Day 216 - 06 02 96 - Page 28

 
 

                                                                  DAY 216
 
                                                KEVIN HARRISON, Examined:
 
 
 
     1   MR. JUSTICE BELL:  Yes.
     2        A.  I think that figure is, in fact, incorrect.  I think it
     3        is lower than that; I think, 12 to 14 per cent is perhaps
     4        more correct.
     5
     6   MS. STEEL:   OK.  "In slack periods the tendency was to 'ask'
     7        people if they wanted to go home.  Sometimes people were
     8        instructed to go home.  This was quite common.  Managers
     9        were encouraged to keep employees ignorant of their
    10        entitlement to overtime payments if more than 39 hours were
    11        worked, and in practice crew scheduling was done so that
    12        very few worked over 39 hours.  This was in spite of
    13        complaints from full-time workers that their scheduled
    14        hours were too few (Ipswich store).  In effect, you acted a
    15        wage broker who could offer more hours to the crew members
    16        who were most compliant and accepting.  Consequently, a
    17        group of 'favourites' could emerge.  Discretionary bonuses
    18        were often awarded or approved by the Store Manager to the
    19        more obliging members, whilst the less obliging were not
    20        awarded them.  This was probably designed to create
    21        compliance (Ipswich store).
    22
    23        "Crew members would often work an entire shift without a
    24        break (usually on Saturdays) and were sometimes allowed to
    25        leave early, but this was often not by choice.  Breaks were
    26        denied because of customer volumes.  Alternatively, they
    27        might be allowed to take their break near the end of their
    28        shift in spite of have requesting it earlier.  Sometimes
    29        they would be made to take it shortly after coming on a
    30        shift.  It was always at the Manager's discretion.
    31
    32        "As regards health and safety, no shoes with non-slip soles
    33        were issued for use in the grill area where most accidents
    34        or serious ones could occur.  Recommendations were made as
    35        to what should be worn, but checks were seldom if ever made
    36        of the suitability of shoes.  The responsibility for safety
    37        was with the crew member."
    38        A.  Could I just say something else?  That was occasionally
    39        used as grounds for requesting people to go home, if it was
    40        felt that they were not wearing suitable footwear.
    41
    42   Q.   Was that during busy or quiet periods, or both?
    43        A.  That would be during quiet periods.
    44
    45   Q.  "The emptying of the shortening in the frying vats was not
    46        strictly supervised and was often done by crew members with
    47        little formal training.  The minimum number of crew on the
    48        'open' (early shift) meant supervision was not possible.
    49        Safety equipment was provided in the form of protective
    50        clothing, but this was not always worn in its entirety. 
    51 
    52        "My personal experience of dictatorial management concerns 
    53        my move to the Ipswich store after qualifying.  I was told
    54        I was going to move and my relocation expenses were not
    55        reimbursed.  I was given no assistance in finding
    56        accommodation.  I was ill with a viral infection shortly
    57        after starting at Ipswich and had a few weeks off work.
    58        I sent in relevant doctors' notes, but because two,
    59        I believe, were delayed in the post and my illness was not
    60        believed by senior management, my salary was suspended at
 
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