They just want positive reviews- a discriminatory member of staff- bias from HR-the great cover-up by a senior employee - Customer First Adviser Shell Energy Retail Employee Review

Initially, everything was going well and the training was fantastic. The 4 members of Staff were amazing and they let me perform my prayers during the 4 of 5 week training period. However, my group was meant to be given full 5 weeks of training, as that was part of the scheduled training programme. But we were only given 4 weeks of training. Whilst the other group were given full 5 weeks and my group was told by the discriminatory member of staff 'that you don't need training' not only is this a clear deviation from the required training programme but also preventing one to carry out their role adequately. Even though, a Senior Member of Staff, he clearly said to my group that 'you all still have 1 final week of training which is on the floor' We were told by the discriminatory member of staff that 'help' will be given by the floor walkers, but it was my group who had to walk the floor to get our customer queries resolved. The female floorwalkers were always helpful but the male floorwalkers were lazy and laid back. However, when the time for prayer commenced, the discriminatory member of staff prevented me from going to my prayers and stated that 'you can't go mate, regardless'. Even though I explained to him that, previously I've been permitted to go for my prayers by the other 4 members of staff. Therefore, I don't understand what's his problem? He responded that 'the rules here are different (even though it's still the same company) we can't have the entire row of people (pointing at the row in front) go for prayers'. I responded that the likelihood of that row going for prayers is very unlikely due to most being non-Muslim. I raised a grievance with HR but it was sugar coated by an obnoxious member of staff from HR as an 'issue of miscommunication' rather than religious discrimination. (The member of staff from HR wasn't impartial, if he was, it would've resulted in him acting contrary to his contract, which requires one to 'act in the best interest of the Company' regardless of anything else.) However, thereafter, I was permitted to go for my prayers, but 20 days before my probationary review meeting, I was told by the discriminatory member of staff that my probation is going to be extended. (Even though I was above target for my stats and I was never absent, as well as providing him with 21 customer accounts, whereby customers said that I've been helpful.) I spoke to a senior member of staff and he advised that 'it's your manager's job to gear you towards passing your probation and not failing it. Also, he needs a legitimate reason to extend your probation, not an illegitimate one.' Thereafter, I was constantly being micromanaged and having unnecessary 'coaching sessions' where the discriminatory team manager was using it as an opportunity to bully and harass me. I raised a grievance with HR but it was disregarded by a member of staff from HR and he told me that (the discriminatory member of staff) 'is a professional who wouldn't do that'. Not only is the above response inadequate, it doesn't negate the discriminatory member of staff's inappropriate behavior, nor does it justify extending my probation, 20 days before my probation review meeting. But I came to realise that the points raised in the grievance, were mentioned to the discriminatory member of staff via chat, by a member of staff from HR and those were the points that the discriminatory member of staff was now 'coincidentally' trying to now focus on so he can save himself. Eg I was told by the discriminatory member of staff that he'll give me coaching for Nelly questions. But I wasn't given a single coaching session and when I raised it with him he ignored it and when I raised a grievance about it, he stated that 'his password wasn't working and that's why he couldn't have the session'. I spoke to a Senior Member of Staff but she was not being impartial and was protecting the discriminatory member of staffs behaviour, as she was dependant on his team's stats. Therefore, she let me 'resign with immediate effect' at my 'discretion without force' so everything could be covered up by her. She said that 'she'll look into my concerns and it'll have no bearing on my reference' We left the room and she decided to converse with me about resigning, so the people on the 'floor' cannot know why I'm actually leaving (Religious discrimination, bullying attitude, an extension of my probation 20 days before review meeting) She didn't have the decency to walk me from my desk to out of the building, as she didn't want others to see or know about the true nature of her cover-up. Also, rather than discipline the discriminatory member of staff, she promoted him to a different department so a lid is placed on everything. Lastly, another team member within my team, she left before me and I don't blame her, as I can see why she left. Pros: -was never discriminated by the 4 members of staff during training -was permitted to perform my prayers -met good people throughout -helpful floorwalkers (some, not all) -others from HR are generally helpful and approachable