Sexual discrimination/equal pay issue

hedger

1984ReturnsForReal wrote: »

What do you expect?

Thanks exactly what would of happened in 95% of cases..

Yes we are not daft, hence our background work and recording of meetings/information. they probably (in fact I would bet on it) have decided who is going prior to assessments bein done but you think we should just accept it if it is unfair or a good assessment for her is not bein considered? Im afraid not

1984ReturnsForReal_2

hedger wrote: »

Yes we are not daft, hence our background work and recording of meetings/information. they probably (in fact I would bet on it) have decided who is going prior to assessments bein done but you think we should just accept it if it is unfair or a good assessment for her is not bein considered? Im afraid not

Its not just "they". In nearly all cases the decision is made prior to redundancies even being annouced. Nothing special in your case. Totally illegal BUT extremely common indeed & ALSO you will never see any evidence of it.

By the way, I can add up. Its a speciality of mine.

Equal pay & sexual discrimination case = less money to fork out if redundant.

Anyways best of luck.

The only decision you need to make right now is which angle you are going to fight it on. Redundancy or Pay?
You cant have it both ways.

bendix

hedger wrote: »

totally correct Pete. People on here are putting 2 and 2 together and gettin 9. the pay has been an underlying issue stretching back months since she queried it and is now bein used as a way of gettin rid of my wife. she has yet to put her equal pay letter in (that can be done anytime) and atm is only querying the redundancy selection criteria and who will be carrying it out - she is not running about like some mad woman causing trouble as some seem to think on here! she is asking appropriate questions that affect her future and is gettin nowhere. the director has been caught telling lie after lie (to HRs concern who found out yday) and creating the situation where he can get rid of her - it is hard to explain on here how he is but trust me that is a fact

It is not here that is being made redundant . . it is the role. Sadly she is attached to it.

If they are choosing to make roles redundant and she is 'at risk' then it must be as a result of them having too many people doing the same role. If that is the case, then all those in the same role will be at risk also, and management can use any number of reasonable criteria to decide who goes. Your wife costs less than other people doing the same role. Perhaps that is because they value her contribution less. If so, that is likely to be part of the equation. Similarly, attitude, commitment to the company etc etc will also come into play.

Foot. Shooting. Oneself . . .. . make a sentence using those words.

LinasPilibaitisisbatman

There are appropiate times to raise pay queries. These are at annual appraisals and so on. At a time when the company is cutting costs and in trouble the last thing you should do is raise up queries about pay etc that you have ignored for several years and generally claim people are out to get her.

Why didnt she raise the pay at previous years appraisals etc if she was underpaid?

hedger

my wife heard on friday from a very good source within the company that she is gettin made redundant 2moro (as we knew all along). shes the only one goin form the H&S dept. she has put her equal pay letter into HR as well as a grievance on how the selection process has been handled. obviously she will be appealing the decision

LinasPilibaitisisbatman

hedger wrote: »

my wife heard on friday from a very good source within the company that she is gettin made redundant 2moro (as we knew all along). shes the only one goin form the H&S dept. she has put her equal pay letter into HR as well as a grievance on how the selection process has been handled. obviously she will be appealing the decision

Care to explain the selection process and how it deserves a grievance?

Also is your wife considering the hassle she is creating for all her sources? No one likes the one who takes the office gossip then turns round and uses it to make complaints etc

As for the equal pay claim - read this thread to see were that is doomed.

Frankly it sounds entirely fair pay, and entirely fair your wife is being made redundant and she has to take the blame for her poorly timed complaints.

You have still not explained why your wife never raised her pay in her countless appraisals if it wasnt reasonable?

bendix

That the company wants to make redundant the lowest paid person in that role speaks volumes in itself.

LinasPilibaitisisbatman

bendix wrote: »

That the company wants to make redundant the lowest paid person in that role speaks volumes in itself.

Not really if there the least qualified. It may well be her skills/workload is easier to transfer to others than those paid more or more qualified.

hedger

bendix wrote: »

That the company wants to make redundant the lowest paid person in that role speaks volumes in itself.

what an idiotic thing to say but not surprised comin from u tbh

bendix

hedger wrote: »

what an idiotic thing to say but not surprised comin from u tbh

Why is it idiotic? It's a fact.

You complain she is underpaid for the role, then she gets canned. If she was doing the same job as well as her peers, it would make more sense for the company to get rid of other higher paid people.

Ergo, even on a lower salary she's perceived as being dispensible, and they'd rather keep the higher paid people.

It's not good when people lose their jobs but - tbh - it's hard to feel empathy in this case.