Pay difference between colleagues

SJE89

Long post alert - please stay with me I’m in turmoil here. 

For context l work for a local authority.

In 2022 I applied for an internal promotion at work and was unsuccessful. I was so disappointed that I started to look for alternatives, because I have put in a lot of hard work in my job and shown a level of commitment that no one else has. In 2022 my mum died suddenly and unexpectedly. While I was off dealing with that there was no one to do my job as I am the only one, so I offered to, and did, work from home. I came back very soon. It wasn’t long after this that I applied for the position. I felt like my commitment shown put me in a good position. Instead it was offered to someone else from another team stepping down. 

After a few months considering my options and observing the job market, a job came up that I was interested in in the company I used to work for. I applied and was offered the role.

When I handed in my notice my manager expressed sadness and asked if there was anything they could do to get me to stay. I was offered a pay increase, in line with my colleagues who are line managers and manage some sites. (I was also already a line manager at that time and wasn’t paid the same as them for some reason) So I stayed. I also have responsibility to manage buildings and tenants across the borough in which we work, and my responsibilities are considerably greater, given the number of properties and responsibilities such as having to prepare legal documents and the expectation to attend court, when the need arises.

With the new pay I was moved to the same pay scale as my colleagues.

But ever since then I have felt as though I have not been considered an "equal" and they will regularly have meetings and other things without me. I have let it go, but the nagging feeling remains. I also saw them post a picture of the three of them out one evening for dinner, with a "Cheers…........" caption, naming my manager and I got the feeling they had a paid meal out by her, without me. Not sure why, but again it digs at you.

We recently had a service review, and my pay was ported to a new pay spine, which equated to what i was already on. I know my colleagues who are on lower scale jobs got moved up slightly, as there was no equivalent level for them.

Our team continues to grow, and a new scheme is opening up this year, and the job for the manager has gone out and it is on the scale above mine.

And reading the job description lists duties that I am solely responsible for and they never have to do. 

So, it appears as though everyone else got a pay increase, and I didn't. It's not as though the other managers had no corresponding pay scale, as they were on the same one as me and their duties haven't changed, but mine are always changing and my workload is increasing with the new service, and I have an additional member of staff to manage.

recently had a 121 meeting with my manager, and I was asked if I was going to apply for the job again. We had a discussion, and I said there was no longer a salary incentive for me, which she agreed with.

Not sure what I should do next with this information. I want to apply for the role again, but I also don't want to ignore this sudden pay inequality that has occurred. I am with the Union so I wonder if I should raise it with them? 

DullGreyGuy

In the first paragraph you say you are the only one that does your job hence you offered to do some remote working but then later talk about people as your peers (saying they manage both sites and employees)? These seem contradictory to a degree and therefore maybe your peers are not a peer at all but half a step up or such?

How wide are the bands on the scale? I'm assuming they arent single point salaries - ie a Manager 1 can earn between £40,000 to £75,000 rather than a M1 being on exactly £54,123.09


If you are with a union you may as well make use of the dues and speak to them. 

Salaries are typically individual and for various reasons different people get paid different amounts. My worst disparity was when I was a M2 on circa £40,000 and I was given an M1 to manage who was on £52,000 and to add salt to the wound he then came to me to complain about his salary. 

You generally get experience and the ability to make notable career changes within a company and get better pay by changing company. I left the above company 9 months later and got a job at £75,000 and they said they were worried they weren't paying me enough, I laughed. 

Marcon

SJE89 said:

Long post alert - please stay with me I’m in turmoil here. 

For context l work for a local authority.

In 2022 I applied for an internal promotion at work and was unsuccessful. I was so disappointed that I started to look for alternatives, because I have put in a lot of hard work in my job and shown a level of commitment that no one else has. In 2022 my mum died suddenly and unexpectedly. While I was off dealing with that there was no one to do my job as I am the only one, so I offered to, and did, work from home. I came back very soon. It wasn’t long after this that I applied for the position. I felt like my commitment shown put me in a good position. Instead it was offered to someone else from another team stepping down. 

After a few months considering my options and observing the job market, a job came up that I was interested in in the company I used to work for. I applied and was offered the role.

When I handed in my notice my manager expressed sadness and asked if there was anything they could do to get me to stay. I was offered a pay increase, in line with my colleagues who are line managers and manage some sites. (I was also already a line manager at that time and wasn’t paid the same as them for some reason) So I stayed. I also have responsibility to manage buildings and tenants across the borough in which we work, and my responsibilities are considerably greater, given the number of properties and responsibilities such as having to prepare legal documents and the expectation to attend court, when the need arises.

With the new pay I was moved to the same pay scale as my colleagues.

But ever since then I have felt as though I have not been considered an "equal" and they will regularly have meetings and other things without me. I have let it go, but the nagging feeling remains. I also saw them post a picture of the three of them out one evening for dinner, with a "Cheers…........" caption, naming my manager and I got the feeling they had a paid meal out by her, without me. Not sure why, but again it digs at you.

We recently had a service review, and my pay was ported to a new pay spine, which equated to what i was already on. I know my colleagues who are on lower scale jobs got moved up slightly, as there was no equivalent level for them.

Our team continues to grow, and a new scheme is opening up this year, and the job for the manager has gone out and it is on the scale above mine.

And reading the job description lists duties that I am solely responsible for and they never have to do. 

So, it appears as though everyone else got a pay increase, and I didn't. It's not as though the other managers had no corresponding pay scale, as they were on the same one as me and their duties haven't changed, but mine are always changing and my workload is increasing with the new service, and I have an additional member of staff to manage.

recently had a 121 meeting with my manager, and I was asked if I was going to apply for the job again. We had a discussion, and I said there was no longer a salary incentive for me, which she agreed with.

Not sure what I should do next with this information. I want to apply for the role again, but I also don't want to ignore this sudden pay inequality that has occurred. I am with the Union so I wonder if I should raise it with them? 

There are several references in your post to what you 'feel' or what 'appears' to be the case and it's clearly upsetting you. Why don't you feel able to raise your concerns in a straightforward, non-confrontational manner with your manager? I can only go by what you've written and the way in which it's been written, but you come over as possibly a bit on the 'passive acceptance but not liking it' side of things. Would that be a fair comment? 

Your employer doesn't seem to have any incentive to make any decisive moves, for the simple reason you are going along with the status quo and accepting whatever is thrown at you in terms of workload and responsibilities.

What's to stop you applying for the role and if offered it, making it clear that you would only accept if the salary was in line with your expectations?

What do you expect/want the union to do if you raise it with them?

The ball really is in your court...

Sarahspangles

I recall from my time in local government that pay bands could create some odd scenarios. Because bands cover a range of spinal column points and also overlap, it’s possible to have a newly appointed manager at the bottom of their band paid less than an experienced subordinate at the top of theirs, but no longer able to progress. It sounds like a manager pulled some strings to retain you when you considered leaving but now the other posts in the team have been evaluated and have moved onto the same band? You could ask the Union to review if policies have been followed correctly. And also discuss whether your roles and responsibilities fall within your current job description. If they aren’t and this is temporary, it can be resolved with a supplement or honorarium.

Your manager’s social life is a private matter. It’s not particularly professional for a manager to socialise with team members because it creates precisely the sort of resentment you’re feeling, but it’s unlikely to be misconduct. People form friendships in the workplace.

Nothanks

My advice would be to ignore all the other people’s salary. I understand it’s emotive and feels unfair - but unless it’s on the basis of a protected characteristic then put it out of your mind. Your salary compared to the job you do and focus any reward conversations on that. Then decide if the job you want to apply for is one you want; even if it’s the same money are there other benefits? 

If you call the union they will ask you what you want to do, union is like a gym remember, you get out what you put in and they’re there for guidance and expertise to enable their members to act. So think about what support you’d like from them and you’ll get the most out of your call.