Is it late?

ex-pat_scot

mgdavid wrote: »

or whether they plan to take back any resulting benefit (if prices have moved in the opposite direction).

That's not how breach remediation works.


if an error is in your favour, then the company would not benefit from it by taking back any money from advantageous price movements.

lisyloo

I have asked hargreaves lansdown for the difference on the relevant trading dates over the past 3 months.

BTW - I put 50% (increasing to 55% in May) of my salary into my SIPP.
Not really relevant but just mentioned it in case anyone thought I was being picky over a tiny benefit.

ex-pat_scot

lisyloo wrote: »

I have asked hargreaves lansdown for the difference on the relevant trading dates over the past 3 months.

BTW - I put 50% (increasing to 55% in May) of my salary into my SIPP.
Not really relevant but just mentioned it in case anyone thought I was being picky over a tiny benefit.

You can get the unit prices for each day, and can see how many units of funds you have actually bought with your contributions (on your unit history info). (assuming you are buying units in funds). You can then calculate the difference in £.


In the long run, I expect the difference to be pretty minimal, even if you are contributing 50% of salary.

lisyloo

You can get the unit prices for each day, and can see how many units of funds you have actually bought with your contributions (on your unit history info). (assuming you are buying units in funds). You can then calculate the difference in £.

This is what I have asked HL to do. If there is to be remediation then I expect my empoyer to prefer HL's figures to mine.

In the long run, I expect the difference to be pretty minimal, even if you are contributing 50% of salary.

Ok. Whilst I think this is probably incompetance rather than conspiracy I do think my employer ought to do what they said they were going to do when there was a TUPE process.
There are a lot of things that go on when you get a new employer (for example restructuring which often involves redudancies).
Silently reneging on the agreement made during the TUPE process (of which the pension WAS a part) is a negative factor for me in deciding whether the future with this employer is worth having.
Even if it was incomptance/lack of staff, they appear to not consider renumeration an important thing, which is of concern to me as well as the reneging on the agreement.

But thanks for your comment all the same.
I do think that waiting a month already is quite a long time consider payment s already in arrears, so frankly I think they are taking the p***.

Naturally over time I will probably moderate my opinion and this is only one example of many factors, which go to form a view on the overall prospect of my employment with this employer. I am not saying I would throw the baby out with the bathwater over one relatively minor factor, it has to be consider and taken in proportion, BUT renuberation is a BIG think and HR should know it's important to people.
They did move our pay date and they were well aware that this was not popular and that renumeration and benefits are very important to people - in fact what we go to work for.
So yes I will get it in perspective but the trust and silent reneging is something that's a factor as well as jsut the financial side of it.

I have always had a very strong sense of fairness and I believe I an entitled to what was agreed as part of the TUPE process.
I would agree that it is not worth changing jobs over this factor alone, but it may be the case that this employment is less attractive if the employer does not treat me fairly.

I am waiting their response and they are aware of what was agreed during TUPE, so clearly their response is important here.

mgdavid

lisyloo wrote: »

.....just mentioned it in case anyone thought I was being picky over a tiny benefit.

Oh I expect many do...

lisyloo

mgdavid wrote: »

Oh I expect many do...

I'd like to understand why it would be considered picky to be quite concerned about my employer

flouting the law/uk pension regulations
flouting the agreements made with staff during the TUPE process without notification
showing little regard for staff when it comes to the important matter of compensation

I really am open to changing my mind/attitude if there is something I have not considered, so thanks for any helpful comments.

Interestingly many colleagues were upset about pay being moved a few days because (shock horror) they'd have to move a few direct debits. Didn't really bother me at all as it doesn't affect me but the employer was transparent about this and consulted with us and did what was agreed, so whilst it's slightly worse from a cash flow perspective they were within their rights to do that.

Marcon

lisyloo wrote: »

I'd like to understand why it would be considered picky to be quite concerned about my employer

flouting the law/uk pension regulations
flouting the agreements made with staff during the TUPE process without notification
showing little regard for staff when it comes to the important matter of compensation

I really am open to changing my mind/attitude if there is something I have not considered, so thanks for any helpful comments.

Interestingly many colleagues were upset about pay being moved a few days because (shock horror) they'd have to move a few direct debits. Didn't really bother me at all as it doesn't affect me but the employer was transparent about this and consulted with us and did what was agreed, so whilst it's slightly worse from a cash flow perspective they were within their rights to do that.

What you seem to be saying is you'll only complain about things which you think are a nuisance to you.... Looking at this thread, there doesn't seem to be any evidence that either pensions or TUPE laws have been 'flouted'. As has already been pointed out, the deadlines for payment for pension contributions only apply to deductions from salary. Your own SIPP provider confirms their status as employer contributions - you could always ask them if you are still confused.

You're going way over the top about something which is at worst a minor blip and probably needlessly upsetting a load of colleagues in the process. TPAS and ACAS have public helplines (google for details); call one of those before you get yourself in even more a twist. Playing the drama queen in this sort of situation isn't helpful - and your poor colleagues in HR, who will have had a torrid time of it in recent months, deserve better.

Brynsam

lisyloo wrote: »

I have always had a very strong sense of fairness and I believe I an entitled to what was agreed as part of the TUPE process.
I would agree that it is not worth changing jobs over this factor alone, but it may be the case that this employment is less attractive if the employer does not treat me fairly.

There's no evidence you've been treated unfairly, so getting so over-emotional really isn't sensible, not least because it won't do your career prospects with this employer any favours.

lisyloo

Thanks for your input.
No colleagues have been upset. I;ve been professional about not gossiping with colleagues. There was an agreement during the TUPE process which I believe they;ve reneged on.
I would be surprised if HR people can;t handle polite queries.
I think it has been handled professionally and politely so far.

Part of the benefit to me of discussing it here where I can express my true thoughts is to take some of the emotion out of it in the real world where I am behaving professionally.

lisyloo

Brynsam wrote: »

There's no evidence you've been treated unfairly, so getting so over-emotional really isn't sensible, not least because it won't do your career prospects with this employer any favours.

There was an agreement during the TUPE process that IVe brought to the attention of HR.
Not sure where Im getting over emotional.
I have made polite enquiries to HR whichi expect to have zero effect on my career prospects. It would be sad indeed to work under a regime where one could not make a polite query for fear of retribution.

Thanks for your input.