How long is reasonable to wait for payrise/new contract?

iheartbristol

Hi Everyone

I tried to google this question but couldn't quite find the right scenario.

I was asked to do the job of someone who'd resigned and I told my supervisor that I would consider it once I was shown a new contract with a new job description and a new salary - that was three weeks ago.

No contract has appeared, the person has now left and now I've found myself doing the job for the last 2 days, which on my current payrate is a joke, with no contract. I've made it clear I'm still waiting for this contract.

Under normal circumstances I would just refuse to do the job until I've agreed to the terms and signed a contract. However if it's not done then the entire office would ground to a halt and the customer would be up in arms and demanding heads. I can't do that to my colleagues (who are under different management to me).

So how long do I tolerate my current position before I start demanding heads of my own?

InsideInsurance

What was agreed when you stepped up to fill the role?

Have you spoken to your line manager to find out whats happening?

staffie1

Where I work you have to do as you're told. Start refusing to do things, and it's not long before you're out on your ear.
Perhaps your employer wants to see how you perform in this new role before deciding on appropriate remuneration..?

HeadAboveWater

I'm assuming you sorta just stepped into the role when your colleague left, without being officially told to 'start'... I know where you're coming from on that one :P

You've made it clear you need a new contract/pay etc for the role they asked you to do, when they asked you. They can't say they didn't know. You've asked again for a contract, yet still no sign of it.

I say go to your supervisors line manager, or HR, and explain that it needs sorted asap, and your supervisor hasn't done anything about it. It's for your own good and you gotta look after number one at work.

BTW, are you still doing your own job AS WELL as your colleagues job??

marybelle01

Looking after number 1 also consists of not getting disciplined or sacked for refusing to carry out a reasonable instruction. Neither your supervisor nor anyone else said you'd get a new job description, nor a payrise - and there is no entitlment to either. I would suggest a slightly more cautious approach which consist of asking - not telling or demanding. Starting with asking whether the job is yours - the work might be but there's no evidence the job is.

iheartbristol

thanks everyone for your help so far.

The new role is a combination of working grunt AND production coordinator - my official current/previous role was just as a working grunt. So I'm kind of doing my old job and then the new job in combination - other 'grunts' are still doing the work too.

The original plan was that I'd have signed a contract before my colleague left. I know that my supervisor and line manager are on the case, so the problem is higher up. My supervisor has sympathy and is bugging my line manager to keep bugging their boss (neither my line manager nor their boss are in my building).

staffie1 you make a good point about doing what you're told, thats the assumption that I'm running under. They're not waiting to see if I can do the job before I officially take it on and get paid for it, they know full well I can do it (have provided flawless holiday cover for it many times). I have just been told by my supervisor that they're on the case.

I know that HR would be the first to try and help me, but there are also consequences when you get HR involved and I'm loathed to start making enemies.

I'm starting to think that HR is my only option at this stage, but as I refuse to cause more problems by bringing them into this, I'm cutting off my nose to spite my face and might just have to cope with the situation until it's sorted or I'm prepared to bring HR into it.

iheartbristol

kathy_virginvie wrote: »

I'm assuming you sorta just stepped into the role when your colleague left, without being officially told to 'start'... I know where you're coming from on that one :P

Yep, exactly that. I would be opening a MASSIVE can of worms by refusing to do it (even though I don't technically HAVE to do it). However, not refusing to do it I only have myself to blame.

InsideInsurance

You sound as if you are having a reasonable relationship with your line manager so simply ask them what is causing the holdup? They should be fairly candid with you in most cases.

I've had the mirror happen, so I was the line manager and it was one of my staff that I wanted to step up but there was a terrible long process to go through to get the role signed off (even if it is a replacement for someone that had left) and then a very painful process to get HR to allow someone to simply be given the role rather than having to advertise it.

In my case it took 3 months to sort out but I was able to get the monies back dated by 2 months for the person in question.

iheartbristol

InsideInsurance wrote: »

You sound as if you are having a reasonable relationship with your line manager so simply ask them what is causing the holdup? They should be fairly candid with you in most cases.

I've had the mirror happen, so I was the line manager and it was one of my staff that I wanted to step up but there was a terrible long process to go through to get the role signed off (even if it is a replacement for someone that had left) and then a very painful process to get HR to allow someone to simply be given the role rather than having to advertise it.

In my case it took 3 months to sort out but I was able to get the monies back dated by 2 months for the person in question.

Back dating pay definitely won't happen. But the rest of what you say makes a lot of sense. Maybe they are having to justify why they aren't advertising the role. It's just plain unfair is all but I'm sure I'm not the only person in this situation.

I'll ask them if they have any idea of how long it might take.

marybelle01 wrote: »

Looking after number 1 also consists of not getting disciplined or sacked for refusing to carry out a reasonable instruction. Neither your supervisor nor anyone else said you'd get a new job description, nor a payrise - and there is no entitlment to either. I would suggest a slightly more cautious approach which consist of asking - not telling or demanding. Starting with asking whether the job is yours - the work might be but there's no evidence the job is.

Thanks for your words of caution.

You could probably argue that at the moment I'm simply being asked to carry out a few extra duties in addition to my current role as detailed in my current contract. I'm aware that by refusing I would be "refusing to carry out a reasonable instruction" which is why, so far, I haven't said no. If my line manager and supervisor didn't want me now doing this job they'd stop me plain and simple. Also I am not demanding a contract, I simply ask them every time I talk to them 'is there any progress with a new contract'. I hope this clears things up?

I can't ask if the job is mine, it was offered to me and I have said I will consider it if the terms are reasonable. I have not assumed that it is mine by starting to do it, there is quite simply no one else that could be doing it and it is essential so I have used some initiative and just got on with it; and shot myself in the foot at the same time.

HeadAboveWater

marybelle01 wrote: »

Looking after number 1 also consists of not getting disciplined or sacked for refusing to carry out a reasonable instruction

Providing it is reasonable, but yes, good point

iheartbristol - If your supervisor etc is 'on the case' at the min, then maybe leave it at that, so long as they're not just fobbing you off. I imagine they would keep you informed as to what's happening. I'd like to think that they're a fair company to work for and will look out for their staff.

Acc72

iheartbristol wrote: »

The original plan was that I'd have signed a contract before my colleague left.

I know that my supervisor and line manager are on the case, so the problem is higher up.


I know that HR would be the first to try and help me,

Just a few comments .....

When you say "plan" - who's plan was this ? - is anything written down (even in e-mail ?) - are the people who can facilitate a pay increase etc. aware of this "plan" ?.

Your supervisor is looking after his own back.
His manager his looking after his own back.
Neither of the above are going to upset their boss in order to get you a pay rise.

HR work on behalf of the company and not you - please do not think that they are your friend.

Sorry for the cynical viewpoint, but I speak from experience.