redundancy query - HR moving goalposts
Discussion
background:
i applied for voluntary redundancy which was accepted. in additional to the severence i'd also get 3mth notice paid in lieu so i could effectively leave the company on the day my notice period started.
my manager asked me if i'd be willing to work my notice which i declined the reason being one mths commute = one mths mortgage payment and i'd rather not come to work if i am being paid regardless.
i then had a meet with HR and one of the questions i asked was when my leaving date would be. i was told it was upto me and my manager to agree a date for my notice to start and that it could be at any reasonable point in the future. this was to ensure reasonable handover provisions could be made.
my manager requires me to do a full handover so we agreed that i'd stay until at least xmas. he then came back to me last tuesday and we verbally agreed that it would be easier for me to just finish all my current projects as quickly as possible and my notice period would start on 29th jan.
to recap, that gives me a couple of months working/paid as normal, then i am given notice and i leave with severance + notice paid in lieu.
so far so good. until half an hour ago when my manager told me that HR have now come back and changed the story. i now have to give 3mths notice before the end of november and leave any time within that 3mth period. my manager still requires me to work until xmas to finish off projects and handover.
so, can i still hold HR to the original agreement? is there an appeals process? i am only annoyed as the original 'package' offered when i initially volunteered for VR gives getting strangely smaller as each day passes. i was told a fortnight ago that i had to sign an agreement within 3 days. i still haven't seen this agreement let alone confirmed figures of what my payout will be.
i would like to honour the agreement i made with my manager but also aggrieved at the fact 2mths effective salary has just disappeared thanks to HR.
i applied for voluntary redundancy which was accepted. in additional to the severence i'd also get 3mth notice paid in lieu so i could effectively leave the company on the day my notice period started.
my manager asked me if i'd be willing to work my notice which i declined the reason being one mths commute = one mths mortgage payment and i'd rather not come to work if i am being paid regardless.
i then had a meet with HR and one of the questions i asked was when my leaving date would be. i was told it was upto me and my manager to agree a date for my notice to start and that it could be at any reasonable point in the future. this was to ensure reasonable handover provisions could be made.
my manager requires me to do a full handover so we agreed that i'd stay until at least xmas. he then came back to me last tuesday and we verbally agreed that it would be easier for me to just finish all my current projects as quickly as possible and my notice period would start on 29th jan.
to recap, that gives me a couple of months working/paid as normal, then i am given notice and i leave with severance + notice paid in lieu.
so far so good. until half an hour ago when my manager told me that HR have now come back and changed the story. i now have to give 3mths notice before the end of november and leave any time within that 3mth period. my manager still requires me to work until xmas to finish off projects and handover.
so, can i still hold HR to the original agreement? is there an appeals process? i am only annoyed as the original 'package' offered when i initially volunteered for VR gives getting strangely smaller as each day passes. i was told a fortnight ago that i had to sign an agreement within 3 days. i still haven't seen this agreement let alone confirmed figures of what my payout will be.
i would like to honour the agreement i made with my manager but also aggrieved at the fact 2mths effective salary has just disappeared thanks to HR.
richburley at http://www.burleyslaw.co.uk/ is your man... he did mine!!
Give him a ring and I will point him in the way of this thread
Give him a ring and I will point him in the way of this thread
Was your manager in the meeting with HR that you mention?
I would place the ball firmly in you managers court. If the new HR offering is all that's on the table then leave on the day you give your notice.
If your manager needs you that much then it's up to him to negotiate with HR an acceptable deal for you to stay on. Dont get caught in the middle of HR and your manager, just state your terms and then stick to them.
Sounds harsh to your manager I know but you shouldn't effectively be put out of pocket (commuting expenses etc as you say) from the original deal.
I would place the ball firmly in you managers court. If the new HR offering is all that's on the table then leave on the day you give your notice.
If your manager needs you that much then it's up to him to negotiate with HR an acceptable deal for you to stay on. Dont get caught in the middle of HR and your manager, just state your terms and then stick to them.
Sounds harsh to your manager I know but you shouldn't effectively be put out of pocket (commuting expenses etc as you say) from the original deal.
Edited by MrChips on Tuesday 24th November 23:09
I too would go and see the HR person here.
Remember that they (we!) are often the bearers of bad news which eminates from line managers who have f*cked up, to coin a phrase!
If an offer was made, you acted upon it, then the offer should be upheld, even if it means your boss stumping up some more budget to pay you as promised before you get PILON & leave.
Remember that they (we!) are often the bearers of bad news which eminates from line managers who have f*cked up, to coin a phrase!
If an offer was made, you acted upon it, then the offer should be upheld, even if it means your boss stumping up some more budget to pay you as promised before you get PILON & leave.
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