Day 120 - 03 May 95 - Page 49
1
2 MR. JUSTICE BELL: Page 154?
3 A. Yes -- oh, no -- yes.
4
5 MR. MORRIS: If we just note that in the fourth complete
6 paragraph down: "Your store Manager will review your
7 performance of the job regularly" ---
8 A. Yes.
9
10 Q. -- "and your wages are based on your performance
11 evaluation" ---
12 A. Yes.
13
14 Q. -- "Wage increases are considered", note the word
15 "considered", "every six months".
16 A. Yes.
17
18 Q. So, that is worse conditions there than in the U.K., is it
19 not?
20 A. No. Different. It may appear bigger increases.
21
22 Q. We can debate that another time. I wanted to know while we
23 had that open. OK. You can put that away now. Thank
24 you.
25 A. Thank you.
26
27 Q. Just a few questions going back to pay-related matters:
28 You said you had reports about stores being slow to do
29 their performance reviews, is that correct, you said that
30 to Mr. Rampton?
31 A. It has happened, yes.
32
33 Q. How did you hear about those circumstances?
34 A. Personnel audits.
35
36 Q. Sorry?
37 A. Personnel audits.
38
39 Q. When these kind of matters come to light during personnel
40 audits, is that information gathered and stored so that a
41 report can be made to you, when you were Head of
42 Personnel ---
43 A. Yes.
44
45 Q. -- or is it just a question of someone brings it up and has
46 a chat with you?
47 A. No, personnel audits are a record of an official visit
48 to the store by the Personnel Field Officer. They look at
49 various aspects of personnel responsibility and the store
50 gets marked on it.
51
52 Q. How long do you keep that information for or is that kept
53 for all time?
54 A. No.
55
56 Q. The report on the stores functioning for a year, is it not?
57 A. Yes.
58
59 Q. So how long would it be kept for?
60 A. I cannot be absolutely sure about this, but I would
