he gets paid hourly - it is a different situation in that case... vs salary/bonus
if you get a discretionary raise and a bonus each year then you don't tend to worry about hours day to day and instead try to get your project or whatever done on time
Does everyone have work contracts? Who do they really benefit?
- Thread starter Things change I've changed
- Start date
he gets paid hourly - it is a different situation in that case... vs salary/bonus
if you get a discretionary raise and a bonus each year then you don't tend to worry about hours day to day and instead try to get your project or whatever done on time
Caporegime
- Joined
- 21 Jun 2006
- Posts
- 38,367
i'm amazed people do work for nothing tbh when they don't have a vested interest in the business.
every minute i do over my set hours i get back either in time off or @ overtime rates. it can be a nice earner @ weekends as coming in for 1 shift on a saturday is equal to 2 weekdays. you effectively get roughly 40% on top of your weekly wage.
just sounds like i have better terms and conditions than you do.
Caporegime
- Joined
- 21 Jun 2006
- Posts
- 38,367
i don't get paid hourly. i have a salary. i also have contracted weekly hours. the only times i'm paid hourly is when i do overtime.
for example i don't turn around every week and say i have done X hours this week. it's recorded in a flex sheet and between me and my manager. my manage never interacts with HR or the payroll unless there is an issue.
Like many on here, I'd agree that it sounds like someone has taken a template contract. Nothing seems out of the ordinary.
One note of caution. Right now you have an implied contract because you've worked there 20 years. If you sign a contract do make sure your continuous service is noted in writing. With 20 years in the job it is costly to get rid of you so you want that acknowledged as it provides you with a certain level of protection.
One note of caution. Right now you have an implied contract because you've worked there 20 years. If you sign a contract do make sure your continuous service is noted in writing. With 20 years in the job it is costly to get rid of you so you want that acknowledged as it provides you with a certain level of protection.
This would be totally unacceptable to me, that's completely taking the ****. I'd want to trust my boss or employees without needing a contract for this.
I'd under no circumstances sign a document that allowed whatever imbecile to go through my stuff. I value my privacy highly. Hell, I'd even find it uncceptable for my employer to go through my files on my work pc (other than to delete it for example if I change jobs), lots of private data on it.
I'm not sure what's normal in the UK. Over here many big companies have the same nazi-like rules, albeit slightly less bad (some of these things you named are in direct conflict with national laws protecting employees I believe). But smaller companies? Nah, my current company is very informal and it's silly how little there is on paper.
well it seems like you basically do - you have a total number of hours worked and you get paid more if you work more hours... you in effect do get paid hourly
like I said that is a different scenario to someone getting discretionary rises and bonuses
Caporegime
- Joined
- 21 Jun 2006
- Posts
- 38,367
i can get a yearly bonus too if my manager feels i exceeded within my team. he can also put me forward for a bonus any time if i do something outstanding. i heard of someone last year getting a £5K bonus for instance, these are rare though. whereas the normal yearly bonus if you exceed for the year is 1 weeks pay. we also have smaller schemes where if you think an employee did a great job you can gift them £20 or £40 worth of vouchers to argos which comes out of a yearly budget for them. i usually get £20-£40 in vouchers every few months for instance. i got the exceed year before last. would have had it 3 years running if it wasn't for nepotism and my ex manager being corrupt. her best pals got it every year for instance even though they were terrible people and caused several conflicts.
some people do work more hours than they are supposed to and don't take it back in lieu or as payment. however i have only met 2 people who do this out of hundreds if not thousands.
so do you and your colleagues all have different base salaries (i.e. depending who is actually working the overtime the employer could be forking out rather different rates of pay)
and why would people not report their hours if you get hourly overtime?
Caporegime
- Joined
- 21 Jun 2006
- Posts
- 38,367
everyone has a different base salaries but all newer employees tend to be on similar or the exact same amounts as progressive pay has effectively been stopped. you could however argue when you start that you want X amount within that pay band and the business may agree however it is rare you usually start at the bottom of your pay band for your role however it does happen.
the guy beside me for instance could be on £5K a year more than me but he's got a different role and grade. people with the same role and grade as him may be on more than him if they have been here for longer and got in before progressive pay was stopped.
we don't report our weekly normal working hours. for example we are all contracted to work 37 hours a week which is 7 hours and 24 mins a day. lets say i work 40 hours this week. it's recorded in a sheet that is between me and my manager. it keeps a running balance. so next week i am plus 3 hours. i can then work 34 hours that week and now my running balance is 0 hours. i could get my running balance up to 21 hours and 12 minutes which is equal to 3 days that is the max. i can then take 6 days off so when i come back my running balance is negative 21 hours and 12 minutes (which means i owe the business 3 days). so i'm supposed to work 37 hours a week but i have flexibility of doing more or less whenever i want. so long as the running balance is kept up to date. so i get the same wage every week regardless of if i worked 50 hours or 30 hours. when i take days off i have the option to choose between annual leave, or flex balance. so lets say currently i have 14 hours and 48 minutes of flex balance. i can take 2 days off on flex and it goes off my running balance and then take 3 days off on annual leave. so i managed to get 5 days off (a full week) using only 3 days of annual leave. this is because over time i have managed to accrue 14 hours and 48 minutes of additional credit in my balance sheet.
the business can then if it has the budget put on overtime. so instead of me adding time onto my flex balance. after i have worked my full day do overtime instead. or come in at the weekend. this is then recorded on an overtime sheet. this overtime sheet is then approved by the manager then sent onto payroll. payroll then add these additional hours onto my wage. the normal weekly running balance sheet however is only ever between me and manager. it's never sent to payroll.
Last edited:
Associate
- Joined
- 27 Sep 2011
- Posts
- 1,597
Just sign and be done with it. Any questionable clauses now will be standard in a few years anyway.
Soldato
- Joined
- 13 Nov 2006
- Posts
- 4,245
- Location
- Inverkip
I had a contract that stated I would work with the organisation for 30 years or until the age of 55. Everything was fine and dandy until Labour (and then the Tories) decided that I would work until aged 60. Their own advisors stated that it was unreasonable to expect 60 year olds to have the fitness levels required for the job but they didn't care that it could impact on public safety.
If it helps you don't have to sign it, but continuing to work there creates the reasonable assumption that you're aware of it. That goes both ways, btw. IE they can't change your entitlements citing an unsigned contract.
The takeaway is, sign it or don't, it makes little difference.
Edit: here's some literature to back me up:
http://www.thisismoney.co.uk/money/...-notice-period-never-signed-I-respect-it.html
http://www.xperthr.co.uk/blogs/empl...t-sign-their-contract-for-its-terms-to-apply/
The takeaway is, sign it or don't, it makes little difference.
Edit: here's some literature to back me up:
http://www.thisismoney.co.uk/money/...-notice-period-never-signed-I-respect-it.html
http://www.xperthr.co.uk/blogs/empl...t-sign-their-contract-for-its-terms-to-apply/
Last edited:
Soldato
- Joined
- 10 Oct 2005
- Posts
- 8,706
- Location
- Nottingham
In reality though if you have a reasonable employer then this is negotiable even if you have a 3 month notice period in your contract. We have 3 month period in our contracts at work but I don't know anyone who has ever worked it (in one case someone left with a weeks notice). In fact the only time I've seen it coming into play here was when someone was being made redundant and was bought out of their notice period (so given 3 months extra salary instead of working it).
My contract situation is a bit odd as I'm still on the same contract as I was when I was first employed here in '97 whilst most of the rest of the company are on newer ones. This is due to me falling through a gap when they were going through an exercise to move people onto a new contract (no one asked me) so our HR system still has be on the old one as I was never asked to move.
When my missus worked in factories in the 1980's it was not unusual to have bag searches. Likewise years ago, years before that my father worked in a cigarette factory and they were told, smoke until you choke on the production line but if you're caught with one fag in your pocket or bag that shouldn't be there - instant dismissal. So they are probably in their rights to do a bag search or get you to empty your pockets, but anything beyond that would I imagine involve reasonable cause and police involvement. Does the OP have a union where they work - if so might be worth running the contract by them or their lawyers.
bahahahaaha unpaid over time
what kind of idiot would do that?currently work need over time to catch up after various **** ups (hah the robots dont work suprise surprise) they're now having to pay double time to get people in for overtime.
#
nah we get bonus and raise every year, we're just not stupid enough to work for free >.<
this
for a very rare occurrence i agree with Psycho Sonny here.
his spine has clearly been strengthened by all that car sitting.
is your bosses new business partner called Himler or Goebbels ? A lot of those clauses are not even legal in the way they have laid them out. For example they cannot force you (yet) to work more than 48 hours. The clause around sickness is tosh, they cannot force you to submit yourself to a medical examination by their own doctors. 3 months notice is reasonable if you are in a management type role, but you could likely negotiate that down to a month if you are a contributor rather than a manager. Searching you or your possessions outside of company premises is rubbish, they can't do that they are not the police and again cannot force you to any kind of search once you are off company property.