Unfair demotion and hours reduction - need help please!

Unfair demotion and hours reduction - need help please!

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Julian Thompson

Original Poster:

1,031 posts

182 months

Thursday 18th July
quotequote all
My Mrs works as a class leader at a Tumbletots group part time. She has been there a number of years and absolutely loves the job.

She is having problems with the owners - out of the blue a few weeks ago she was informed that they were cutting her hours.

She has just had an appraisal with one of the directors who doesn't even work regularly at the group but whom is the senior director. All of the other staff get appraisals with the younger director who does work in the business.

In this appraisal the company has made several complaints about the performance of my other half, including being 3 minutes late once this term when she tells me she wasn't, not asking another member of staff to stand opposite her in case she forgot the lines during a song and other what I consider very trivial points. She was really upset during the appraisal because she feels that the other (working) director is making these things up - but of course she wasn't present to have a robust discussion about this and so the present senior director was relying on what was written.

At the end of the meeting the director told her that because her performance was below par she was removing her class leadership from her and from now she will only be employed as an assistant, on that lower wage.

She refused to sign the appraisal because of the discrepancy between what was written and what she considers to be fact.

I would like to know what, if anything, can be done about this because it seems to me that she is being singled out and treated badly.

Many thanks in advance.

designforlife

2,938 posts

107 months

Thursday 18th July
quotequote all
Sounds like she is being managed out, time to brush up the CV and start job hunting.

Testaburger

2,514 posts

142 months

Thursday 18th July
quotequote all
designforlife said:
Sounds like she is being managed out, time to brush up the CV and start job hunting.
It does sound like you’re along the right lines, sadly.

Knowing nothing about employment law, does it seem beyond the realms of possibility that redundancy beckons, and that they want to get her on a cheaper pay scale to reduce their payout?

Muzzer79

2,809 posts

131 months

Thursday 18th July
quotequote all
Julian Thompson said:
My Mrs works as a class leader at a Tumbletots group part time. She has been there a number of years and absolutely loves the job.

She is having problems with the owners - out of the blue a few weeks ago she was informed that they were cutting her hours.

She has just had an appraisal with one of the directors who doesn't even work regularly at the group but whom is the senior director. All of the other staff get appraisals with the younger director who does work in the business.

In this appraisal the company has made several complaints about the performance of my other half, including being 3 minutes late once this term when she tells me she wasn't, not asking another member of staff to stand opposite her in case she forgot the lines during a song and other what I consider very trivial points. She was really upset during the appraisal because she feels that the other (working) director is making these things up - but of course she wasn't present to have a robust discussion about this and so the present senior director was relying on what was written.

At the end of the meeting the director told her that because her performance was below par she was removing her class leadership from her and from now she will only be employed as an assistant, on that lower wage.

She refused to sign the appraisal because of the discrepancy between what was written and what she considers to be fact.

I would like to know what, if anything, can be done about this because it seems to me that she is being singled out and treated badly.

Many thanks in advance.
How many years is "many years"?

Demotion due to non-performance is not as simple as a conversation saying "you're not up to scratch" and a new job title.

The employee needs to be made aware of their failings and given the opportunity to improve. This is, typically, over 3-6 months, with regular reviews.

On the basis of the information provided I would file a grievance against this demotion, citing a lack of performance improvement opportunity.

However, I would agree with another poster that it appears they are moving to exit her from the business. With this in mind, whether she is legally or morally right (or both) I would start looking for other jobs.

Jasandjules

62,924 posts

173 months

Thursday 18th July
quotequote all
Julian Thompson said:
I would like to know what, if anything, can be done about this because it seems to me that she is being singled out and treated badly.
What does she want to do about it? If you are asking about legally, she can take steps to bring a claim.

N111BJG

108 posts

7 months

Thursday 18th July
quotequote all
I’m impressed that Tumble Tots is still a thing. My kids when when they were tots, eldest nearly 30 now with a tot of his own.
Sorry no help at all to OP

Julian Thompson

Original Poster:

1,031 posts

182 months

Thursday 18th July
quotequote all
Appreciate all of the help.

I also feel that she is being managed out in favour of the younger, more easily managed and less expensive staff.

As an employer myself it just upsets me to see such bad treatment of a loyal employee rather than proper discussion of real issues with proper solutions.

I’m going to have a word with her and find out what she ideally would like to do and report back.

Once again thanks.

Julian Thompson

Original Poster:

1,031 posts

182 months

Thursday 18th July
quotequote all
Muzzer79 said:
Julian Thompson said:
My Mrs works as a class leader at a Tumbletots group part time. She has been there a number of years and absolutely loves the job.

She is having problems with the owners - out of the blue a few weeks ago she was informed that they were cutting her hours.

She has just had an appraisal with one of the directors who doesn't even work regularly at the group but whom is the senior director. All of the other staff get appraisals with the younger director who does work in the business.

In this appraisal the company has made several complaints about the performance of my other half, including being 3 minutes late once this term when she tells me she wasn't, not asking another member of staff to stand opposite her in case she forgot the lines during a song and other what I consider very trivial points. She was really upset during the appraisal because she feels that the other (working) director is making these things up - but of course she wasn't present to have a robust discussion about this and so the present senior director was relying on what was written.

At the end of the meeting the director told her that because her performance was below par she was removing her class leadership from her and from now she will only be employed as an assistant, on that lower wage.

She refused to sign the appraisal because of the discrepancy between what was written and what she considers to be fact.

I would like to know what, if anything, can be done about this because it seems to me that she is being singled out and treated badly.

Many thanks in advance.
How many years is "many years"?

Demotion due to non-performance is not as simple as a conversation saying "you're not up to scratch" and a new job title.

The employee needs to be made aware of their failings and given the opportunity to improve. This is, typically, over 3-6 months, with regular reviews.

On the basis of the information provided I would file a grievance against this demotion, citing a lack of performance improvement opportunity.

However, I would agree with another poster that it appears they are moving to exit her from the business. With this in mind, whether she is legally or morally right (or both) I would start looking for other jobs.
Sorry - she started work there before the present owners took over in 2015 if that makes a difference?

Jasandjules

62,924 posts

173 months

Thursday 18th July
quotequote all
Julian Thompson said:
I’m going to have a word with her and find out what she ideally would like to do and report back.
Being realistic, she is in the position where entering into WP discussions to maximise her exit sum is about the only course of action available. She could being a Tribunal claim but I rather suspect her losses would not render that a particularly wise approach unless she is willing to represent herself..

Flooble

1,722 posts

44 months

Friday 19th July
quotequote all
What's a "WP" discussion?

miniman

19,776 posts

206 months

Friday 19th July
quotequote all
Flooble said:
What's a "WP" discussion?
Without Prejudice

Julian Thompson

Original Poster:

1,031 posts

182 months

Friday 19th July
quotequote all
Yes, understand.

I am sufficiently upset to offer her call on disproportionate resources in making sure that the correct outcome happens.

I have worked really hard in my life and I make sure that my staff are treated with the utmost respect and as valued individuals. I cannot stand by and watch “the boss” throw her weight about as though there are no rules or implications. Aside from the fact that I want to laugh in her face and show that she simply doesn’t get it that happy committed staff are the cornerstone of a great business I don’t see why she should get away with a dirty tricks campaign like that when most good employers large and small would stand up to responsibilities.

Jasandjules

62,924 posts

173 months

Saturday 20th July
quotequote all
If you want to message me I may be able to assist in at least pushing back, whether formally or informally.

I presume an exit is now the desired outcome?

Ninja59

2,151 posts

56 months

Saturday 20th July
quotequote all
Coming from someone who currently is in a similar position then yes she is being managed out.

Heck I have seen it done to someone then my MD admit it was a redundancy situation. The same is now happening to me.

If i were you take a look at the company accounts where possible. As mine made it fairly clear why he has and is trying to manage me and others out.

I don't agree with it on either a legal or moral stand point at a personal level. But, it is just easier to find a new role (something I am currently doing, have had a few first interviews now one is at second next week).

Definitely be proactive though brush the CV up and see what is out there. It genuinely surprised me and I have come across a fair number of decent roles in my field.

Edited by Ninja59 on Saturday 20th July 18:10