I contacted UNISON and it seems that it's not the right union for me as I work for a private company within a retail store that isn't linked to a government body. I looked at USDAW but I'm still a little unsure as to which one, can you recommend any? Thanks again.

I read this in the Data Protection Act. Is this valid to use in my situation? I really need to know by tomorrow as I'm meeting her tomorrow and I need some grounds to stand on and if she refuses, I'll have it recorded. Thanks again. I apologize for the double post.

Yeah that's going to be my first step. I asked for a copy of my contract and she said I already have one, which I haven't ever had a copy. I asked her like months ago and she STILL says oh I'll ring them up and get one sent out. Today she said she'll get one sent out but it just seems they're making it so difficult for me to get any kind of documents. I just need to know if I can legally request a copy of my clock in sheet that shows my incorrect clock in? It's a biometric hand machine, the report won't contain any other information about anyone else on it. Oh and my divisional manager said today that I'm also getting a disciplinary!! I've recorded all my recent conversations with her as well. Thanks again.

Thanks for your reply. Yes, seriously my workplace is very different. My manager used to inject steroids into my supervisor; he's a gym addict and they did it in store. Am I legally allowed to ask for the clock in report that proves I missed my break clock-in? Basically at the minute I'm just going off her word that I missed. I asked my divisional manager for a copy and she refused as first and then she said right I'll let you look but you're not having a copy. I was told a few months ago I was allowed to request copies of all information that they have stored on me? Thanks again.

Thanks for all the great advice everyone; I spoke to my divisional manager today and she started to get a little irritated when I asked for a copy of my clockin record for the day I incorrectly clocked in and she first completely refused then she said I can look but not have a copy. I said I'm entitled to a copy on paper showing what I got deducted for but am I allowed to request that? Aren't you allowed access to all the information stored about you? Can I request a copy? She's making it really difficult for me. I asked on Monday if I could have a copy of my contract and she said yes I'll have it on Wednesday and today she said she's been busy! Thanks again. I haven't told them about the union yet; I'm joining one on Friday.

You're right, it's not just me, it was three people today who've all lost the whole day; it happens quite often and they're refusing to pay us all. A women I work with, all she did was accidentally press the wrong clock in button and shes quite old with bad eyesight and they won't pay her. How are UNISON? Any experience with some good unions? Thanks again.

Thank you for your time replying. I'm considering joining UNISON, I think I need to join a union. I keep asking my manager and contacting the company to send me a copy of my contract but all I get is "Yes, I'll send it out", "It must of got lost in the post", lame excuses over and over.

hey CAG, hope you're all doing well! First off I'm in a bit of a pickle just looking for some advice please. I work for a cleaning company inside a retail company; I usually work 7am till 6pm every Saturday. We have a clock in machine that's bio-metric and we're supposed to scan in and out for everything. I clocked in at 7am and out at 6pm but forgot to clock out for my break, it was an honest mistake and it's not that big of a deal; it can easily be amended but the company I work for is refusing to pay me for the whole day. I've spoken with my managers manager and she said she can't do anything, I'm going to lose them. Are they allowed to just refuse to pay me for that whole day? I haven't received any kind of written information stating that incorrect clock ins will result in deducted pay. There's easy proof that I worked all day because I clocked out at 6pm but just forgot to clock for my break. I tried so hard today but my manager refuses to support me and she won't help me try to get those hours paid. Thanks for any advice.

I was authorised to leave for my break, my break was from 9am to 9.30am so my manager knew fully well that I was leaving the building. There wasn't anybody about and nobody at the assembly point, we went there and the alarm had deactivated so then we left thinking that it was probably a false alarm again.

Thank you for all the replies. That was the plan, but my manager is very thorough and she checked the CCTV which placed me in the building at the time of the alarm. Surely with the alarm de-activating before I left the building, it would help me in some way, I literally didn't do it on purpose I'm used to false alarms throughout the morning. Can I say that due to the alarms being falsely triggered so regularly, I felt I was misguided by this? Much appreciated.

Thank you for commenting. I believe I followed them correctly, we instantly headed to the fire exits so we could wait at the assembly point but as the fire alarm was de-activated, we assumed with all the maintenance on the alarms in the building and with how often they randomly trigger and we get told not to leave that it was an accidental trip. I don't have any copies at the minute, but I read it this morning and it doesn't include any relevant as I can see to this. It's basically just states that if the fire alarm goes off you must evacuate and line up at the assembly point. I fully understand that but we get told a lot not to evacuate when we hear it because they're being tested. Best regards.

Hey CAG, I usually have my morning break at 9.00am in the morning and I go to Boots. Today at 9.02 whilst we were close to leaving the building, a test fire alarm went off and me and a friend went out the fire exits like we should but when we was about half-way down the fire exit, the alarms de-activated so we instantly assumed that it was a false alarm again or it was accidentally triggered because they've been doing maintenance on the alarms all week and sometimes the alarms like to trigger and we got told to not evacuate. We left the fire exit and there was nobody at the fire point at all so we assumed nobody left the building and we proceeded to Boots. Upon getting back to the store, all of the employees were outside and the alarm had been re-activated whilst we was in Boots so we were unaware. I have been given a disciplinary for not following the fire safety procedures. What should I do about this? The alarm shouldn't of went off immediately after it was activated. I've spoke to some members of staff who agree that when it happened they hesitated whether to leave which could be the seconds between life and death. Any help is highly appreciated. Thanks.

She IS required to sign in and out; it's the log book that gets checked in case of emergencys such as fires and fire drills. Hopefully if I bring up the images as a last resort in the hearing; they won't be thrown out but if they do; I've just been accepted for a job at another firm who agree with me and the victimisation and have offered support. I'm not stirring but it's really difficult to explain the circumstances to anybody higher then them because every employee on the premises is afraid of the supervisor and won't open their mouths but when I speak to them in on their own they tell me everything and how they feel. I don't want this for my fellow colleagues and friends.

I have nothing to back my self up with without them pictures. Hopefully I'll be resigning because I hate that place now; so much goes on behind closed doors.

I'm just claiming that I'm being victimised with discliplinarys. The images I have are photos of the log in book that every employee has access too, what are the limits of that? Will the photos be accepted? Can you please just advise me on to how I should go about filing this grievance? Should make her aware or just contact the company? I don't have a grudge against her, she's making my job difficult and I don't want to lose my job. She shouldn't be issuing disciplinarys to employees for reasons that she is doing herself and I can prove.

Thanks, I've written a formal letter explaining the grievance but I'm a little unsure on how to approach this. Should I tell my site manager about the grievance against her? Someone higher? Could you quickly scan through this and give me any tips. I've added some of your information as I'm a law noob but I'd like to appear as professional as possible. This is a formal complaint(Grievance letter) against my Site manager for victimisation, bullying and constructive dismissal. I have been working for COMPANY HERE for nearly 5 years; before the new management, I was great friends with the site manager and it was a great atmosphere with great staff. Ever since "HER NAME" became site manager, it all changed, I feel that I have been victimised on many occasions and bullied with disciplinary actions by my site manager. I feel every time I even make the slightest mistake, action is taken against me. I didn't file a complaint back at my last disciplinaries because I felt pushed into a corner by my site manager due to my hour pattern and risk of losing employment; I'm on a 10 hour contract that limits my extra hours so they could be dropped/altered at any time which I couldn't afford, I can't afford to lose my job which is my only source of income and I was extremely worried financially. I've currently had 4/5 disciplinaries since the new management which I now feel have all been building up for constructive dismissal and now I'm at a point that I just can't handle the stress and depression all this has caused me since she became site manager. I feel down and and just literally worn out all the time from worrying if I'm going to lose my job at any given moment or whether I'll receive another disciplinary action against me. I've been referred to as the “virgin crew” by my site manager which escalated through some staff members which really offended me; I've been on many occasions frowned upon in areas of work that I currently have excellent potential for performing; I feel undermined as jobs such as stripping and sealing floors to which I currently have excellent skills in. My first severe disciplinary offence regarding “consistent failure to sign out of client premises” I feel was a direct victimisation attack against me and a fellow team member and I don't know the reasoning behind this; whether it's because of my age or my presence in the workplace. The sign in book contained missing clock ins from a member of management that I have evidence of but once I got to my hearing; they were all mysteriously filled in. All of my site managers and supervisors signatures had been amended but myself and my fellow colleague were left, then she filed a “Serious offence” disciplinary against us. I've recently just received another severe disciplinary for the same reasoning as above (Consistent failure to sign out of client premises). This again I feel has been aimed specifically at me; I missed one clock in out of the whole book which shouldn't result in severe disciplinary by far. I've also been accused multiple times of allowing another member of staff sign me out of the book; this is complete fiction and hasn't been happening; Once again though the book there are multiple members of staff missing clock-ins yet I'm the one that receives the severe disciplinary. I accept that there have been omissions in completing the signing in procedures previously, I feel that the sanction imposed on that occasion was particularly harsh, for the company's own handbook determines this to be a minor matter of misconduct, and therefore I should have received a lesser sanction than a Final Warning. Furthermore, I'm also aggrieved that another member of staff in a senior position was guilty of the same act, but was able to amend the entries whilst I weren't afforded the same privilege. Had I been aware at the time of the first hearing that my actions warranted only a lesser warning, then I would have appealed at the time. Whilst I’m embarrassed to have made similar omission for which I now find myself subject to further action, I'm concerned that the unjust sanction of a Final Warning for the first offence now places my continued employment in jeopardy which would not have been the case had the correct action been taken before. I'm particularly aggrieved that another person has now instigated action against me when guilty of the same misdemeanour’s themselves. I object on the grounds that I feel it is inappropriate for the site manager to sit in judgement on this matter due to her being the subject of my grievance. I feel that in instigating disciplinary procedures against myself when guilty of the same omissions herself that we are being victimised. I feel that this was a direct victimisation violation aimed towards us both also due to that for any disciplinary sanction to be fair, then it should be applied equally to anybody guilty of the same offence, which clearly has not happened here due to management being in a position to cover up their own wrong doing. No other staff member who'd missed clock-ins received a disciplinary for the same matter yet she stated in my fellow colleagues hearing that “We weren't the only ones getting disciplinaries”. We're both considered to have poor behaviour when working together so now I'm unable to work with that colleague; yet we've many witnesses and previous colleagues/managers who can verify our outstanding work quality, commitment and professionalism towards our job. I believe that she has enforced a new employee called “Dee”, to monitor and watch me on Saturday afternoons after they had both gone home. I feel this is harassment towards me which diverts me from performing my job correctly and safely as I'm constantly on edge. I really don't want this animosity; I'm feeling like I'm being pushed to have no alternative but to resign and leave. This will leave me financially unstable and I can't begin to explain the impact that would have on my life. Signed Which is best to refer to her as "her" or her Name? Thank you so much again.

Thank you for all the information. You're missing the point to why I mentioned the above. I wasn't going to bring them up at my hearing. I'm not a stirrer; If you worked where I work you'd understand that 98% of my fellow colleague have been bullied; one even cried at one stage due to being put under to much pressure. I have witnesses and am a witness to the above points; the visually impaired guy is my friend; I ain't aiming this at him, he doesn't want to use the machine but yet he doesn't have a choice it seems. As for alcohol; it's every single day, I get in the lift with him and he can hardly look at me. It scares me at times because he is an aggressive type, ex (bouncer), the last complaint didn't go anywhere, they had it quashed because like I said, his wife is high up the company food chain. Thanks for all the advice guys; I shall be explaining everything as best I can to my sisters friend who's a legal solicitor and see what he thinks then I'll let you know how it goes. I'm genuinely a nice guy and haven't ever even been in an argument at work; we're all good friends except for what's been happening between me and management. She's victimised everybody there nearly in different ways, I spoke to a few today who are willing to back me up if this escalates.

Basically, my work has a new supervisor and site manager now and the previous one moved onto bigger things. Anyways; she sees me as competition or a threat and has ever since been trying to get rid of me. She's given me numerous disciplinaries for the most ridiculous things. I was given a final written warning due to not signing out the sign in book. I admit I missed a few BUT I wasn't the only one; there were many yet I was the only one who got a disciplinary; the ****ed up thing is that I have proof that SHE herself wasn't signing the book and when it was time for it to be sent off; she AMENDED all hers and filled them in but left mine. That alone is clear victimization against me and bullying AND falsifying company documents? Yesterday I received ANOTHER disciplinary for not clocking the book again yet I looked through it and I missed one; just ONE. she's claiming that somebody else has been signing me out as well. Also in my company handbook there is a minor offence that is for minor missing clockins that I should of got before a gross misconduct right? I don't know about that one. What is the proof that she has been breaking the rules too? It is all well and good knowing it, but being able to prove it...? As for you not doing this yourself - unfortunately if it is a requirement and you have been missing signatures, then it is not unreasonable to take disciplinary action. Whether it is a minor or a major matter? May well be grounds to appeal any disciplinary sanction, but once again - depends on how many you missed perhaps? I have images of the sign in book that shows that she has missed multiple times clocking in and out of the book. This is taken extremely seriously by the company and it's considered fraudulent to not do so. It's not the fact that she missed, it's that she went through this 200page book and signed all her missed signatures and then gave me a gross misconduct. That's victimization. Like you said; I do acknowledge but she is deliberately targeting me. I should of got a minor disciplinary if anything but I never; it was an immediate gross misconduct. There is a guy who is registered as blind and my manager allows him to use heavy moving machinery that cleans the floors with water and chemicals which puts himself and the rest of the workplace in danger; I told her these claims and she's said that its discrimination to not let him? Health and safety is a higher severity in my opinion, so who's right? One would hope that there has been a Risk Assessment and that your colleague has not been found to be a significant risk to the H&S of himself or others. Has he actually put anybody in danger? Are you actually qualified to make that call? If a RA does not identify a significant risk, and if monitoring of the activity has not highlighted a problem, then removing the employee from his present role may well be discriminatory. The machine she is allowing him to use is a scrubber drier; the guy hold a spoon and a cup of tea right next to his eyes because he practically blind. On multiple occasions and yes I have witnesses, he has left big puddles of water all of tiled flooring that is an immediate danger to every employee in that store. He can't see water on a floor; he has a guide dog as well. That surely can't be right. Shouldn't he be given alternative work? Is that breaking health and safety? There is a women who now sadly has cancer in my workplace and is off due to this but before she was off; my site manager thought it was funny to pop her tires on her pedal bike so she had to walk home. That is disgusting and vile if you ask me. Did anybody make a complaint or raise a grievance? What was the outcome? Well because the company is all family related; it's really difficult to get complaints across through them. This WAS brought forward by her but nothing came out it. Isn't that vandalism and bullying? The women is dying from cancer. My supervisor is always coming in under the influence of alcohol; he absolutely stinks of it but yet she doesn't open her mouth and tell him to go home or take any action against him. And has anybody else noticed this? Have you had a discrete word with a Supervisor or Manager? Is the employee perhaps receiving support that you are unaware of? Yes, many employees have but because he is the husband of a big manager; nobody speaks or even opens their mouth to him. You can smell him from a mile away and he looks so aggressive all the time. What is my best course of action? I have a disciplinary hearing with my divisional manager on Friday and I can't go in alone; they'll both rip me apart and stick up for each other. Don't go in alone. You have a right to be accompanied and I suggest that you use it. I don't know what to do; I spoke to my old manager and she has confirmed that she's trying to get rid of me and is targetting me but she can't get involved. She has no contract rights to where I work now. I'm going to lose my job and I shouldn't be; yet I have no money to help me. If anybody is in the Blackpool area and is a legal Representative I'd really appreciate the help with this one. Thank you in advance to anybody who posts. Also she has been injecting a fellow member with illegal steroids in the workplace in work time; I wasn't there but I have a witness who seen this but like I said; people are scared of him and due to this and his wife; nothing gets done.

Basically, my work has a new supervisor and site manager now and the previous one moved onto bigger things. Anyways; she sees me as competition or a threat and has ever since been trying to get rid of me. She's given me numerous disciplinaries for the most ridiculous things. I was given a final written warning due to not signing out the sign in book. I admit I missed a few BUT I wasn't the only one; there were many yet I was the only one who got a disciplinary; the ****ed up thing is that I have proof that SHE herself wasn't signing the book and when it was time for it to be sent off; she AMENDED all hers and filled them in but left mine. That alone is clear victimization against me and bullying AND falsifying company documents? Yesterday I received ANOTHER disciplinary for not clocking the book again yet I looked through it and I missed one; just ONE. she's claiming that somebody else has been signing me out as well. Also in my company handbook there is a minor offence that is for minor missing clockins that I should of got before a gross misconduct right? I don't know about that one. There is a guy who is registered as blind and my manager allows him to use heavy moving machinery that cleans the floors with water and chemicals which puts himself and the rest of the workplace in danger; I told her these claims and she's said that its discrimination to not let him? Health and safety is a higher severity in my opinion, so who's right? There is a women who now sadly has cancer in my workplace and is off due to this but before she was off; my site manager thought it was funny to pop her tires on her pedal bike so she had to walk home. That is disgusting and vile if you ask me. My supervisor is always coming in under the influence of alcohol; he absolutely stinks of it but yet she doesn't open her mouth and tell him to go home or take any action against him. What is my best course of action? I have a disciplinary hearing with my divisional manager on Friday and I can't go in alone; they'll both rip me apart and stick up for each other. I'm going to lose my job and I shouldn't be; yet I have no money to help me. If anybody is in the Blackpool area and is a legal Representative I'd really appreciate the help with this one. Thank you in advance to anybody who posts.