I had a meeting with the director today. Partly it was a check-in to see how I was getting on after my transfer, but it was also partly to give me some news:
"I brought you up at the leadership team meeting last week. I put you forward as a good candidate for promotion."
"Yes. Everyone thought it was a good idea and nobody raised any objections at all."
"The only problem is that HR tell me that TUPE law says that we have to honour your existing terms and conditions for a period of not less than six months after your transfer."
"Isn't that law there to protect me?"
"But this same law is now preventing me from getting a promotion and a pay rise?"
"Yes, that's about the size of it. We will look to promote you six months to the day from August 14th. You could use your pay rise to offset the extra cost of healthcover since the transfer"
(and yes, she seriously did say that last bit)
Just when I thought that HR couldn't find a way to piss me off more than they already have, they've gone and found a way of turning a law that's there to protect me to my disadvantage.
Brilliant. Do you think they have brainstorming sessions to come up with this shit?
I left the office today at 19:35 with a pounding head, and the knowledge that I would have to boot up my PC to do some more work as soon as I had finished my tea. What I really didn't need was to be pulled over by Site Security as I approached the main gates and to have my car searched to make sure I didn't have any office stationary (or whatever it is that they look for) hidden in my glove box.
These are the days I really live for.
my experiences with OMS - YMMV
1 day ago