Tesco Flexi Contract Help

BobQ

OP,

You need to read the ACAS website and get a copy of the contract that your manager believes you are required to work.

You are entitled to time off for some things (medical appointments relating to pregnancy, some public duties (like jury service). But you are not entitled to time off for personal appiintments, family events, or medical appointments (unless relating to a disability).

So the issue is what does your contract commit you to do? It is unlikely it requires you to work 24/7 at a moments notice, so there must be some rules. By starting work you agreed to work this contract and are bound to it if you want the job.

Savvy_Sue

BobQ wrote: »

When you say months, do you mean 2 months.

It is a legal requirement that you receive the contract within 2 months.

That may be true, but it's a legal requirement which is darned difficult to legally enforce ...

BobQ

Savvy_Sue wrote: »

That may be true, but it's a legal requirement which is darned difficult to legally enforce ...

Not really. It is a legal requirement that you get one if you ask. Failing to provide one would be a breach of contract if the the employee took it to an ET and had written evidence of it, Tesco would not want the hassle.

Savvy_Sue

BobQ wrote: »

Not really. It is a legal requirement that you get one if you ask. Failing to provide one would be a breach of contract if the the employee took it to an ET and had written evidence of it, Tesco would not want the hassle.

If you want to keep your job, you won't raise a grievance and then go to an ET if your employer fails to give you your T&C even after you've asked for them. And any large employer will know it's going to cost the employee to go to tribunal and will, IMO, rely on you NOT doing so just for lack of terms and conditions. Especially as the employer knows that within the first two years - well beyond that time limit for being given your T&C - the employer can just say "it's not working out".

That's what I mean when I say it's darned difficult to legally enforce.

Of course, the first step is to ask: you'd hope with a large employer it was an oversight if anyone didn't receive their T&C in a timely manner.

And the other first step is to join a union.

And in this case, that vlh site pointed to by ohreally looks pretty good too ...

sangie595

BobQ wrote: »

Not really. It is a legal requirement that you get one if you ask. Failing to provide one would be a breach of contract if the the employee took it to an ET and had written evidence of it, Tesco would not want the hassle.

Which they cannot do unless they have another claim. That is why employers do not take it seriously and don't need to. Because, as a claim, it cannot stand alone.

OP, as others have said, this is a learning experience for you. There are no longer the sort of "little weekend jobs" that many of us had in our youth that sat alongside being a teenager with better things to do than work! Employers can now treat employees pretty much as they wish in respect of working hours, and if you don't like it you leave or get dismissed. In retail (and other sectors) these limited hour contracts are commonplace, but they are the reality of working life for very many working adults. Flexibility only works one way - whatever the employer wants. Flexibility on the employees side is called "unemployment".

This is a really valuable lesson to learn whilst you are still only 17. It might not feel like it right now, but it will one day. Because if this isn't the life you want, for the rest of your life, then you work hard now to ensure that you do everything you can to get a good career which allows you options. And, as Savvy Sue said, make sure that you are always in a union, so that you aren't alone.

I did have a wry smile when I read your comment that " if not will probably have to find a new job as it is a lot of pressure and stress not being able to organise my time ". Ah to be 17 again (no, really not wishing that!). When there was so much pressure and stress over organising my time. Oh, you have seen nothing yet....

BobQ

sangie595 wrote: »

Which they cannot do unless they have another claim. That is why employers do not take it seriously and don't need to. Because, as a claim, it cannot stand alone.

Yes I agree and Sue makes a valid point too about the practicalities. My view is that it still does not hurt to make a written request, particularly in the context of wanting to know so they can comply with that contract.