Day 125 - 12 May 95 - Page 23
1 that and what Mr. Beavers is talking about is the actual
2 practice as opposed to the strict contractual or statutory
3 rights.
4
5 MS. STEEL: Basically, would you accept then that the crew
6 members do not have any guaranteed employment rights?
7 A. They have no guaranteed employment rights. They do not
8 have guaranteed employment or guaranteed conditions of
9 employment.
10
11 MR. JUSTICE BELL: Why do you not leave the manual because it
12 really is not productive while you read pages. I know you
13 have read them before in the course of -----
14
15 MS. STEEL: I have pages highlighted; it is just that -----
16
17 MR. JUSTICE BELL: -- or while you think about what to ask. If
18 need be, you can take part of the mid-day adjournment and
19 write in the margin where you have highlighted matters what
20 it was you wanted to ask on it. But I think we should try
21 to press on without too many gaps. If Mr. Morris has more
22 questions to ask, he could proceed with his.
23
24 MS. STEEL: Right. (To the witness): The performance reviews
25 that lead to wage increases, or can possibly lead to wage
26 increases, you said they are twice a year, yes? I think it
27 is in here anyway. That is right, is it not?
28 A. At least twice a year. That is all a part of the
29 communication process. As you can see, you have been
30 leafing through the manual. The personnel section of the
31 manual is fairly lengthy, extensive. I think that, you
32 know, amplifies the points that I made earlier about the
33 importance that we -- the importance of the crew, the
34 importance of the relationship between management and
35 crew.
36
37 We take our business very, very seriously and I would say
38 this area is most important. A satisfied employee equals a
39 satisfied customer. So, it is extremely important that the
40 level of communication -- that there is a good level of
41 communication that exists between management and crew, that
42 it is ongoing, that it is not only formal in a case of a
43 performance review, but it is also formal and frequent, so
44 that the employee knows where he or she stands; the
45 employee can give constructive input, criticism, to
46 management on how the restaurant can be managed better, can
47 be run better. All of that is -----
48
49 MR. JUSTICE BELL: I think you have gone a long way beyond the
50 scope of the question, if I may say so.
51
52 MS. STEEL: On bundle page 115, which is internal page 509, this
53 is all about performance and wage reviews. In the first
54 column in the middle of the paragraph of the purpose of
55 performance reviews: "Performance reviews summarise where
56 an employee stands and provides the basis for wage
57 increases." Then when to do them in the next column, the
58 last sentence: "McOpCo policy includes two performance
59 wage reviews per year based on hire date". So, you would
60 accept that it is at least twice a year, not more
