT ABSOLUTLY NO WHERE does it say off roaders can just turn up and be allowed access after 20.00. So do your selves a favour and don't let them pitch! The policies are made by the members at annual conference, not by management at their managers piss-up wekl-end, Bob hill, Stewart Robinson, Jim Reid, Martyn Rock or any of the RSM's and HSMs! However, I've had this discussion with several colleagues at different sites and no-one is "that bothered" about the extra hours worked. Replies range from, "well we do get free camping!" "it's not fair on the campers to turn them away if they're tired!" What's the problem at the end of the day we know we're being taken for a ride, but I like the job!" "I'm saying nothing, I want to be a site manager!" I just don't understand it. Everyone is an adult, not a teenager being fleeced, we are grown ups and none of us would have stood for this in our "proper" jobs, yet we are happy to be shafted and let THE CLUBS' MANAGEMENT AND MEMBERS treat everyone with no respect as an employee or person. So that's why I'm putting my P60 where my mouth is and not coming back next season! 5 years being polite to the animals, listening to shite from Club HQ and people who haven't got the first idea about working on a site is coming to an end. And it feels great! I'm off to get a life, not with another club or a private site, but to travel round in our motorhome, which is what we started out doing before we saw some people sitting around the site office drinking wine and thought' "That looks a nice easy life for a few months a year!"
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Post by About time on Jan 18, 2016 14:34:20 GMT
Get your claim forms ready ( we can not leave the site when on call or drink or go out for a meal )
Do on call workers, who are not at their workplace, still need to be paid at least the National Minimum Wage? There has been much case law over recent years about when on call workers are entitled to be paid. The Scottish EAT has now added to the vast amount of case law on the matter, by hearing the case of; Truslove and another v Scottish Ambulance Service. Truslove confirms the current position, which is that where a worker is required to remain at the workplace and available for work with a view to providing their services at some point, this will amount to working-time and not a rest period. This is the case even if the worker is allowed to sleep and so the worker is entitled to be paid for their time.
In Truslove, the employees were paramedics and the employer required staff to work at different stations from their normal, daily station. The employer set response targets for staff of three minutes and employees were able to stay at alternative accommodation. The question for the EAT was this; were the paramedics entitled to be paid, at least the National Minimum Wage, for their time spent on call within the three mile radius?
The answer was yes. The reason for this was that the employer had control over the employees, as they had to stay within the three minute radius, even though the paramedics were not at the workplace.
This case will impact employers in situations where recruitment of on call staff is commonplace, for instance in the holiday, hospitality and care industries, as the effect of this case undoubtedly extends the case law from instances where workers are entitled to be paid whilst they are at the workplace, to where they are not, provided the employer still has control over them.
For further advice, contact the Tozers employment law team on 01392 207020 or email
From CAB
"On-call" workers
If your job requires you to be "on call" these hours count as time at work. Being on call generally means that you have to be at a place decided by your employer. This might mean you have to be at your workplace, stay within a certain distance of your workplace or stay at home. If your employer says that you have to stay in a certain place when you are on call, then all the hours you are on call will count as time at work. This is still the case even if you're allowed to sleep when you're on call. If you don't have to stay within a certain place then your time on call doesn't count as working time until you actually start work.
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Post by Brave on Jan 19, 2016 7:24:46 GMT
Who has the guts to do it?
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Post by About time on Jan 19, 2016 9:14:37 GMT
Who has the guts to do it? I’m no expert It’s not about guts just ask your manager can you leave the site when you are on call if they say no then I'm guessing this means you are at work ie (the employer had control over the employees ) .
If your employer says that you have to stay in a certain place when you are on call, then all the hours you are on call will count as time at work you may live on site but you can’t leave the site . This case can be distinguished from cases where a worker is “on call” overnight. Where a worker is “on call” and the night-time work is not the essential nature of the worker’s job, any time spent not actually responding to a call is usually regarded as “non-working time” for which they are not entitled to be paid. During this time the worker is at liberty to go about their activities as they wish (including sleeping) and will only be entitled to be paid where time is actually spent responding to a “call”. The key difference then between such “on call” working and Mrs Whittlestone’s case, which was emphasised by the EAT, is the fact that Mrs Whittlestone’s duty during the sleepover shift was to be physically present at the service user’s home. Her activities during sleepover hours were limited and in the words of the Judge,
Mrs Whittlestone was not able to “slip out for a late night movie or fish and chips”.
( CCC Staff can’t leave the site )
Maybe that’s why CC Staff now have mobiles and can leave the site
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Post by Brave on Jan 19, 2016 10:47:05 GMT
With reference to About times reply I was meaning approaching the individuals in the ivory tower! Certain none of them would agree to do it. For goodness sake they get bank holidays back if they are on call. They have nearly as many concessionary days as we get annual leave! Wonder what their call out contract states, bet it's not like ours!!!!!
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Post by Happy Hippie on Jan 19, 2016 14:56:33 GMT
Their has been a circular via email from Bob Hill about two years ago that says, "you will book people on site up to 2300hrs"', it's on pc's cos no one dumps stuff, it's called having them by the balls. Some resignations should be appearing then, that is when the bubbles burst? ??
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Post by Puzzled on Jan 19, 2016 17:08:39 GMT
Reading all of this, not sure I understand why sites are run so differently. One of the staff during the last season was always officially on shift until 11p.m, so the hours were part of the rota. Doesn,t that happen on them all?
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Post by whydoidoit on Jan 19, 2016 17:09:48 GMT
What's really wound me up is finding out that membership department is advertising for staff and when you trawl through the details you find the hourly rate..... £8.84 + benefits! But the poor little sausages do have to work 1 in 4 saturdays 9 till 1 so maybe that's why they get so much more?
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