Good employers list

#1
The revalation on the other thread about employers that Comet have a policy of supporting Reservists and give extra time off has given me an idea ...

Could we use arrse to build up a list of "good" employers? (Mods, can you make this a sticky thread, of is there some other way of showing a list?) Wouldn't this be helpful to fellow arrsers who work for these employers but don't know the rules - or are looking for a job?

As well as Comet, I've heard that BT, BAe and most government departments are pretty good but there must be others (hopefully?!)

Perhaps two yes/no questions - Does the company have a written policy of support? Does it give extra time off (paid or unpad) for training?
 
#2
Can I suggest an additional question - is there evidence of this policy actually being followed and supported for individuals?

(My organisation supports TA, but my boss is a git who does his best to get in the way)
 
#4
bazzinho said:
Can I suggest an additional question - is there evidence of this policy actually being followed and supported for individuals?

(My organisation supports TA, but my boss is a git who does his best to get in the way)
Although now a defunct organisation , I found safeway to be a pain in the arrse trying to organise time off. Ofiicially they gave me a weeks unpaid leave , but trying to book it off utter nightmare. They also tried to force me to work weekends only, which was a bit of a problem considering that the majority of the training occured at weekends, therefore any weekend I wanted off would be a weeks hoilday down the drain (total holiday allocation was 4 weeks paid and the 1 week unpaid, therefore only 5 weekends per year and no chance of annual camp or any gucci courses). After 3 years of this I quit and stuck my name down for every course under the sun. The end result being im better off financially and now want to go regular.


(it would be interesting to hear from other ex safeway staff, when telic1 kicked off there was a guy in a safeway the other side of town who was mobilised , but safeway tried their hardest to keep him back, he had to go eventually due to certain specialised training he had recieved when he worked on the railways).
 
#5
The firm I work for grant 2 weeks leave at half pay to cover Camp and are quite understanding when I've returned from Camp late due to flight problems (on two occasions this has involved an extra week absence). They lost out financially when I was mobilised (at short notice) but don't seem to bear a lasting grudge.

I'm in a Specialist Unit, so don't make many demands on time off or early finishes for other training. An Independent in the same department seems to manage with his commitments without grief from the bosses.

There is a written policy statement that initially was only presented if you specifically asked for it (i.e. you had to know in advance that it existed), but now has been incorporated in the T&C.

Regretfully, I can't name the firm as it has quite a small staff and PERSEC would go out the window.
 
#7
bazzinho said:
Can I suggest an additional question - is there evidence of this policy actually being followed and supported for individuals?

(My organisation supports TA, but my boss is a git who does his best to get in the way)
I'd second that request, there is a world of difference between the boardroom level "Reserves are jolly good" chat at a SABRE reception and the pressured middle manager who loses someone and is still expected to deliver the same results.

My experience was with a rather large UK aerospace and defence firm who I declined to return to as my future there looked decidedly ropy as a result of mobilisation.

That said, my current employers are great and give me a week free.
 
#8
My previous employer, Sembcorps Utilities, were excellent in this area and did provide 1 week extra paid leave for duties "in the national interest" - Sembcorps are a Malaysian company but they have a large industrial concern on Teesside, all of ICI's old assets.
 
#9
One_of_the_strange said:
bazzinho said:
Can I suggest an additional question - is there evidence of this policy actually being followed and supported for individuals?

(My organisation supports TA, but my boss is a git who does his best to get in the way)
I'd second that request, there is a world of difference between the boardroom level "Reserves are jolly good" chat at a SABRE reception and the pressured middle manager who loses someone and is still expected to deliver the same results.

My experience was with a rather large UK aerospace and defence firm who I declined to return to as my future there looked decidedly ropy as a result of mobilisation.

That said, my current employers are great and give me a week free.

Like OOTS and bazzinho, I would ask for some form of reality check, as OOTS points out there is often a gulf of difference between boardroom and ops. I had a conversation with a rep of Sabre after TELIC 1, and made the same observation and suggested that Sabre publish their' "Friendly Employer" list on their' site - it took a bit of discussion for him to comprehend why TA soldiers would find this useful - Three years on, I note that Sabre's happy stories and employer support pages only paint a very limited picture. Being that MOD has no problem in contacting TA / Reservist employers, with or without the soldier's knowledge, surely they've already built a list of TA unfriendly employers that they know of.
 
#10
ABrighter2006 said:
Like OOTS and bazzinho, I would ask for some form of reality check, as OOTS points out there is often a gulf of difference between boardroom and ops. I had a conversation with a rep of Sabre after TELIC 1, and made the same observation and suggested that Sabre publish their' "Friendly Employer" list on their' site - it took a bit of discussion for him to comprehend why TA soldiers would find this useful - Three years on, I note that Sabre's happy stories and employer support pages only paint a very limited picture. Being that MOD has no problem in contacting TA / Reservist employers, with or without the soldier's knowledge, surely they've already built a list of TA unfriendly employers that they know of.
But what purpose would this realistically serve? Name and shame? Discriminate against them in awards of public contracts? It would be entering a legal minefield.

Perhaps the introduction of a Territorial Discrimination Bill, with the upshot that employers have to fill a minimum quota, would have an effect, with the result that standardisation of T&C would be an essential progression. Would do wonders for recruiting, as well. ;)
 
#11
ABrighter2006 said:
Like OOTS and bazzinho, I would ask for some form of reality check, as OOTS points out there is often a gulf of difference between boardroom and ops. I had a conversation with a rep of Sabre after TELIC 1, and made the same observation and suggested that Sabre publish their' "Friendly Employer" list on their' site quote]

I agree, but lets not wait for the MoD/Sabre to slowly grind into action and start an "Arrsers approved" list in the meantime. Also know that there can be a world of difference between a policy and what happens on the ground - but still think it would be valuable to know which employers have a written policy of support (with or without extra time off) in their staff handbook / intranet etc.

We've got a few names already - anyone know about other big employers (eg: the big banks, supermarkets etc?)

COMET
BT
BAE
JEWSONS
LONDON UNDERGROUND
METRONET
SEMCORPS UTILITIES
 
#12
I would like to add Health Trusts (Northern Ireland) to that list; I get 10 days paid special leave (5 days per leave period) to cover any training. In effect, it means I can do an annual camp and a course in the training year. I have to make up the second week with annual leave or unpaid leave, but that's no drama.
 
#13
My previous employer was excellent. 10 Days Special Paid leave for camp. Not only did they support me and give me no hassle about being deployed they also paid me and let my wife have use of the company car for the whole of my mobilisation. Therefore I suggest you add Coca Cola Enterprises to your list. I thank you
 
#16
putteesinmyhands said:
ABrighter2006 said:
Like OOTS and bazzinho, I would ask for some form of reality check, as OOTS points out there is often a gulf of difference between boardroom and ops. I had a conversation with a rep of Sabre after TELIC 1, and made the same observation and suggested that Sabre publish their' "Friendly Employer" list on their' site - it took a bit of discussion for him to comprehend why TA soldiers would find this useful - Three years on, I note that Sabre's happy stories and employer support pages only paint a very limited picture. Being that MOD has no problem in contacting TA / Reservist employers, with or without the soldier's knowledge, surely they've already built a list of TA unfriendly employers that they know of.
But what purpose would this realistically serve? Name and shame? Discriminate against them in awards of public contracts? It would be entering a legal minefield.

Perhaps the introduction of a Territorial Discrimination Bill, with the upshot that employers have to fill a minimum quota, would have an effect, with the result that standardisation of T&C would be an essential progression. Would do wonders for recruiting, as well. ;)
You've hit the nail on the head puttees. This is exactly what MOD / Sabre were stating as far back as 1994, prior to RFA96 being introduced. I understand that it would be also a legal mindfield, it might however focus some employers who "support TA" around the top table, to reign in the middle management layer who in practice don't. I wouldn't expect it to happen in a million years, but there again, I wasn't the senior bod from Sabre, who stood up in front of 30 or so TA soldiers and offered this carrot as a plus point to RFA96.

I agree that a TA Descrimination Bill in the form you state, would advantage TA soldiers, but you enter the same minefield - and as already discussed on this board, there are more ways to discriminate than, "you're in the TA, therefore I'm not employing you". Given this government's track record of new legislation over the last nine years, I wouldn't be too confident in their ability to make this work anyway. To introduce such lesgislation would however indicate HMG's support and appreciation of the TA and their' employers - which again doesn't seem to square with the "disposable asset" approach over the last three years.

Apologies if this appears like baiting, it's not meant to be and it's good that the discussion is takes place here.
 
#17
When I worked for the AA many moons ago they had there own provost coy not sure that this is the case now, but at the time they gave 2 weeks extra paid leave in addition to your annual holiday entitlement to attend annual camp etc.. Can someone still verify if this is still the case?
 
#18
Yes i work for BT and have never had any issues on attending courses, camps and mobilisation. There was a poster out about 6 yrs ago of all the companies that support the TA and Reserves it was quite informative...........
 
#19
I used to work for Linklaters, a law firm in the City (turnover £1 billion, so pretty big and so perhaps could provide such generosity more easily than others). They were great when I got called up for TELIC 1:

a. topped up my Army salary to City lawyer level
b. maintained my death-in-service benefits so that Mrs Evil would have been quids in had Johnny Ay-rab zapped me
c. maintained critical illness benefits had I come back mangled rather than dead
d. kept Mrs Evil in private health plan and also said Mini-Evil (in larval form at the time) would be signed up to it on arrival, too
e. got me to write an article on my adventures for the intranet newsletter on my return, which got me a wave of heart-warming plaudits from the bods in the New York office
f. ignored my absence for career progression and salary purposes

I hear from those still in that they've kept this level of support up for others.

They give an extra week's leave (unpaid, though) expressly for the Reserve Forces and taking time off for annual camp was never a problem.

Brilliant work, especially for a bunch of lawyers. Bravo.
 
#20
Ive worked for a few different rail companies, all of them gave me no trouble at all with time off, my current ones the best, 10 days reserve forces leave on full pay, I know someone who works for the M.O.D as a civvy, he reckons he can have off up to 40 days a year paid leave, is he having a laugh or can anyone confirm this?
 

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