Day 168 - 03 Oct 95 - Page 20
1 yes, something like that, commitment to store progress?
2 A. Yes. It also includes sections on appearance and
3 hygiene, reliability with regards absenteeism as well.
4
5 Q. How many people have been dismissed in the last, say, five
6 years?
7 A. I have no idea.
8
9 Q. Actually dismissed, said: "Sorry, we do not want you; out"
10 for whatever reason?
11 A. I do not know. I could not give an accurate figure to
12 that. I -----
13
14 Q. Say for the last year then?
15 A. In this present year, I would say we -- maybe half a
16 dozen, but I mean .....
17
18 Q. Approximately?
19 A. That is an approximate -- that is an estimate. I do
20 not know for sure.
21
22 Q. This year is not much different from any other year?
23 A. I would not say we are sacking more or less people this
24 year, but again, as I said, it is just an estimate rather
25 than a precise figure.
26
27 Q. When someone is dismissed do you have to make special
28 reports on why that has happened?
29 A. The Store Manager actually handles all dismissals, not
30 me, and if the Store Manager is not around, then it has to
31 be the next grade up, rather than the next grade down, so
32 it would be the Area Supervisor. We consult with the
33 Personnel Department and then take a decision. If that
34 decision is based on their performance, through a
35 performance review, then they will be given a performance
36 review which will state that they are being dismissed for
37 reasons of purely performance related; whereas if it was,
38 say, gross misconduct or misconduct, there would be an
39 investigation, they would be suspended and then we again
40 come to a decision once we have taken statements from the
41 relevant people.
42
43 Q. Of the dismissals that happen, is it roughly half and half
44 between performance and misconduct?
45 A. No, it is very much misconduct rather than
46 performance. Generally, the only people we would get rid
47 of, as it were, for performance would be people on their
48 probationary review.
49
50 Q. If somebody fails on their performance, is dismissed on
51 their performance, is it just a question of saying: "I am
52 sorry, you are not good enough, that is it" or do you have
53 to give warnings?
54 A. No, there is a set procedure to follow. If they are
55 dismissed on the basis of their performance review, then
56 they receive a warning or a caution, whatever is
57 appropriate, and then they will have to get a verbal
58 warning, then they will get a final written warning and
59 then they will be dismissed.
60
