To raise a grievance - or not?!
Discussion
Sorry if this appears as just a rant, but I am quietly seething over how my wife has been treated at work, and would like some perspective and advice.
For the past year, she covered her Branch Manager's maternity leave, knowing of course after twelve months she'd be back to her old job. During the year, she performed very well - improving pretty much all statistics for the branch, and in fact topping all league tables for her region. Interestingly, the Regional Manager during a lot of this year naggingly asks my wife when she's going to be getting pregnant, what her plans are on that front etc...
BM came back for two days and said she couldn't cope, and handed in her notice - so ensues the search for a replacement, naturally my wife applies.
Just prior to the final interview, she hears on the grapevine that the one other internal candidate has been offered a job with a competitor, and is a dead cert for this job. Exactly as expected other person get the manager's role. Naturally my wife is miffed but keeps her head down. At the time a carrot was dangled of a new office being opened which she would probably be ripe for.
No today she tells me she's caught out this Regional Manager as a total bare-faced liar (we suspected as much). They pull aside another colleague and say that they will (if they want to) be moving them to this new branch to work in the next fortnight, that a manager has been appointed (external appointment) and all will be tickety-boo. My wife also happened to know that an ex-colleague was being interviewed today, as it transpires, to take over the role of the colleague who will now be moving offices. This colleague passes on the information to my wife out of courtesy. My wife is then called in for a general chat (a new Regional Manager is taking over next week, so it's a kind of handover), and the question of career etc comes up - wife says she doesn't see progression in the company having not got the BM role, and of course there's no news of this new branch, but that's the only likely opportunity - to which she's told well nothing's happening there right now etc etc, wait and see. Understandeably she's absolutely naffed off as a result.
Personally, I want to string this Regional Manager's balls up - utterly spineless, my personal inclination if it was me would be to pursue the sexual discrimination in order to ensure his career was blighted - but this naturally has connotations to my wife's future career anywhere if a lawsuit is pursued. I am not certain, but I understand jobs should now be advertised internally first otherwise that is a breach of equal opportunities law?
My wife wants to have a good career - I suggested trying to move rapidly to a competitor, but she doesn't want to go through the regime of probation etc etc again. Another thought is starting a family next year, and I do think holding on at current place is beneficial in terms of maintaining maternity benefits and then trundling off from there.
I'm not sure entirely what I am asking in terms of advice, but some general guidance and thoughts would be appreciated.
For the past year, she covered her Branch Manager's maternity leave, knowing of course after twelve months she'd be back to her old job. During the year, she performed very well - improving pretty much all statistics for the branch, and in fact topping all league tables for her region. Interestingly, the Regional Manager during a lot of this year naggingly asks my wife when she's going to be getting pregnant, what her plans are on that front etc...
BM came back for two days and said she couldn't cope, and handed in her notice - so ensues the search for a replacement, naturally my wife applies.
Just prior to the final interview, she hears on the grapevine that the one other internal candidate has been offered a job with a competitor, and is a dead cert for this job. Exactly as expected other person get the manager's role. Naturally my wife is miffed but keeps her head down. At the time a carrot was dangled of a new office being opened which she would probably be ripe for.
No today she tells me she's caught out this Regional Manager as a total bare-faced liar (we suspected as much). They pull aside another colleague and say that they will (if they want to) be moving them to this new branch to work in the next fortnight, that a manager has been appointed (external appointment) and all will be tickety-boo. My wife also happened to know that an ex-colleague was being interviewed today, as it transpires, to take over the role of the colleague who will now be moving offices. This colleague passes on the information to my wife out of courtesy. My wife is then called in for a general chat (a new Regional Manager is taking over next week, so it's a kind of handover), and the question of career etc comes up - wife says she doesn't see progression in the company having not got the BM role, and of course there's no news of this new branch, but that's the only likely opportunity - to which she's told well nothing's happening there right now etc etc, wait and see. Understandeably she's absolutely naffed off as a result.
Personally, I want to string this Regional Manager's balls up - utterly spineless, my personal inclination if it was me would be to pursue the sexual discrimination in order to ensure his career was blighted - but this naturally has connotations to my wife's future career anywhere if a lawsuit is pursued. I am not certain, but I understand jobs should now be advertised internally first otherwise that is a breach of equal opportunities law?
My wife wants to have a good career - I suggested trying to move rapidly to a competitor, but she doesn't want to go through the regime of probation etc etc again. Another thought is starting a family next year, and I do think holding on at current place is beneficial in terms of maintaining maternity benefits and then trundling off from there.
I'm not sure entirely what I am asking in terms of advice, but some general guidance and thoughts would be appreciated.
Wait until new office is opened and the other employee starts that role.
Then don't raise a grievance but ask HR where she is going wrong, lay out the increase in ratings when she covered the other branch manager etc. The purpose of the request is because she fears her career wont progress unless she works on the problem (or at least thats what you tell them). Refer to any appraisal or personal improvement plan that may of been put in place at last review that talks about developing skills and so on.
If this regional manager is going there is the possibility of the new person doing things their way, so things could change quickly ?
If an appraisal is due soon (January ?) it might even be worth waiting until then and going over the issue with the new manager.
If not, leave. With the increase in ratings and a reason to leave of "unable to progress in current role" I would of thought a competitor would be interested?
Then don't raise a grievance but ask HR where she is going wrong, lay out the increase in ratings when she covered the other branch manager etc. The purpose of the request is because she fears her career wont progress unless she works on the problem (or at least thats what you tell them). Refer to any appraisal or personal improvement plan that may of been put in place at last review that talks about developing skills and so on.
If this regional manager is going there is the possibility of the new person doing things their way, so things could change quickly ?
If an appraisal is due soon (January ?) it might even be worth waiting until then and going over the issue with the new manager.
If not, leave. With the increase in ratings and a reason to leave of "unable to progress in current role" I would of thought a competitor would be interested?
You're more measured than I am - I'd be out for revenge! I'll suggest that to her, she's just got home and I think is in the camp of sit and wait for the time being (she had already said with regards to her new Line Manager it may be a good change). For some reason, this Regional Manager that is moving shortly won't even seem to give her any feedback in the sense you're suggesting, so getting them out of the picture is probably not a bad call.
I agree to think about moving for exactly the same reasons to a competitor - I think time will tell there for her.
I find sitting here very difficult - I think she's been let down quite badly by the company and personally would love her to give them a big "screw you" but not always so easy...
I agree to think about moving for exactly the same reasons to a competitor - I think time will tell there for her.
I find sitting here very difficult - I think she's been let down quite badly by the company and personally would love her to give them a big "screw you" but not always so easy...
Based on that I would say NOT.
Appreciate she is your wife and you'd love to protect her, but I also assume you are perhaps taking only one side here.
Perhaps her year as acting BM has confirmed with the Regional guy that she isn't ready for that role. Statistics are one thing, but could it be people skills or something else. She needs to know - and the only way to do that is to ask.
Get to a meeting with the RM, say that after 12 months of doing the BM role, you're disappointed to have been twice passed over for promotion, and you'd very much like direct feedback as to why, what are the issue and how can I improve or address them.
Discrimination is hard to prove, just because the company have two men into those roles doesnt make a case. They would probably (read definitely) defend themselves vigorously and throw an awful lot of s
t likely to make your wife (and you) very upset and perhaps damage her career.
Appreciate she is your wife and you'd love to protect her, but I also assume you are perhaps taking only one side here.
Perhaps her year as acting BM has confirmed with the Regional guy that she isn't ready for that role. Statistics are one thing, but could it be people skills or something else. She needs to know - and the only way to do that is to ask.
Get to a meeting with the RM, say that after 12 months of doing the BM role, you're disappointed to have been twice passed over for promotion, and you'd very much like direct feedback as to why, what are the issue and how can I improve or address them.
Discrimination is hard to prove, just because the company have two men into those roles doesnt make a case. They would probably (read definitely) defend themselves vigorously and throw an awful lot of s
t likely to make your wife (and you) very upset and perhaps damage her career.muppetdave said:
You're more measured than I am - I'd be out for revenge! I'll suggest that to her, she's just got home and I think is in the camp of sit and wait for the time being (she had already said with regards to her new Line Manager it may be a good change). For some reason, this Regional Manager that is moving shortly won't even seem to give her any feedback in the sense you're suggesting, so getting them out of the picture is probably not a bad call.
I agree to think about moving for exactly the same reasons to a competitor - I think time will tell there for her.
I find sitting here very difficult - I think she's been let down quite badly by the company and personally would love her to give them a big "screw you" but not always so easy...
It puts the company to the test. These big corporations say they place great importance on developing staff and having ways to deal with issues and grievances etc - if this ends up with no decent resolution then they are full of crap and aren't worth working for.I agree to think about moving for exactly the same reasons to a competitor - I think time will tell there for her.
I find sitting here very difficult - I think she's been let down quite badly by the company and personally would love her to give them a big "screw you" but not always so easy...
Small companies may not rattle on about all this stuff, but at least you know where you stand.
On the other hand if they do resolve the issue then good on them for sticking by their word.
Half of me thinks the problem is this regional maanger who is leaving the role and doesn't really give a crap.
Gargamel said:
Based on that I would say NOT.
Appreciate she is your wife and you'd love to protect her, but I also assume you are perhaps taking only one side here.
Perhaps her year as acting BM has confirmed with the Regional guy that she isn't ready for that role. Statistics are one thing, but could it be people skills or something else. She needs to know - and the only way to do that is to ask.
Get to a meeting with the RM, say that after 12 months of doing the BM role, you're disappointed to have been twice passed over for promotion, and you'd very much like direct feedback as to why, what are the issue and how can I improve or address them.
Discrimination is hard to prove, just because the company have two men into those roles doesnt make a case. They would probably (read definitely) defend themselves vigorously and throw an awful lot of st likely to make your wife (and you) very upset and perhaps damage her career.
I totally agree I am looking at it from one side, and as I mentioned, I am more up for a fight than she! That said I think the more measured approach is the way forward and that is where she seems to be erring towards - however she has continually asked for useful feedback, but the RM just moves the topic on - not overly helpful.Appreciate she is your wife and you'd love to protect her, but I also assume you are perhaps taking only one side here.
Perhaps her year as acting BM has confirmed with the Regional guy that she isn't ready for that role. Statistics are one thing, but could it be people skills or something else. She needs to know - and the only way to do that is to ask.
Get to a meeting with the RM, say that after 12 months of doing the BM role, you're disappointed to have been twice passed over for promotion, and you'd very much like direct feedback as to why, what are the issue and how can I improve or address them.
Discrimination is hard to prove, just because the company have two men into those roles doesnt make a case. They would probably (read definitely) defend themselves vigorously and throw an awful lot of s
t likely to make your wife (and you) very upset and perhaps damage her career.The comment about discrimination wasn't a joke, but as you say it is difficult to approach and qualify - I was however advised by an HR bod there was a case there - hence mentioning it here. As you rightly say it would make life far more unenjoyable with other potential consequences - I shall henceforth remove it from my thoughts
Thanks for the comments guys.
Crafty_ said:
It puts the company to the test. These big corporations say they place great importance on developing staff and having ways to deal with issues and grievances etc - if this ends up with no decent resolution then they are full of crap and aren't worth working for. Small companies may not rattle on about all this stuff, but at least you know where you stand.
Yup, she's said this herself tonight. I suspect the first point of your comment is most accurate, but I think she'll sit tight for now in any case.Crafty_ said:
Half of me thinks the problem is this regional manager who is leaving the role and doesn't really give a crap.
Agreed - fingers crossed things change with the new one for the better.Sex discrimination won't really wash here - one man's word against an unpregnant lady
I'd suggest she books a meeting with HR, lays out in front of them what has happened and asks if they can explain why she has been denied an equal opportunity as all internal jobs should be advertised. When they've finished squirming she should then ask what steps they plan to take to ensure that she is in some way compensated for the lack of opportunity.
If she can get another job at the level she aspires to she should at the same time do so and consider resigning and claiming unfair constructive dismissal on the grounds of lack of equal opportunities. This won't wash if it takes ages to do as the resignation has to be pretty close to the events which caused her to believe a repudiation had taken place
I'd suggest she books a meeting with HR, lays out in front of them what has happened and asks if they can explain why she has been denied an equal opportunity as all internal jobs should be advertised. When they've finished squirming she should then ask what steps they plan to take to ensure that she is in some way compensated for the lack of opportunity.
If she can get another job at the level she aspires to she should at the same time do so and consider resigning and claiming unfair constructive dismissal on the grounds of lack of equal opportunities. This won't wash if it takes ages to do as the resignation has to be pretty close to the events which caused her to believe a repudiation had taken place
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff