RE: CrystalBallBroke: S.A and Pressure.25 Jun 2020 23:56
Scamp... thank you for the (very long!) explanation, that does indeed shed some light on the scenario, with the 2 types of overtime.
Before i comment on what you've written, i'd like to say i do understand the scene you've described, and can relate to it in more than one way, i work in an environment, where, in many cases/times during my shift, i am effectively paid for what i can do, and for my attendance rather than what i am actually doing, I think that'll make sense to you.
I have a set contracted weekly total of hours which is covered via shift work, and averages out to that figure, overtime is a similar scenario, i have a small amount approved permanently as I am required to cover this small amount as well, and this (i will reference later) is not calculated in my contracted hours per week! and then on top of that, there is what i would call true overtime, which currently needs approval way up the food chain!.
so, with that out of the way...... I can fully understand what your saying about the hours, SA and then additional overtime, and, i am going to assume that these are at quite generous amounts, given the union has been fairly successful in ensuring your hourly rates are good.
So, you have a company that thinks cost cutting, by a reduced labor force is the way to go, when in actual fact, you are paying more in overtime to your reduced labor force than you would be paying had you not reduced that force in the first place, add to that, those that are covering these higher weekly totals, are not providing 70 hours of work output as you said, but, because it's overtime, it's effectively not in the calculations on the workforces' salaries, and therefore in the accounts, the payroll "looks" to have been reduced, in reality, that's a load of bull, just like my small amount of required overtime does not count against the working patterns hours (because it's overtime) in regards to the working time directive!
Add to that, to compound the problem, that as per many things, middle management (and upper management too) tends to be a tad, how shall we say...... overborne ! and you have a recipe for people to take the micky and slide on by doing as little as possible.
Sounds like the bonus thing wasn't really that even handed either, no surprise there..... although i would add.... whats a f'king bonus ??
I still think a RM job is actually quite well paid and with reasonable benefits and protections, pension... nobodies is any good these days compared to old ones, mine certainly isn't. Add to that the abundance of overtime and you can be on a nice little earner, certainly if your in management it seems.
those overtime hours available you'd have thought it would fall to middle management to ensure a fair allocation is available to all, but i doubt that happens!
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