Advice please on possible redundancy

anna_1977

Hi
I'll try not to waffle explaining this situation, apologies in advance if I do.

I work in a private school in the admissions department, started in September 2014. I work term time only + 3 weeks in the holidays (36 weeks in total).

In September 2016 the department employed a deputy registrar that was a teacher (due to retire), the registrar was not consulted on the position and basically we were told that this person was having the job and that was that - the job spec was written for her - both registrar and I unhappy but that was that, new lady starts on £40k (FTE) for 4 days a week 52 weeks a year.

Roll on 8 months and it has been a disaster with the new woman. Last week I was asked by the registrar (my direct line manager) if I would change contracts to 52 weeks a year. She also told me that the only reason I'm being asked is because the Deputy is not pulling her weight and not really getting any work done.

I told her I would consider but only on the same terms as the Deputy Registrar - same pay etc. I've been told today that won't happen, the director of our department has said so. The registrar told him that I'm doing much more work and far more important work than the Deputy at the moment (who is on a lot more pay than me).

My manager is v upset and said 'I don't want you to go, I don't want to lose you'.

I feel that they are now going to look into making me redundant & all because the stupid new woman isn't working hard enough.

Do I have any stand at all, what can they do? I can't believe they can just get rid of me but I am sure they will find a way. Without trying to sound petulant if I wanted a 52 weeks a year job I'd have applied for one. I am going to tell them today that I don't want to do any extra hours now and will stick with my 36 weeks


Sorry for the ramble, hope I've got the jist across

Thanks

getmore4less

The registrar needs to buck up their ideas and start performance reviews and setting goals for all of you.

could just get rid of the other person(been there less than 2 years)

What make you think they want to make you redundant could be they think you will leave.


If you work 36 weeks then you should be getting paid for at least 40.35 weeks to account for your holiday.

anna_1977

getmore4less wrote: »

The registrar needs to buck up their ideas and start performance reviews and setting goals for all of you.

could just get rid of the other person(been there less than 2 years)

What make you think they want to make you redundant could be they think you will leave.


If you work 36 weeks then you should be getting paid for at least 40.35 weeks to account for your holiday.

Sadly I don't think they will get rid of the new person, she's in the headmasters pocket.

The way my manager spoke implied redundancy, she knows I don't want to work full time.

I totally agree with the comment about performance reviews etc. I have just made an appointment with the manager of HR here to talk to them about my thoughts etc... I want everything documented early on.

Sorry I don't understand the holiday pay comment. My contract is for 36 weeks but they spread the pay over 12 months.

getmore4less

The FTE rate you should 40.35/52 of that. If you work 35weeks.

anna_1977

yes, I looked at my contract over lunch. I am paid for the 36 weeks i work and then 176.5 hours holiday pay a year
thanks

Masomnia

Not seeing the redundancy here. How can you be redundant if they've just asked you to increase your hours? Get email confirmation of their request just in case.

They might find another reason to get rid of you I suppose. Your manager being on your side helps.

I think you've done the right thing in asking for more money. Ultimately it's not your problem if the woman is not pulling her weight, and if they want to change a contract that you are happy with they should be offering something in return.

What exactly did your manager say that implied redundancy?

anna_1977

I spoke to my manager and asked if she thinks they might try and get rid of me and she confirmed yes but only over the hours thing.

I then had a meeting with head of HR and spoke to them, they were very concerned about the other person not pulling weight and the implications on me. They can make me redundant under business needs if I refuse to increase my hours, they would cancel my existing contract, write a new one with full time hours and if I refuse dismiss me.

I'm not convinced on the legality of it all. I'm waiting for the Director of our department to talk to me about it and then I may seek external advice.

It just doesn't seem right to me, there's no problem with the work I do. Today's task is to type up the notes from yesterday's HR meeting and email them to head of HR so I have a record of everything that was said etc.

Takeaway_Addict

Masomnia wrote: »

Not seeing the redundancy here. How can you be redundant if they've just asked you to increase your hours? Get email confirmation of their request just in case.

They might find another reason to get rid of you I suppose. Your manager being on your side helps.

I think you've done the right thing in asking for more money. Ultimately it's not your problem if the woman is not pulling her weight, and if they want to change a contract that you are happy with they should be offering something in return.

What exactly did your manager say that implied redundancy?

I would expect if the new specification for the role requires more hours then the old role is redundant...

getmore4less

Is this school a charity?

Independent of that I would be building a case to go to over the headmaster, trustees, governors...

Also ask the manager directly why there is no performance actions being taken(if HR come after them they will know anyway)and who is driving this proposed change has the manager said we are short and got approval to increase hours but has kept the performance issue hidden? and now has backed themselves into a corner as you have said no.


Is there an alternative option where you still do the same number of weeks but do different ones to match the work load.
I would assume(but please correct if wrong) there would be quite a variation in the amount of work dealing with admissions at different times of the year and one less person would not normally be an issue so you could just move some of the weeks you do that are quiet to the busy weeks.

The other thing that just occurred to me is before this person came along were you(department) managing?
Did someone leave or the workload go up?

anna_1977

Yes the school is a charity.

I will ask about performance reviews etc.

Someone did leave the department yes, they were on much less money and worked 5 days a week, she is only 4 days a week but we managed fine.

Yes, there are variations in the time of year, I did suggest I possibly look at 3 days a week over 52 weeks a year, it works out as pretty much the same number of hours I do now but they didn't like that idea

getmore4less

one to keep in the background

The trustees may be interested in the reasons why they needed someone on more money and this is still not enough to replace the cheaper person that left

Does seem suspicious that your boss has let it get this far when there is plenty they can/could do to improve the situation. They may be being super nice but I would always keep in mind they may be holding back.

you going to HR may have stirred things up(did they know you were going?)