How would you deal with this one... ?
Discussion
In my employment contract for my current position, which I started nine months ago, I was offered an (up to) £15,000 allowance for, along the lines of, relocating personal belongings and furniture to the new location of work. Any used allowance being repayable, reducing pro-rata, if I cease employment (my resignation only) within three years. Fairly commonplace. I didn't have any 'stuff' so loaded the car up and relocated.
Six months later, new colleague starts. After two months or so he mentioned that his situation was identical to mine regarding the relocation, but as he didn't want to 'waste the allowance' he asked HR if he could buy new furniture with the allowance, on the same repayment terms. They said yes. He bought the furniture, from what I assume around £5,000 worth and put in the expenses claim. Claim approved. This was a 'gentleman's agreement' so to speak, and wasn't negotiated as part of his employment contract.
By coincidence, I decided to spend £4,000 on furniture for my new place when I arrived. At no point was I told, or did it mention in the policy, that I could claim for this. Again, by coincidence, I purchased everything from the same flat-pack supplier (you can guess which!), my point being it isn't designer stuff. The other person was on the ball and thought to ask, I didn't. Good thinking on their part.
Anyway, I filled out the expenses form with full breakdown and substantiation, as the person had also done, and submitted it to our HR department with a carefully worded e-mail setting out that our situations were essentially identical. I did this as if I had of just done the sensical thing of 'having the conversation' I'd have been fobbed off. Admittedly, I wanted it on record and visible.
Immediately afterwards, colleague received an e-mail littered with bold and underlining demanding to know why they had discussed 'the exception to the policy, applying to this person only' with somebody else. They responding saying they had but were not aware that this type of discussion, whether under corporate policy or employment contract was prohibited. Anyway, not my concern really but gives a hint to HR's opinion on the matter.
Two days have passed and I've heard nothing back.
Any opinions on how best to play this one to best improve my chances of receiving this reimbursement? I am happy to use the 'D word' (discrimination) if required.
Thanks.
So you were offered an allowance for relocation, didn't claim anything then 9 months later someone new starts and they were able to claim for furniture. You decided that you should also be able to claim for this so lodged a £4k claim 9 months after the circumstances for your "allowance" had passed? You now feel you're being discriminated against?
If someone new started and was given a higher salary would you expect to receive that higher salary too then complain when you didn't?
If someone new started and was given a higher salary would you expect to receive that higher salary too then complain when you didn't?
I would accept that a colleague's shown a better understanding of a company policy than me and stop being a whiney bugger so not to cause me, or my colleague, any further problems.
ETA: I also love how your colleague receiving a snotty email is "not [your] concern really" when you're the one that's caused it by explicitly naming their situation in your whinging email.
ETA: I also love how your colleague receiving a snotty email is "not [your] concern really" when you're the one that's caused it by explicitly naming their situation in your whinging email.
Edited by MrBarry123 on Wednesday 2nd November 09:23
If I'd managed to get a company to pay for my furniture I'd be laughing, but would have kept that to myself, it's not like I'd discuss my salary with co-workers, so why any other part of my renumeration? Let's face it, as soon as other people find out they'll be queuing for the same thing.
Over the years I've been amazed at what some people think they are entitled to... claiming an overnight allowance in advance for meals, etc, and then submitting expense claims afterwards for the meals they've had. Trying to claim mileage when they get the train. And then are genuinely confused/angry when they are told they can't.
What makes it worse is when you then work with them on a quote and they wonder why the costs are so high. It makes me want to turn round and tell them that if they didn't stop at every motorway services they pass for a coffee and burger they would (a) get more work done, (b) save the company money and (c) lose a couple of chins
But anyway, I digress. OP, suggest you accept you're probably not going to get anywhere with this, other than pissing off HR, and accept you'll have to pay for your furniture like anyone else.
Over the years I've been amazed at what some people think they are entitled to... claiming an overnight allowance in advance for meals, etc, and then submitting expense claims afterwards for the meals they've had. Trying to claim mileage when they get the train. And then are genuinely confused/angry when they are told they can't.
What makes it worse is when you then work with them on a quote and they wonder why the costs are so high. It makes me want to turn round and tell them that if they didn't stop at every motorway services they pass for a coffee and burger they would (a) get more work done, (b) save the company money and (c) lose a couple of chins
But anyway, I digress. OP, suggest you accept you're probably not going to get anywhere with this, other than pissing off HR, and accept you'll have to pay for your furniture like anyone else.
Wow! A very different response than I was expecting! But thanks for the feedback, much appreciated.
I missed out a couple of details to avoid any 'detection', but perhaps they provide a different slant. The main one being that this is for an overseas relocation. The 'relocation process' can take many months all told so there is no time bar as such.
As mentioned, ive lodged my 'claim' and I'll patiently wait their response. I feel confident that I may get the reimbursement as I struggle to see how they could let one person 'have it' and not the other. We are both the only two relocators in question.
The other person spilled the beans and I used the information to my advantage. Their issue not being my concern, I should have really said my primary concern.
I missed out a couple of details to avoid any 'detection', but perhaps they provide a different slant. The main one being that this is for an overseas relocation. The 'relocation process' can take many months all told so there is no time bar as such.
As mentioned, ive lodged my 'claim' and I'll patiently wait their response. I feel confident that I may get the reimbursement as I struggle to see how they could let one person 'have it' and not the other. We are both the only two relocators in question.
The other person spilled the beans and I used the information to my advantage. Their issue not being my concern, I should have really said my primary concern.
fiesta321 said:
CaptainCosworth said:
...and accept you'll have to pay for your furniture like anyone else.
With the obvious exception of my colleague, who's situation is identical to mine.fiesta321 said:
As mentioned, ive lodged my 'claim' and I'll patiently wait their response. I feel confident that I may get the reimbursement as I struggle to see how they could let one person 'have it' and not the other. We are both the only two relocators in question.
This person started 6 months later, did the policy change? Did they negotiate a better deal?fiesta321 said:
I missed out a couple of details to avoid any 'detection', but perhaps they provide a different slant. The main one being that this is for an overseas relocation. The 'relocation process' can take many months all told so there is no time bar as such.
Your original post said you had no "stuff", so loaded up the car and relocated, perhaps the other guy had to sell all his "stuff" and buy replacements in the new location. So the company is simply reimbursing him for his loss, whereas you didn't lose anything to start with?Thanks CaptainCosworth. In summary:
We are the same level, same role and sit together. The company uses a standard contract and I would hazard a guess that our pay is around the same mark.
The relocation policy remains the same. Their arrangement was agreed after his start date, once he established that he wasn't going to get any use of the generous relocation allowance.
He left his stuff in his old house, but is moving it into storage. I sold what little furniture I had when I moved.
We are the same level, same role and sit together. The company uses a standard contract and I would hazard a guess that our pay is around the same mark.
The relocation policy remains the same. Their arrangement was agreed after his start date, once he established that he wasn't going to get any use of the generous relocation allowance.
He left his stuff in his old house, but is moving it into storage. I sold what little furniture I had when I moved.
ClaphamGT3 said:
And, no doubt, when your firm introduces a new, tighter and more parsimonious relocation policy, you will be the first to whinge
It should be tighter. I told them this when I had a similar relocation-based problem shortly after I started. They agreed that the area of the policy was too vague and would amend it at the next revision. Without sounding callous, I wouldnt complain as I have already relocated and won't be doing so again. Within reason you need to look after number one. I haven't in the past, to my detriment.
fiesta321 said:
Thanks CaptainCosworth. In summary:
We are the same level, same role and sit together. The company uses a standard contract and I would hazard a guess that our pay is around the same mark.
The relocation policy remains the same. Their arrangement was agreed after his start date, once he established that he wasn't going to get any use of the generous relocation allowance.
He left his stuff in his old house, but is moving it into storage. I sold what little furniture I had when I moved.
Ok, I'll do a 180 on this. Sounds like the company have made a rod for their own back. Shouldn't have offered it to the other guy in the first place, or made it clear he shouldn't have discussed it. What's done is done, I'd say you have a reasonable argument in this specific situation, it just depends how much you are prepared to push it at the risk of upsetting/annoying someone higher up in the company?We are the same level, same role and sit together. The company uses a standard contract and I would hazard a guess that our pay is around the same mark.
The relocation policy remains the same. Their arrangement was agreed after his start date, once he established that he wasn't going to get any use of the generous relocation allowance.
He left his stuff in his old house, but is moving it into storage. I sold what little furniture I had when I moved.
If you think it's worthwhile pursuing then perhaps make it clear to them that you'll keep any agreement between you and HR private.
PS. Apologies for my earlier posts - early start plus no coffee = grumpy keyboard warrior
CaptainCosworth said:
it just depends how much you are prepared to push it at the risk of upsetting/annoying someone higher up in the company?
Senior management have been made aware by HR. It's not a huge company though so they know everything. I'm prepared to push and state my case, but I know when to stop and I don't see the benefit in fighting a battle I won't win. So I will be calculated in my approach rather than charging blindly on.They can either say yes and I get it. Or they say no and I don't. I'm approaching it from a 'where is the consistency' standpoint, which I feel valid.
Would have been better to submit the expenses claim without mentioning the other person. Not only for their sake, but also because requesting it "because someone else did" comes across as somewhat childish and unprofessional. If they refused, you could then mention that you are aware other people have had theirs approved and request clarification as to why.
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