Pay rise withheld after promotion

BlueRug1

The company I work in has a negotiated pay rise. The company in recent years has changed rules so that anyone securing a promotion between certain dates does not get this negotiated rise. It is not well publicised and not mentioned in job adverts. This doesn’t seem to have been a problem in previous years but the pay rise this year was significantly above any rise associated with a promotion so we have the situation where people who have been promoted and have more responsibility are on less money than the people who report to them. 

I hope I have explained this so that people can understand. Is this something that is common outside of my company? 

Thank you 

Marcon

BlueRug1 said:

The company I work in has a negotiated pay rise. The company in recent years has changed rules so that anyone securing a promotion between certain dates does not get this negotiated rise. It is not well publicised and not mentioned in job adverts. This doesn’t seem to have been a problem in previous years but the pay rise this year was significantly above any rise associated with a promotion so we have the situation where people who have been promoted and have more responsibility are on less money than the people who report to them. 

I hope I have explained this so that people can understand. Is this something that is common outside of my company? 

Thank you 

Negotiated by whom - union or internally?

Undervalued

BlueRug1 said:

The company I work in has a negotiated pay rise. The company in recent years has changed rules so that anyone securing a promotion between certain dates does not get this negotiated rise. It is not well publicised and not mentioned in job adverts. This doesn’t seem to have been a problem in previous years but the pay rise this year was significantly above any rise associated with a promotion so we have the situation where people who have been promoted and have more responsibility are on less money than the people who report to them. 

I hope I have explained this so that people can understand. Is this something that is common outside of my company? 

Thank you 

Whilst I understand the frustration that is not unlawful!

There is no absolute legal right to a pay rise ever, unless your pay would otherwise fall below the national minimum wage.

There may under some circumstances be a contractual right but even then it is fairly easy for the employer to change "the rules" if they so wish.

LightFlare

BlueRug1 said:

The company I work in has a negotiated pay rise. The company in recent years has changed rules so that anyone securing a promotion between certain dates does not get this negotiated rise. It is not well publicised and not mentioned in job adverts. This doesn’t seem to have been a problem in previous years but the pay rise this year was significantly above any rise associated with a promotion so we have the situation where people who have been promoted and have more responsibility are on less money than the people who report to them. 

I hope I have explained this so that people can understand. Is this something that is common outside of my company? 

Thank you 

Not uncommon to reward experience over position.

Dies the new role have potential for any type of  annual increment or a much higher pay after 2 or 3 years experience in role ?

BlueRug1

It is a union negotiated pay rise. 

There is no real opportunity for an increased increment over the years as people get the negotiated rise if they meet the required standard and if they exceed then they get a pittance possibly 0.5% extra.. 

it’s incredibly demotivating for those who find themselves in this position and as the repercussions become more well known I am assume that people just won’t bother moving jobs. 

I have been in this company a long time and have no idea how things work on the outside. 

Most things are agreed with unions but not document which caused this situation. 

lincroft1710

Back in the 1970s (and possibly later) if you were on the top scale as a NHS staff nurse and promoted to sister, you would start at the bottom of the sister pay scale which would mean a drop in pay

tacpot12

Unfortunately I think the only thing you can do about this is to let HR (and possibly your managerr) know how it makes you feel. The experience of being promoted has been badly soured because this rule has disadvantaged you. If you approach them with this information as feedback in the hope that they can avoid others feeling the same dissatisfaction, you might get somewhere if it is clear that you are asking for a change for the future that will not benefit you, unless you are promoted again at the same time in the year! 

You might also ask your boss if you can speak to the Director in charge of your area of the business, to give them this same feedback. I would suggest that you approach such a conversation by starting with a heartfelt expression of pleasure at being promoted and your hope that you reward the company's confidence in your ability to operate at a higher level, but you should note that you were disappointment at how this rule disadvantaged you and end with the hope that it might change in future so that others can fully enjoy their experience of being promoted.

Southend_2

Have you approached your union rep for advice on this? Presumably you are a member of the union?

BlueRug1

Thanks for all of the advice.   i am not affected personally fortunately although I know of several people who have been. 

Our company used to be a great place to work. Nowadays it’s all about saving money by any means possible, treating people in a shoddy fashion yet simultaneously spouting crappy buzzwords about how everything is fair and open and transparent blah blah blah blah. 

Is this common practice nowadays? 

I’m a rep myself and hoping to understand what happens elsewhere. 😁

400ixl

Lots of companies exclude recent promotee's from the next general pay rise. Its really down to the individual to make sure they get a salary they are happy with as part of the promotion negotiation.

Most organisations have bands, whether published or not, so they have to consider that, but they can be exceeded in many cases if they value the person they are promoting.

You have to bear in mind that often you have to move organisation to really climb the salary ladder. Long term employees are rarely to best paid in their roles.

Southend_2

This couldn't happen where I work. We have a nationally negotiated cost of living rise that applies to all points on the pay scale. If someone gets promoted to a higher grade and are already paid above the minimum spine point for the grade then they start the new role on the next spine point up.

I would suggest it's a matter for the union to (re)negotiate with the employer, so something to take to your branch committee.