Human Resources

vickster

Legendary Member
Union? More senior management? Board?

Or a lawyer specialising in employment law
 

welsh dragon

a permanent vacancy now exists
Union if you're in one, or CAB, or as above solicitor. Is it human resources problem or your wages/accounts department. Whatever the case, I'd get legal advice. Good luck
 

vickster

Legendary Member
As above, could try Citizen's Advice

Or just go to the CEO/MD if immediate management isn't doing anything. I don't know how big the company is but HR in my experience, always report into senior management
 

Drago

Flouncing Nobber
Location
Poshshire
You might want to remind them it's an offence under the Protection of Employment act to will fully fail to pay an employee wages or compensation to which they are entitled.
 

Cow Pie

Senior Member
this was our argument when they told the lad he'd have to wait until the next weeks pay for their mistake...he was paid the following monday, we are paid weekly on a friday...
ACAS is an independent conciliatory employment related service who will be the best ones to contact and get any relevant information. They can even mediate. http://www.acas.org.uk/index.aspx?articleid=1461
They are national and are the biggest in the UK and have mediated and advised from corner shop disputes to multi nationals. I have heard they are excellent at what they do.
 

nickyboy

Norven Mankey
Take it to his direct line manager and ask him to sort it out. Get a commitment on timescale. If he fails to sort it within the agreed timescale tell him that you have no choice but to take it to his manager. He will either then miraculously sort it immediately or you go to his boss and repeat the process.

Don't involve external agencies unless you are happy to end up with a confrontational situation
 

Cow Pie

Senior Member
Take it to his direct line manager and ask him to sort it out. Get a commitment on timescale. If he fails to sort it within the agreed timescale tell him that you have no choice but to take it to his manager. He will either then miraculously sort it immediately or you go to his boss and repeat the process.

Don't involve external agencies unless you are happy to end up with a confrontational situation
Nothing confrontational about ACAS. They have a hotline for employee advice, best way to sort common problems and never contact the employer unless asked to. They advise on workplace policies with the government and have been massively helpful to a few people I know.
 

Levo-Lon

Guru
Acas would be my vote,independent and fair.
 
I would also consider a manual clocking in system where other colleges help this lad by you all signing in and out and putting the time down. Whilst this could be disputed, if it is on one piece of paper, unmodified and if the colleagues around him are getting the bonus and he is not, you could have the evidence needed to prove he has done the hours and clocked in and out on time.
 

nickyboy

Norven Mankey
Nothing confrontational about ACAS. They have a hotline for employee advice, best way to sort common problems and never contact the employer unless asked to. They advise on workplace policies with the government and have been massively helpful to a few people I know.
Fine, talk to ACAS to get their opinion. But I strongly advise against allowing a situation to develop where the Company are aware that ACAS are "involved". Get the appropriate line manager to commit to a timescale to sort out the problem (it is their job to do this after all). In the event they don't, take it up the line. Once they know that this will get escalated they will sort it.
 

nickyboy

Norven Mankey
today I got one of the new managers to try and talk to HR, 3 times I spoke to him, kept getting the same response, waiting to hear back...
on monday I'll call for a meeting and request an immediate response and a timeline of action which should include someway of countering HR's claims of not clocking in.....I may hint or drop ACAS into the conversation....
the sad thing is this has been going on for a number of years and nobody has done anything about it...
Good. I've been on the other side of these issues; Director of HR amongst other things. Agreed timelines and actions is the best way. Forces the issue in a non-confrontational way.
 

marinyork

Resting in suspended Animation
Location
Logopolis
There are a few things that stick out from your post and this thread.

1. I know you said £62 a week was in error, but just checking here, we're definitely talking about being over the minimum wage?

2. A union, anyone can join a union - it doesn't matter if a union is recognised (well it does, but it doesn't and we'll not get into that). In actual fact the contrary to what you would expect is true, in workplaces where there is no union people who join sometimes get a rolls royce service in that they get a union official (or even above) representing them.

3. Have you been given a handbook or access to the intranet at work to find out what company policy on this stuff is? It's quite possibly company policy exists and says something such as in the event of the clocking in machine failing or being repaired, bonus will be paid where there is paper evidence, the benefit of the doubt will be given and there is line manager's discretion etc.

4. ACAS offer great advice, I doubt they will be too helpful here. They tend to shine in other cases.

5. You've already spoken to them by the sounds of it several times, you need to write a letter. Just a letter, nothing threatening or confrontational about it.

6. It hasn't been resolved through several attempts so if you want to go beyond this at this point you should consider writing a letter which puts in a grievance.

7. Complaints about HR are often dealt with by complaints to local area/region whether that is applicable here or not is not clear.

8. There is normally a reason for payroll problems, if they are happening they are likely to continue unless someone does something properly about it.

9. Stating their decision is final and there is no appeal is nonsense. Even if you made this a grievance and they repeated the whole lot you've already said you'd still have an appeal.

10. Evidence of clocking in and out - you should keep your own records. Company says we don't have any evidence of you clocking in and out and what time. They have no evidence, you have evidence, whose opinion based on their own respective evidence is likely to take precedence? Yours.
 

classic33

Legendary Member
Use the manual register as a back-up system. With the person who is supposed be not clocking in signing in & clocking in in between two others. Whose clocking in isn't disputed
On the pen & paper system, overlap part of their signature, if you sign after them.
 
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