|Matchmaker1||6 months ago|
Hello everyone, I have a retail business with a small separate concealed workshop 100 yards away. 2 staff members work in the workshop each working 24-30 hours a week. Their hours overlap. They are trusted to record their hours on a time sheet. One staff member chooses to get a lift from her husband and work in line with his shifts. She works 3 x 10 hour days one week doing earlies the next doing lates. I have discovered however that she is leaving early and starting late to the tune of at least 3 out of her 30 hours a week. As well as being 30 minutes late she has also been observed not starting work for an hour. I suspect she does this most mornings. I am not happy with this employees work standard anyway and was considering dismissing her as she has only worked for me for 18 months. I was tempted to install a covert camera to enable me to add up all the hours she's claimed to have worked but hasn't but I am aware of the rules regarding covert monitoring. My question is - rather than cctv, can someone simply observe covertly and write down what they see? It's possible to position ones self outside the premises to see her arriving and leaving. It's also possible to see into the workshop to see what, if any, work is taking place. I would like to be sure that this is a regular thing and not just a one off for this employee but if it is as I suspect, I want to be able to give specific times and dates so there is no argument. Thanks
|Corrie1999||5 months ago|
Shaza1066 said: ↑ Liability would be the companies, for not doing the driver checks...Click to expand... You might get away with it as the person in question was the GM and therefore responsible for initiating the driver checks. The again, you might not. It depends on the whoever investigates and whoever prosecutes. They may well feel that there is a case against you personally. Your defence would be to say that you acted immediately on discovery of what was going on, by suspending the man, or dismissing him for gross misconduct. Except, you did nothing. Let's not minimise this. If your GM had been involved in an accident when not licenced for the vehicle he was driving he would not be covered by any insurance. So, any damage, injury or death would not have adequate cover. I think your GM knows this. Take the advice @Newchodge has given. If you fail to demonstrate and record that you have taken action you could be seen to be condoning and concealing a criminal offence.
|R2_Amazeballs||4 months ago|
I have to agree, the bigger companies are all getting sucked up by the even bigger companies and as Ryedale says, their support levels often drop because of this. We've moved numerous customers over from people like 1&1, Heart etc. due to their poor and slow support. The one that really grates me is when they reply to customers with something along the lines of 'it's the web site that's the problem, not the hosting' basically a 'it's not my job' type response. Web sites can be tricky beasts so most people would prefer to pay a little extra knowing that the support team will go the 'extra mile' and just help out customers rather than dismissing their issues with a 'the server's fine' response.
|Fireboy||4 months ago|
An employee must actually read the letter dismissing her for it to be effective, the Court of Appeal has decided. Their decision highlights for employers that a risk of dismissing by post is that it might take longer than expected to be effective.
|MechExp||3 months ago|
|This topic has been discussed elsewhere |
- see here