Sexual discrimination/equal pay issue

1984ReturnsForReal_2

bendix wrote: »

Pete

i before e, except after c.

FACT

Now thats advice....

woody01

Pete111 wrote: »

Woody you are quite a peice of work

FACT.

PETE111
You cannot even spell simple words.

FACT.

Pete111

Touche'

:T


My faux pas aside Woody, what gives? Are you having a bad day/week/life?

Academic

woody01 wrote: »

They are not views.
They are facts.

officious: unnecessarily or obtrusively ready to offer advice.
dogmatic: 1 a. (of a statement, opinion, etc.) forcibly asserted as if authoritative and unchallengeable. b. (of a person) prone to making such statements.

astrid35

If the other employee does not hold a 3rd level qualification and it was one of the essential criteria for the position then he shouldn't even have been offered the job!!! That may however not have an impact on your case. It will however help that he does not have a qualification which your wife does have.

I would advise you to keep a log book (if you're not already) detailing the dates and format of any of the information given/interaction (both written and verbal) with management. Make sure to take notes during telephone conversations. This will help you build up a bank of evidence.

Another thing to consider is performance reviews/appraisals. Are any pay increases related to performance? Although I think you mentioned earlier that she had a good performance appraisal and that his starting salary was greater than hers so this may be irrelevant.

I think it is definitely worth pursuing. I think I have read about a case similar to this recently - will have a look to see if I can dig it out

hedger

astrid35 wrote: »

If the other employee does not hold a 3rd level qualification and it was one of the essential criteria for the position then he shouldn't even have been offered the job!!! That may however not have an impact on your case. It will however help that he does not have a qualification which your wife does have.

I would advise you to keep a log book (if you're not already) detailing the dates and format of any of the information given/interaction (both written and verbal) with management. Make sure to take notes during telephone conversations. This will help you build up a bank of evidence.

Another thing to consider is performance reviews/appraisals. Are any pay increases related to performance? Although I think you mentioned earlier that she had a good performance appraisal and that his starting salary was greater than hers so this may be irrelevant.

I think it is definitely worth pursuing. I think I have read about a case similar to this recently - will have a look to see if I can dig it out

thanks Astrid - yes my wife has meticuously kept a note of everything in a diary and has detailed emails.

she has a meeting on monday with the director to discuss her concerns at the assessments for redundancy. when she sent the meeting request she highlighted her concerns and explained who she feels should be assessing her but the director hasnt (and will not) reply in writing - he simply sent a seperate email confriming he will meet her. we've no doubt on monday the director will say things that are incorrect and he is forever contradicting himself on issues
would anyone know what the best way would be of recording the meeting on monday? the Eq Comm suggests taking minutes and then getting the director to sign them at the end - i think this might be a bit problematic/confrontational. any advice would be welcome

woody01

Academic wrote: »

officious: unnecessarily or obtrusively ready to offer advice.
dogmatic: 1 a. (of a statement, opinion, etc.) forcibly asserted as if authoritative and unchallengeable. b. (of a person) prone to making such statements.

You can use a dictionary
Not quite as stupid as you first appear to be :T

hedger

woody01 wrote: »

You can use a dictionary
Not quite as stupid as you first appear to be :T

have you any advice woody on my query instead of childish posts :rolleyes:

bendix

Advice on what, hedger? You asked for advice on recording a meeting, and the people have already told you what to do? What else do you need?

It's a bit late to be worrying about being confrontational now.

I personally don't think you have a case and it seems your wife is walking headfirst into a redundancy situation with you egging her on, but I wish you well. It's obviously troubling you.

But now you've embarked on this course, you have to follow through and not be timid about taking meeting notes.

hedger

bendix wrote: »

Advice on what, hedger? You asked for advice on recording a meeting, and the people have already told you what to do? What else do you need?

It's a bit late to be worrying about being confrontational now.

I personally don't think you have a case and it seems your wife is walking headfirst into a redundancy situation with you egging her on, but I wish you well. It's obviously troubling you.

But now you've embarked on this course, you have to follow through and not be timid about taking meeting notes.

ah my old helpful friend bendix. thanks for your advice