is it whistleblowing or wage theft ?

[amiwrong]

hi to all i (used to.) repair shipping containers on an hourly 40 hours a week at uk national minimum wage contract
the repairs are also measured in hours but each container has an individual time related to the damage
so can my employer say i must process 80 hours of repair in my 40 hours ?
the company say we expect 2 repair hours in 1 physical hour as repair times arent real time ?
so i lodged a grievance....and was dismissed 2 days later

i worked there for a year
not had final paperwork but letter stated ; productivity failing to wear ppe and messy work area
standard uk hourly contract
i am not in a union
and my workplace does have hr dept.
thanks

[echat11]

Hi AMIWRONG

Welcome to LB

How long did you work there?

What reason did they give for dismissing you?

Have you got a written contract?

Are you in a UNION?

Has your place of work got a HR Department?

[ULA]

We will need all the questions asked by echat11 to be able to help further.

[amiwrong]

Hi AMIWRONG

Welcome to LB

How long did you work there?

What reason did they give for dismissing you?

Have you got a written contract?

Are you in a UNION?

Has your place of work got a HR Department?

thanks edited to add info

[ULA]

Unfortunately with less than 2 years service you can be dismissed "fairly" unless you believe you were dismissed because of a protected characteristic.

Also would like to understand the title of your thread "is it whistleblowing or wage theft" why do you think either of these may apply?

[amiwrong]

Unfortunately with less than 2 years service you can be dismissed "fairly" unless you believe you were dismissed because of a protected characteristic.

Also would like to understand the title of your thread "is it whistleblowing or wage theft" why do you think either of these may apply?

because the time is real time to repair, so when i do 80 hours they charge customer 80 hours labour at their rate upto £30 an hour then pay me 40 so profiting on hourly rate AND number of repair hours ! so isnt working twice as fast exploitation ?
also i process 80 hours in 40 but they still charge customer for 80 hours
i am not on an output based contract if i was there would be a fair and agreed work rate and policy which i would of had to agree to like i agree two hours is one hours work so incorrect accounting
forcing the safe and fair work rate issued to my company by their client to double to 80

[amiwrong]

so i process 80 hours of repair which are provided and invoiced to customer but my company pays me for 40 hours so its like they profit on my hourly rate then say we want 80 repair hours minimum so they get upto £30 for each of the 80 hours and pay me £10.44 for 40 hours
so exploitation or false accounting
also was asking verbally for weeks to do a grievance but when i got sick of being told 2 hours is one hour so not appropriate for a meeting i emailed asking for a formal grievance which they acknowledged but before i left that day tuesday they handed me a letter for todays annual review thursday and i was dismissed

[ULA]

If you are being paid the minimum wage or above, which you are, then it is neither exploitation nor false accounting. You are being paid a salary to carry out repairs and they are then charging the customer a labour rate for the work carried out for which they are making a profit, however part of this will be to cover all the related costs of running a business.

Yes you could argue whether or not you were being paid the correct salary for the skills / experience you had but you accepted the job on that rate of pay.

In respect of what you may think is the "whistleblowing" is is not. I appreciate that you were trying to raise a grievance and you maybe feel this was related to your dismissal, however unfortunately it still goes back to my earlier post and your length of service. You can be dismissed "fairly" unless you believe you were dismissed because of a protected characteristic.

[amiwrong]

so what gives my employer the legal right to double real time ?

[ULA]

The ex-employer set you a target of what they expected you to achieve in your working week for the number of repairs, which they are entitled to do.
Many industries and many companies set performance targets for their staff.