Cost of living pay rise

Conor_3

Just because Mini Mode is owned by Adams, it doesn't mean you're entitled to the same pay rises as Adams employees. It's like saying that because Dixons, Currys and PC World are all owned by DSG that they should all be paid the same.

jhmm

Conor i am employed by Adams and am still under the same contract with them as i was when i worked in an Adams store, but all's well that ends well Ive been intouch with HR today and we will get the payrise this month....Its not a lot but every little helps. Thank you for all your help and advice everyone xx

ceridwen

RESULT!!!

Good one.

hflh

I work for a private company who have announced cost of living pay increase of 2.5. BUT they say anyone who has just joined the company or has negotiated a salary increase in the last 6 months will not be getting the cost of living rise. Cany they do this?? and what does the Law say>>

Thx

jobbingmusician

Yes they can, and it's pretty standard.

The best contracts will actually spell out when COL rises will/may apply, and it's very standard for no increase to be given until the employee has worked for 6 months. It also seems totally fair to me that if anyone has negotiatied a salary increase, that is the salary they have agreed to for at least the next year......

hflh

Thanks for that - I had noticed in SavvySue's response that she said they could not give a cost of living rise to one member of staff and not another - so I am confused and wonder what the law says

LittleVoice

hflh wrote: »

Thanks for that - I had noticed in SavvySue's response that she said they could not give a cost of living rise to one member of staff and not another - so I am confused and wonder what the law says

Though that is what SS wrote, I think others of us queried the statement. It is why I asked SS whether there was such a law: I doubted that there was. I believe it really depends on whether the decision could be said to result in unfair discrimination.

Savvy_Sue

Yes, I'm sorry if I was confusing people.

Employers can of course do whatever they like. BUT if they do not act consistently, then they're open to challenges under the various bits of discrimination legislation.

It would be a brave employer who gave annual cost of living rises to some but not all employees, IMO, but NOT giving ANY pay rise until you've been with the company for a certain length of time couldn't be seen as discrimination, and NOT giving more than one payrise within a particular time period likewise.

My experience is outside the private sector, and things tend to be standardised. You're on a grade or pay point because your duties fall within that grade. You might be able to move up within that grade, but you'll have to argue a strong case for moving to a higher grade.

having said that, I think that if COL increases are given, they apply to the grade, and everyone on that grade gets them, regardless of how long they've been in post. But I'm talking about places where there are national agreements rather than in private companies.

gillsib

I had an unexpected pay review last septmeber - another colleague went through the same and we both got pay rises for what we thought was our performance. This was outwith the annual inflation increase in April. Now this months pay has been given and neither of us got the annual inflation rise which everyone else received. We are both very upset. No one has got contracts. We work for a firm of solicitors and think this is very unfair.

Please let me know if you think we have grounds for taking it further

jobbingmusician

gillsib wrote: »

I had an unexpected pay review last septmeber - another colleague went through the same and we both got pay rises for what we thought was our performance. This was outwith the annual inflation increase in April. Now this months pay has been given and neither of us got the annual inflation rise which everyone else received. We are both very upset. No one has got contracts. We work for a firm of solicitors and think this is very unfair.

Please let me know if you think we have grounds for taking it further

You are supposed to have a contract (or at least a written statement giving your main terms and conditions), and so have grounds for taking this part of the grievance further! Look here.... http://www.direct.gov.uk/en/Employment/Employees/EmploymentContractsAndConditions/DG_10027905