Does this situation justify a grievance?

stator

MatthewAinsworth wrote: »

Paying more to staff when you don't have to isn't in the businesses best interest...

It is if it stops them leaving when they find out they're being screwed on pay

Humans aren't robots, fairness should always be considered by employers if they want to keep the staff happy and productive.

System

Stator - if retention is wanted then a higher pay does become that "necessary" amount

But a turnover of staff can be a good thing, fresh motivation, fresh ideas, fresh contract terms...

LyamB

SandC wrote: »

It's basically not the same scenario because you were covering for someone on sick leave and as such were 'covering' with no knowledge beyond current sick note how long you might be doing it for. Had the original Manager left and not come back to work it would have been at this point that your situation would have been equal to the person who has recently been upgraded.

Keep working hard, they know your capabilities now, it won't work in your favour after 9 months service to bring grievances up based on what you consider unfair, sometimes these things just happen and it's how you deal with it that counts. It's something I would save for appraisal time and then it will be (should be) noted on your files that you've stepped up when needed and hopefully next time something comes up you'll be first in line for consideration. Not sure this will be the case if you raise a formal grievance.

Thanks for the reply.

The way I see it is that secondment is secondment: It doesn't matter what the reasons are, it's still a secondment so should be treated the same whether it's due to sickness, dismissal or resignation.

I've decided not to put in a grievance based on the community's kind input.

However, my appraisal was supposed to be after 6 months. Unfortunately, I've had two different managers and I've been told I can't have my appraisal until they've received theirs.

@stator and @matthew

Currently, the business has had a lot of leavers. 3 section manager within 40 days have left. Also, a lot of operatives are leaving - the people who actually make the business money. It's a shame skills aren't being recognised and I would think spending time to retrain can be just as costly as a pay-rise.

stator

If you're not making it's formal it might still be worth just having a chat with your manager and saying that you're not making a formal complaint but that you have noticed the difference in treatment and that you feel used and that you're not thinking of leaving at the moment but aren't very impressed with the way the company runs things overall.

FBaby

Bear in mind, like you rightly said - I'm a relatively new employee.

Could this the difference? That you came in say at a low or middle skilled L1, and even though you stepped in as L2, you needed more support, or were not expected to deliver to the same level than someone who might be highly skilled L1, to the point that they could have been a L2 for years, but just needed someone to go to step into it right away.

It's all supposition, but if you are going to consider a grievance, you need to be careful with the facts because if the above was indeed the situation, you would make yourself look like a fool and all you've accomplished by stepping up and giving yourself a good name would be lost.

Kynthia

They didn't get organised in your case because the post holder was coming back and they probably never knew they'd be gone so long. In the other case the post became vacant so they got organised.

Use how accomodating you've been and the experience you've gained to your advantage in the future.

theoretica

It may also be that because you pushed they invented or found out about the system and this new person is benefiting from your previous pushing.

xapprenticex

Dont bother, rather than raising it against a colleague you will be raising it against the hand that feeds you.

Bide your time, pick your fights.

Snakey

Yeah I think you have to chalk this one up to experience. It's really annoying, I know. The times I've been most unhappy with decisions at work are the times when I have discovered that somebody else is getting a better deal than I am. It shouldn't matter - it doesn't affect the deal I got, and if I was prepared to accept it a minute ago then what's the problem? - but it does. I think it reaches right down inside to your core self, the one that developed when you were a kid, and presses that button that screams "it's not fair!".

It took me a good few goes of being on the receiving end, before I realised that I needed to negotiate this stuff better, because absolutely nobody was ever going to come along and fight my battles. Everybody has different motivations, and what's normally in everybody else's best interests is that you stop making a fuss and get on with your job!

I have found it's easier than I thought to be pushy up front, and been surprised at how easy it's been to get at least some of what I've wanted most of the time. The knowledge of all those previous occasions where other people *have* been able to get better deals where I'd tried and failed (and assumed that it just wasn't possible) or not tried at all - has inspired me, in a way.

You've lost this one. Your manager isn't going to be able, at this stage, to go to her superiors and insist that you get six months' worth of backdated payrise. In terms of the general advice to "pick your battles", that would be a ridiculously daft battle for her to pick. Don't forget that middle managers get shafted too. It's possible that she was told that this was the rule, and is just as irritated as you (albeit for a different reason - it's undermined her credibility with her team) to discover that somebody else got a different answer.

Your day will come.

And finally... kudos for not getting upset with people who've told you things you don't want to hear. Not everybody can manage that one either (it's not easy, when you come with a righteous anger and everybody tells you to suck it up - even when they're right)!

daytona0

LyamB wrote: »

After 3 months, I questioned if I'd receive a "step-up rate" or "additional pay" for the role. My question was responded with "you should be grateful for the experience, etc..." which I was fine about and left it.........

After another 3 months, I asked the question again and escalated it to the Operations Manager. We verbally agreed I'd be seconded to the role which would include an increased rate of pay, amongst other things.
.........

In short:
-For 7 out of 9 months, I have stepped up with no additional benefits
-I was verbally promised a secondment, but didn't receive
-Someone in the same position as me received a new contract for their secondment prior to their new role

This isn't about the money, or benefits, but this is about the principle and respect. I feel they've used me and me being quite trusting, took their word for the secondment.

Any advice?

Thanks!

Do you see any incongruity with your post? Shall I point it out?

IT IS about the money and benefits! You have been nagging them (well not nagging, but bringing it up a lot) a few times over 6+ months about the step-up rate.

To then go on and say that you are in it for the principle and respect, not the money, is just absolutely wide of the mark.

Let me shine some light on the "principle" and "respect";

Principle - You run the risk of biting the hand that feeds you. By all means push, but push too much and they will bite back. They can bite much harder than you.

Respect - They don't have to respect you! They can ship you out tomorrow (depending on the length you have served) and replace you with someone else. Easy as that.

The only principle and respect here is to yourself in keeping the crust on your table and seeking opportunities in the future.