Wetherspoons employee handbook

However, where a list of acts is detailed in a policy, it should be qualified by making it clear that the examples are not exhaustive. This allows employers to discipline or dismiss employees for conduct they did not foresee when drafting the policy. Your email address will not be published. How open are you to a four day week for staff?

View Results. Next Dutch companies fail to meet gender equality targets. Yes There are 57 helpful reviews 57 No There are 24 unhelpful reviews Wetherspoons is a disgusting working environment for any human being. Understaffed, underpaid and overworked. It's practically slave labour. No career advancement opportunities especially for women, since everyone that has been promoted since I've arrived are male, unprofessional managers and many employees have experienced constructive dismissal.

The managers pick on long term staff constantly and then bully them into leaving the job or transferring to another pub. Whilst on shift I have experienced bullying, gross misconduct by managers for swearing or taking the mick out of staff, inequality between managers and bar associates when everyone is equal and have suffered emotional abuse and depression since starting. I would and never will recommend wetherspoons as a top employer to anyone.

Cons Listed below. Yes There are 21 helpful reviews 21 No There are 4 unhelpful reviews 4. Literally the worst place to work, the management are just awful they are no help what so ever, they basically don't do their jobs but expect you to bend over backwards to make them happy. They have no respect for their employees and since working at the certain spoons i work at i have witnessed easily 20 people leave.

Pros i knew some people before going who i was close with but we got separated fast. Cons everything. Yes There are 41 helpful reviews 41 No There are 6 unhelpful reviews 6. Help us improve! I enjoyed this job in addition to my studies. The hours were flexible to work around my lab time, especially , as there was no constant schedule on a week by week basis.

My main focus of this job was to provide security in a steady income to support me through my University life. The management staff were very understanding that my University work came first and helped to schedule shifts around such commitments. Pros Great people to work with, flexible shifts.

Cons Late nights, disruption in sleeping patterns. Yes There are 4 helpful reviews 4 No There are 7 unhelpful reviews 7. This was a fun company to work for! There were many incentives and the people who can actually work well behind a bar in such a fast-paced environment tend to be quite intelligent. Pros flexibility. Cons late hours, minimum pay.

Yes There are 3 helpful reviews 3 No There are 3 unhelpful reviews 3. Every pub varies but they are all generally the same Associate Former Employee - St. Ives, Cornwall - May 10, Managers usually don't care about their staff, often seems that most of them want to get rid of members of staff they don't like.

For the first time people were talking about unions and that amongst co-workers, obviously this was all done in group chats and a video call or two, but there was some sense that we should probably start thinking about what we could do to stop the company sort of throwing us under the bus again. This part of the interview covers the period of August to December , when the second lockdown started.

There were a couple of occasions where we had people call the pub to tell us that they had tested positive and had been in in the last 48 hours. This pissed a lot of us off. It was around then that a group of us got together and decided to join the UVW. We decided that the UVW would be a better bet than BFAWU mainly because I had a mate who works for them who happened to be staying with me at the time who was willing to chat to the workers. I also know that UVW are a bit more rank-and-file and militant by design than a union like BFAWU, and it was a particularly hot moment so it was probably better to avoid the lengthy wander through bureaucracy in case there was a chance to do anything quick.

There were a few long discussions about the conditions of work. Obviously this was focused on Covid for the most part, but after a few meetings this started to broaden out into more fundamental problems.

From here it got into a discussion of how shit the pay was even before the pandemic and this pay cut and there was even a general sentiment that down the line we should push for a living wage. Mostly though, there was a lot more chatter about what we could do and demand in the current situation around safety and sick pay.

Equality, diversity and inclusion Wetherspoon is committed to equality of opportunity. Antiharassment, antisexual harassment and antibullying Harassment is not permitted or condoned in the work environment under any circumstances. Pay and reward We aim to offer fair and competitive rates of pay and benefits to our staff, including a bonus scheme to all employees. Of the amount, Employees can also choose to purchase additional shares in the company, under the partnership shares scheme.

In total, Wetherspoon has purchased and awarded At the end of the financial year ending July , Wetherspoon had 39, employees of which nearly 14, were shareholders in the company. The average shareholding is shares. Employees may retain any tips which they receive — with no management charges imposed. Some of the suggestions received are for new products; others are for small, or sometimes big, improvements to the myriad ways of working; others are just challenging the status quo about any aspect of working for the company.

The minutes are sent to all pubs, with employees encouraged to add their comments to the discussions and debates. The roles are part time, taking an average of one day a month, for which employees will be released from their usual day-to-day duties. Employee directors do not have management responsibility for the running of the entire company, which will remain the responsibility of the full-time executive directors. They will be asked to contribute to the decision-making process, based on their experience and opinions.

While some employees are members of a union or representative body, the company does not recognise any union for the purposes of collective bargaining. Wetherspoon seeks to make necessary adjustments reasonably required to help our employees to maintain employment and to ensure that they are not harmed by their work. The company is committed, at all times, to supporting positive mental health in the workplace and assisting our employees, wherever possible, with mental health problems.

The range of support available to all employees is detailed in the mental health and well-being policy and includes a well-being checklist, a wellness recovery action plan and confidential external counselling for all employees through the Licensed Trade Association. Pub managers and area managers can offer further support and guidance to line managers and employees, as required. All requests are considered and responded to weekly.