Change in job role and then a re evaluation

sangie595

ohreally wrote: »

There cannot be an evaluation exercise without an accurate JD. This JD should be agreed with you beforehand and signed off by yourself and management. Yes, there can be an evaluation without an accurate JD. There is no law that dictates how job evaluation operates. And there is definitely no requirement in law for the employee to agree with the new job description. You are advising based on what some employers do.

I would strongly advise getting a steward involved in this process.

Is there a union presence on the matching panel or is it comprised of management only?

We don't know currently what sector the OP works in, or how their employer might approach job evaluation. So anything we say is speculation based on what we think might happen. The reality is that what should happen will be determined by policies and collective agreements, if those things exist, which are in no way evident here.

If this is public sector, which is possible (but that's guessing), then very often the whole of a restructure including the role of job evaluation in that process are part off the collective bargaining process, so the union would collectively represent the affected members, and agreement (or not) would be a collective action. Although these days there is often little appetite amongst members to fight anyway, so collective agreement may be more of a token action than anything.

We also need to take into account other factors - the OP says they are tied into a relocation scheme, which means they are a relatively new starter. Unless they have continuous service through associated employers that possibly means they have little or no employment protection and can be easily dismissed. That is a factor that might have bearing, especially if the employer is looking at cost savings - they may have little interest in whether they keep the OP on the books or not.

We need to be careful not to assume things and tell them to the OP as facts, based purely on our guesses. If the OP wants meaningful advice then they need to either speak to the union or provide a lot more information here. Preferably speak to the union, because they will be best placed to not only know the policies and processes, but also the particular employer. Even similar employers in the same sector can operate very differently with the same policies - workplace culture can vary enormously.

MHC

Thanks for all the advice, very helpful. I do work in the public sector and I have 30+ years continuous service which at least gives me some protection. At present , it is only my department who are being targeted. I have sourced the current Job Evaluation policy and I will be setting out a list of questions to be answered by my employers before we go any further. I will then contact the union for further advice. If my role is 'substantially changed' , would it be possible to challenge the relocation repayment if I decided to leave?

sangie595

No it wouldn't. You can only challenge of the alternative employment falls outside the bands that you are obliged to accept - often, but not always, two grades down and one up. That doesn't mean you can't ask, but it would be rare that public sector would agree unless they made you redundant.