{"product_id":"vragen-54433-beste-ik-ben-werkzaam-bij-een-grote-supermarktketen-ik-heb-hier-een-leidinggevende-functie-namelij","title":"Legal Assistance for Workplace Conflicts - Legal Aid Seekers","description":"\u003ch4\u003e Questioner\u003c\/h4\u003e\n\n Dear,\n\n I work for a large supermarket chain, I have a managerial position, namely assistant store manager. I have a permanent contract.  \nLast week there was an incident in the store with a customer who lost his wallet. The store was asked to view the footage of this (this must always be done by the area manager and a board member). After viewing the footage I had to come to the office to account for it. This was separate from the customer's story, but the footage showed that I was regularly in the office and did not perform any work for the company. After a discussion between the area manager and me, who indicated that it was at 9 o'clock last week (he had looked into this he told me) where I was working but did not perform any work according to him, I was asked how to resolve this. I was overwhelmed and shocked, it is true that I am sometimes in the office and do not always perform work, but that this had been 9 hours in a week is impossible. Due to the shock I confirmed this and indicated that I wanted to compensate for these hours, after which I was given a piece of paper with a declaration that I had to sign. I was also asked to indicate how many hours I thought it would have been in the period February-March. To prevent further consequences I stated 9 hours each week. This is completely incorrect, I tried to indicate that I also cannot always take my break and that I sometimes try to compensate for that by sitting in the office. After signing the statement I was told that I had been suspended, with retention of pay. The reason that I had been paid but had not performed any work in this. He called it a form of theft. I could go home and would receive a telephone call to be able to come for a discussion about the further course of events. \nThat phone call came this morning, where I was told to come to the branch. Here followed a conversation with the regional manager and HR manager and I was eventually told that the company no longer saw the cooperation in the future, they had lost confidence. But they wanted to handle it well and I was offered a settlement agreement, but I have not signed it yet, because I want to have an expert look at it first.\n I find the course of events and the sanction very severe, I realize that I was indeed in the office without doing any work but certainly not as long as indicated. It is also guesswork from the company since the images are not kept for long at all, that it concerns a longer period.\n Is it normal practice for an employee to be monitored by means of CCTV footage? After all, this footage is only there for the safety of customers and staff. \nDoes such a settlement agreement always have to be signed, I do not want to lose my job, I like working there. I have always received good to very good performance reviews, 2 weeks ago the regional manager even asked me if I would not apply for a higher position, he thought this was a great fit for me.\n\n\u003ch4\u003e Lawyer\u003c\/h4\u003e\n\n Although you always have a cooling-off period after signing a termination agreement, I strongly advise you not to sign the agreement without consulting an expert. Moreover, it is indeed very questionable whether your employer has sufficient reasons to say goodbye to you, but you must always weigh that against the question of whether you still want to continue working there, after everything that is happening now. If desired, I can help you make your decisions. In that case, you can make an appointment by contacting me directly.\n\n","brand":"Rechtswinkel.nl","offers":[{"title":"Default Title","offer_id":55005960012125,"sku":"","price":0.0,"currency_code":"EUR","in_stock":true}],"url":"https:\/\/www.rechtswinkel.nl\/en\/products\/vragen-54433-beste-ik-ben-werkzaam-bij-een-grote-supermarktketen-ik-heb-hier-een-leidinggevende-functie-namelij","provider":"Rechtswinkel.nl","version":"1.0","type":"link"}