Day 134 - 13 Jun 95 - Page 05
1 Earnings Survey, particularly, but you may think that you
2 would serve yourself just as well waiting until you have
3 had time to digest anything in that New Earnings Survey or
4 a later one, be it the 1989 or 1990 one, for instance, on
5 the basis that you can be pretty confident that since
6 McDonald's have put in figures from that, assuming that
7 I am entitled to consider them, you can put in figures, any
8 other figures, from there or figures from any later
9 surveys, New Earnings Surveys, if you choose, without any
10 comment from Mr. Rampton, including, if you chose, things
11 like average manual earnings were across the board, not
12 just restricted to catering, if you thought you could make
13 some comment useful to your case based on that.
14
15 So I do suggest you restrict your cross-examination of
16 Ms. Mead to things she can really speak to from her own
17 experience, and I suggest that you can do that without
18 losing anything in this case.
19
20 Cross-examined by the Defendants, continued.
21
22 MS. STEEL: You have had responsibility for personnel areas for
23 a considerable time now, have you not?
24 A. Yes.
25
26 Q. What kind of records are kept on crew at the stores?
27 A. In what sort of areas, when you say "records"?
28
29 Q. Is there like a file for each crew member?
30 A. Yes, there is for each current employee, yes, that is
31 right.
32
33 Q. What information would be kept within that file?
34 A. That would contain the application form, the letter of
35 employment. It would contain with regard to the training
36 area certain ongoing pieces of information which would not
37 necessarily be retained forever. They would be things that
38 were the up-to-date information about observation check
39 lists and the tests and so on; a variety of those things,
40 the performance reviews, any disciplinary warnings, any
41 other perhaps relevant things like letters and so on that
42 they might have written to the Manager or vice versa.
43
44 Q. Right.
45 A. From recollection, that sort of covers it, I think.
46
47 Q. When they leave do you add to that the reasons for their
48 leaving?
49 A. There is a section inside the application form where
50 the reasons for leaving is recorded and the date and so on.
51
52 Q. When a person has left what happens to those records?
53 A. What usually happens is that the principal information
54 like the application form and the letter and, well, the
55 disciplinary warnings would remain as well, and any other
56 sort of things relating to the disciplinary action would be
57 retained. The rest of the information would then be
58 discarded and the files would be retained somewhere. Now,
59 because we have differing sizes of restaurants and so on,
60 where they are retained does differ.
