Displaced from job, advice please

justontime

Thank you for your advice, after lots more phone calls he has finally had a text from someone from the union who has promised to contact him by phone on Monday. It feels like a long time to wait but at least we are moving forward.

Uncertain

justontime wrote: »

Thank you for your advice, after lots more phone calls he has finally had a text from someone from the union who has promised to contact him by phone on Monday. It feels like a long time to wait but at least we are moving forward.

Well I hope they do but Monday is a bank holiday......

justontime

We will wait and see, my husband will be working on Monday, but I hadn't thought about it being a bank holiday. If they haven't called by Tuesday he will have to ring the union again.

Pricivius

Maybe I've missed something but I don't understand what's happened here. I don't know what displaced means and it's not clear how many people are involved or what's happened to them all.

If you are suggesting discrimination, you will need more to go on than the fact that the manager discriminated previously. If you do, then fine, but i can't see it in what has been posted. In addition, HR are usually not supposed to be involved with the decision-making - they are there to ensure procedure is followed. The decision is a business one and is up to the manager tasked with it. HR should only intervene if he breaches policy.

I'm sure the union will help, but please bear the above in mind.

CKhalvashi

In essence, it's going to depend on exactly what the restructuring is for to know what needs doing.

I understand your point on this being highly specialised work, however dishing work out differently is something that most of mine have had to learn to deal with; There are three very distinct departments and an EU/CIS organization with us, so it could be very different.

CK

justontime

Percivius, I explained in #6 that my husband is the only person whose job has changed substantially. There is very clear and well documented evidence of ongoing harassment and bullying, but obviously it is not appropriate to include that level of detail on this forum.

Thank you for your comments, we are aware that there is unlikely to be a good outcome from this, being realistic, it is now a case of damage limitation.

Pricivius

justontime wrote: »

Percivius, I explained in #6 that my husband is the only person whose job has changed substantially. There is very clear and well documented evidence of ongoing harassment and bullying, but obviously it is not appropriate to include that level of detail on this forum.

Indeed you did, but you also stated that it was not redundancy and you were confused by the situation yourself. Your husband's job still exists but he has been moved to a different job on the same salary but not as a manager - so is he still doing the same tasks? Is this a straightforward demotion (but his salary is red-circled)?

If the harrassment and bullying has continued beyond the grievance, presumably your husband has pointed this out and HR are fully aware that the manager is not complying with the outcomes put in place at the grievance? This would be very helpful to avoid it looking like sour grapes...

I am not trying to pass judgement but am trying to understand the position the company has taken in order to help as you have asked for advice. However, I cannot make head nor tail of it and it seems you are also confused by it. I'm not sure how advice can be given, I'm afraid.

Best of luck that the Union can get to the bottom of it.

justontime

Pricivius wrote: »

Indeed you did, but you also stated that it was not redundancy and you were confused by the situation yourself. Your husband's job still exists but he has been moved to a different job on the same salary but not as a manager - so is he still doing the same tasks? Is this a straightforward demotion (but his salary is red-circled)?

If the harrassment and bullying has continued beyond the grievance, presumably your husband has pointed this out and HR are fully aware that the manager is not complying with the outcomes put in place at the grievance? This would be very helpful to avoid it looking like sour grapes...

I am not trying to pass judgement but am trying to understand the position the company has taken in order to help as you have asked for advice. However, I cannot make head nor tail of it and it seems you are also confused by it. I'm not sure how advice can be given, I'm afraid.

Best of luck that the Union can get to the bottom of it.

You are right Pricivius, my husband is totally confused by what has happened. To be brief, initially about 8 people were told that they had been displaced from their present jobs (all the work still exists but the company wanted to do it differently). Following discussions the number of displaced people was reduced to two. The others stayed in their own jobs doing the same work but in some cases with a slightly altered job title.
Following an interview the other displaced person was given a job very similar to the one he was already doing, but my husband was only offered the lower grade job. I really don't understand why it isn't a redundancy situation.

Yes the harassment and bullying have continued. My husband has kept HR up to date with all this, the manager was warned after the first grievance and then disciplined when further incidents happened. It is still happening on a daily basis.

Thanks for your help.