When is a suitable alternative employment not suitable

Coley125

I am recently going through a restructure where my employer has offered me a suitable alternative employment and has informed me that as the job is 80% the same that I am being slotted in however there are a number of issues I have raised throughout consultation and after number 1 the newly created role they are slotting me into is basically an amalgamation of my job and another department mangers job who has left on voluntary redundancy number 2 I have asked if the job has been reviewed as I have benchmarked similar roles in similar organisations and the pay grade is higher the role is not 80% the same as it includes a vast number off additional responsibilities and they are paying me the same amount can anybody help me as I am raising this with my managers and directors and they are ignoring my questions and have sent me an email asking me to accept slotting in

jonnygee2

It's a very complicated question. What counts as suitable alternative employment is not always straightforward. However, its an area where a lot of disputes fall on the side of the employee, rather than the employer.

I don't think external benchmarks are relevant though. The question really is:

- Does the role involve different hours, place of work etc
- Is the salary and benefits the same
- Are there any parts of it which are clearly outside of the skillset required in your current role. For example if it involves line management and your old role didn't, or they are moving you from customer service to sales, or something along those lines.

Clearly the responsibilities will be different as its a different job. But the question is whether it is reasonable to expect someone in your current role to do the new role.

Coley125

But can they expect me to do what I am doing now so full duties of my current role and the role of another mangers role into one with additional staff to manage additional responsibilities for the same pay I am receiving same location 2 departments into one one manager myself

Coley125

Also treble the amount of staff to manage

System

They can if you're willing to do it. Or they can lay you off and take on someone who will.

Coley125

It is obviously to save money as the manager who has left on vr has been in the post for 14 years I am now expected to do her role and mine for the same money whilst they save her money

Coley125

I work for hr in public sector healthcare it says if I refuse the suitable alternative I am not entitled to redudundancy where do I go from here what do I do to be honest I know that I can do both roles but I also want to be paid correctly job reviews and terms and conditions are a part of my organisation they haven’t even confirmed to me that my new amalgamated role has been reviewed I have also spoken to some of my network in other organisations and they have sent me their jds and pay grade and it is far greater than what they are offering me the other thing to add is that with the newly structured team they have also taken some vacant posts out and made savings on them

jonnygee2

But can they expect me to do what I am doing now so full duties of my current role and the role of another mangers role into one with additional staff to manage additional responsibilities for the same pay I am receiving same location 2 departments into one one manager myself

Yes they can, that would be considered 'suitable alternative employment' unless it requires new skills etc. Generally in redundancy rounds, departments are merged, workloads increased and money is saved. That's actually normally the point of them!


From the sounds of it, in terms of skills it is similar to your current role. As it's public sector, their job and role descriptions are likely very clear and detailed, making it very difficult to challenge if the two jobs have similar competencies.

A union would be better placed to advise on whether this is actually the case.

If you don't like the job on offer you will need to resign and will not be entitled to redundancy.

I have also spoken to some of my network in other organisations and they have sent me their jds and pay grade

Not relevant to these proceedings. But at least there's some good news for you - you can apparently apply elsewhere and get an 80% rise!!!

Tigsteroonie

If they have removed some of the vacant subordinate roles, then you won't be expected to line manage as many people as the original two teams combined (reduced headcount).

If you're in a Union, you would presumably already have asked them for assistance with the options for you in this reorganisation. But my experience is that, even in a union, you don't win. You either accept what they are proposing, or decline but lose the redundancy option.

My team manager went from having 3.5 deputies and managing 2 workstreams, to 2 deputies and managing 3 workstreams. He gained 4 direct reports and an entire area of work that was alien to him. We all tried to fight the proposal, but ultimately have mortgages to pay so had to accept it in the short term, and find jobs elsewhere in the long term.

getmore4less

Identify all the training needed to come upto standard for the role and insist on an extended trial period.

One positive once upto speed is it will be easer to step out to new equivalent position if there is a pay gap with the market.

JamoLew

I'm confused that you say you work in HR yet feel the need to come to a public forum to ask about this issue.
How would you deal with an employee approaching you with the same issue ??
No wonder public sector employees are getting run roughshod over when HR doesn't even know what it's doing !!