tag:blogger.com,1999:blog-1750120863647373520.post7415029919552514895..comments2023-08-08T11:48:10.725+01:00Comments on swisslet: getting on better with your associate employee contemporaries ....swisslethttp://www.blogger.com/profile/16708248700851998044noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-1750120863647373520.post-17894046912417224612006-09-14T14:15:00.000+01:002006-09-14T14:15:00.000+01:00They are powerful people though, and thats the sca...They are powerful people though, and thats the scary bit.<br><br>You could always say, well lets just promote me anyway, because I'll agree with you to violate that TUPE law statute for me, in this case, just this once, so that I can get what I'm deserved.<br><br>no?The Num Numhttp://www.blogger.com/profile/01134677767951802817noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-22670619120910701332006-09-13T21:30:00.000+01:002006-09-13T21:30:00.000+01:00Check that law out, I'm pretty sure that the T...Check that law out, I'm pretty sure that the TUPE law states that they can't change your pay and conditions <em>without your consent</em>.<br><br>HR are almost without exception a waste of frickin' time. I've never met one that wasn't at best borderline incompetent.Stefhttp://www.blogger.com/profile/16723338929365683113noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-7554259687676095402006-09-13T19:32:00.000+01:002006-09-13T19:32:00.000+01:00not enough firms look at the costs associated with...not enough firms look at the costs associated with having to find new employees, on average at least several thousand dollars and many months of vacancy for some roles.Planet Mehttp://www.blogger.com/profile/00149173563766469555noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-79312232273455174982006-09-13T16:23:00.000+01:002006-09-13T16:23:00.000+01:00Yuck! My company here went through a merger last ...Yuck! My company here went through a merger last year, and we are still trying to figure out what it all means. <br><br>My time off was cut way back (in terms of sick leave...I now have to be out sick for more than 3 days before I get to take any of my "illness leave" time).<br><br>I know that companies are supposed to watch costs, but it's always been pretty clear to me that you should value your employees so they will want to stick around.spinsterwitchhttp://www.blogger.com/profile/02170310579228627517noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-50873021465074633292006-09-13T09:34:00.000+01:002006-09-13T09:34:00.000+01:00That stinks. As someone who's worked predomina...That stinks. <br><br>As someone who's worked predominantly in short-term contacts, nothing surprises me about the way companies behave any more. Having finally found a permanent job about two years ago, I figured I was safe enough for as long as I wanted to stay in it, but even now, times are a-changing, not least in that suddenly all paid overtime (I often need to do evening and weekend events) in my department has been stopped, although other departments continue as normal. <br><br>I've resumed my hunt for something new, but meanwhile, I sit and seethe about having to spend my own time working, without even the sweetner of some extra pay, knowing other people working at the same event ARE being paid!Cathttp://www.blogger.com/profile/16091141519664411812noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-67571174284171866312006-09-12T23:08:00.000+01:002006-09-12T23:08:00.000+01:00I don't think I've explained that very wel...I don't think I've explained that very well.<br><br>cost of health insurance to me before my transfer = nothing (well, it was a taxable benefit)<br><br>cost of BUPA health insurance to me now: £84 <br><br>added to my salary: £38 per month<br><br>difference: £46<br><br>1 off payment to cover the difference for 12 months: £500-odd (adjusted for National Insurance and so on)<br><br>but after 12 months, I will obviously be losing out to the tune of nearly £50 a month.<br><br>Rubbish (although I used BUPA for the first time last week when I went to see my neurologist, and they were an awful lot easier to use than the last lot. I expect that all the diagnostic work I'm about to have done will see that I get my money's worth)<br><br>STswisslethttp://www.blogger.com/profile/16708248700851998044noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-18175771428049512802006-09-12T23:02:00.000+01:002006-09-12T23:02:00.000+01:00did I ever update you on the health insurance thin...did I ever update you on the health insurance thing? One guy was bold enough to stand up and be counted on our behalf, and started pushing his colleagues around to get something done. The standard package at new company is to offer a 52% discount on BUPA membership. This guy got the equivalent of that 52% added onto our salaries. Unfortunately, if I wanted to keep my cover as it is (i.e. have the WTs covered and not excluded as a pre-existing condition), I was going to have to pay the full 100%. This guy pushed to get me the difference paid as a one off payment (for this year only) in my September salary. This means that I will not be out of pocket for a whole year, but will then have to pay an extra £40-something a month if I want to keep my cover after that.<br><br>It's a whole lot better than a kick in the teeth, but I will eventually be out of pocket. I thanked the guy in question for his efforts (he shouted at people), and he shrugged and said that the sad thing was that it actually took him very little to get it done - he was just the only person who had cared enough to try.<br><br>The director was making an off-the-cuff remark when she suggested I could use my future pay rise to cover the difference. I don't think she meant any offence by it, it was just for want of anything else to say. She's nice enough, and I actually used to work for her a while back. It was a bit thoughtless really, no more.<br><br>I'm not letting the fuckers get away with stalling my promotion though!<br><br>STswisslethttp://www.blogger.com/profile/16708248700851998044noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-83787095673285051762006-09-12T22:43:00.000+01:002006-09-12T22:43:00.000+01:00I think you should have a contracts solicitor rumi...I think you should have a contracts solicitor ruminate on that one. It wouldn't surprise me if proposing a pay rise as compensation for loss of health benefits was grounds for formal complaint.<br><br>I think you should write to the HR and say you will accept their payrise, providing they also amend the figure to compensate you for the recent loss of benefits, and if they don't agree to your terms, start the search for another job.YokoSpungeonhttp://www.blogger.com/profile/05964135094941312857noreply@blogger.comtag:blogger.com,1999:blog-1750120863647373520.post-62305800526116049612006-09-12T21:42:00.000+01:002006-09-12T21:42:00.000+01:00we actually submitted a formal query to them durin...we actually submitted a formal query to them during the transfer process asking them about this - we wanted to clarify that we would be getting this undertaking from them to protect our jobs for at least 6 months (sometimes you can get 12 months).<br><br>The reply we got back?<br><br>Apparently they couldn't offer that guarantee because the company was going through a merger and a period of significant change etc. etc.<br><br>So my question now? Which is it? Are they giving me that protection (and delaying my promotion), or are they not?<br><br>Fuckers.<br><br>They don't *have* to do this, they're just being spiteful.<br><br>STswisslethttp://www.blogger.com/profile/16708248700851998044noreply@blogger.com