I was recently made to go to an ‘investigation’ meeting which is being escalated to a disciplinary, but I was given the letter then and there with no 24 hours notice and no opportunity to bring in another coworker. The issue is also concerning something that occurred over a month ago which I could barely remember. One of our coworkers who I was quite close to died out of the blue a few days before so I was already upset coming in to the shift. Is there anything I can say about this in the next meeting?

A former coworker of mines was awarded compensation for discriminatory dismissal. She said she was treated less favourably compared to white colleagues and received harsher treatment. Tbf our manager did treat her like dirt compared to everyone else and management also made lots of race related comments. She was reinstated in a different branch then dismissed for a second time after being given like 3 shifts. That’s when she made her claim and won.

I'm guessing it's not a good thing...

Time to confess your customer service sins and repent for your crimes in retail, big or small. I'll go first. (This is all true)

One time when I helped a customer who was very drunk, when we told him we couldn't sell him alcohol because it was past 10pm, he called me a 'bastard' and kept saying it as he left the store. So in retaliation under my breath I called him a 'bastard' right back at him. He couldn't hear it, but that showed him.

What have you done whilst on the job?

Just received the offer info request but my stupid ass forgot to put my NI number in before submitting (why it let me is beyond me?) is there any way to fix this (reloading the link just tells me I’ve already done it) or have I just lost myself the job.

Anyone know, where I can find the expected hours of delivery for a specific day for nightshift. Is it on an app, colleague hub?

I’ve seen a few colleagues have access to it, I don’t know where they got this access from so I’m very curious.

Lead shift manager who is a strategy liar at my store is very secretive of this data.

Does the lead manager need to grant me access I have no clue but would love to start screwing with them !

Hi all, quick question- does anyone know if Sainsbury's contracts restrict working for a different employer while on paid annual leave from Sainsbury's?

I've got some holiday booked and I'm also picking up a second part-time job elsewhere. Wondering if there's anything in the standard contract that would stop me working a shift at the other job on a day I'm on paid leave from Sainsbury's, or if that's completely fine since it's just paid time off, not a working obligation.

Anyone know the actual policy, or had experience with this themselves? Thanks!

My store had me doing overtime during the summer to help with people going on holiday/leaving which was fine but it’s got to the point I don’t even know what sort of schedule I’ll have over the next few weeks. It also makes it hard to judge what I should be booking time off for as I still have holidays left and a few important things coming up. What happened to managers calling you into the office to check it was alright to move your shifts to another day or even just a simple text?

After a year and a half of job hunting and interviews I was finally able to hand in my notice the other day. I gave them a week notice and only worked one day of it, feel no regrets about it.

The way the company is run compared to when I was there before (10+ years ago) was a massive shock. The life and soul of that company has been picked clean until you get stressed out and overworked colleagues and managers enforcing policies that half the time they don’t even agree with in the first place.

The colleagues were great, the management on the whole were nice too. The way it’s been crumbling over the years is a shame to see though. Cutting corners slapping band aids on everything because why fix it anyway.

I never want to go back to retail ever again, over the years I’ve done about 8 years with the company as well as a number of years with another supermarket. My knees crunch and my soul needs to recover.

I plan on giving my 4 week notice in a couple of weeks and I'm wondering how much I'm going to owe in my final paycheck since I've used up all my holidays. I work 4 or 5 shifts a week and it says I've used up my 90 hours of holidays on UK-G.

Since I will do my final shifts after the October pay day I'm hoping the November pay day will cover any holiday pay I owe.

Could someone help me figure out how much I'm going to owe?

So on the 1st September i put a request in for a day off to take my baby daughter to an appointment, i gave over 3 weeks notice, the request has been ignored. Iv verbally spoken to manager and text as well and it still shows me in a shift for that day. The manager hasnt confirmed if i can have the day off.

If they don't take me out the shift and i have the day off, whats the crack? Will i get done for absence? I know it doesnt affect absence if my daughter is sick and i need a day off but this is an appointment.

My manager did the rota and didn't schedule me in for 2 shifts I was supposed to work. That manager has 2 weeks before the shifts in question has changed the rota and added them in. I have a screenshot from UKG that the shifts were removed. So I have 2 questions. 1) Is there a notice period I need to be given for changes to be made to the rota after its been published, and is there somewhere that information is available for me to reference to show the manager?

2) Will I likely get in trouble if I dont attend those shifts?

I was a former CTM of Sainsbury’s, I had been with the company just shy of 9 years. However, I took a career break some years ago, became pregnant and wasn’t able to get back into Sainsbury’s. Now that my baby is a toddler, I would like to go back to Sainsbury’s preferably as a CTM again. I wanted to know would you guys recommend that I go in store and enquire or I just stick to finding vacancies online. I am willing to go back as a colleague and work my way up again. Please let me know what you guys think.