Hi,

I work for a company that is currently in the process of changing people's job titles and job descriptions. A number of people including myself have had their job title's and descriptions change from having very specific responsibilities mentioned to a very broad job title with vague responsibilities which will be shared amongst people who have been in the industry a number of years to people who have just joined and amongst different disciplines.

While work at this point have not indicated that my responsibilities will change I'm worried that my job description will no longer have these in them so once I sign a new contract they could just take those away I presume with no come back. Also my previous position was obtained during promotions while working for the company and In this way with everyone sharing the same job title and description I feel I have been demoted without cause.

Any advice on this issue would be great.

Thanks

J.W.

Hi,

 

I work for a company that is currently in the process of changing people's job titles and job descriptions. A number of people including myself have had their job title's and descriptions change from having very specific responsibilities mentioned to a very broad job title with vague responsibilities which will be shared amongst people who have been in the industry a number of years to people who have just joined and amongst different disciplines.

 

While work at this point have not indicated that my responsibilities will change I'm worried that my job description will no longer have these in them so once I sign a new contract they could just take those away I presume with no come back. Also my previous position was obtained during promotions while working for the company and In this way with everyone sharing the same job title and description I feel I have been demoted without cause.

 

Any advice on this issue would be great.

 

Thanks

Andre

Well, firstly a change of job description marks a change in contract terms, so obviously this has to be done by mutual consent.

While your employer does reserve the right to deploy staff as they see fit, if the redeployment means a complete chnge of what you are doing then basically you are being given a new job, hence they will need to issue a new contract.

If however they are tacking on extra responsibilities to your existing job, it is not unreasonable that you should be entitled to ask for extra pay to accomodate these extra responsibilities.

Have you been given written confirmation of what your new position will be, and what it will entail?.

To me, it seems like your employer is just trying to standardise staff employment T&Cs and peoples positions, probably to make it easier admin wise, as smetimes when a company takes on new work or new staff, the lines of who is responsible for who and who is responsible for what become unclear, so an occasional reorganisation is needed to help things run smoothly.

What i would do is sit and have an informal discussion with your boss about what is happenning, highlighting any concerns you have, if this discussion does not answer your questions to your satisfaction, then you can raise a written grievance asking for written confirmation of what the reorganisation entails, and what the come back of it is going to be on yourself.

Hi,

Thanks for the reply I think your right they are trying to standardise things which is the driver behind this change I think. The real issue I have is that the job title / role they want me to take roughly maps to a job position below my current one. While a new role / position has been created which roughly maps description wise to my current one. I have always had good reviews while working for the company so I can not see any reason why they did this?

They have already given us new contracts which they expect us to sign and are having a consultation but later (after we have signed the contracts, I have not signed so far). I have raised the issue with my line manager but she has no answers.

Thanks

J.W.

 

They have already given us new contracts which they expect us to sign and are having a consultation but later (after we have signed the contracts, I have not signed so far). I have raised the issue with my line manager but she has no answers.

right, the consultation should come first, as entrapment is generally frowned upon.

if your immediate manager does not have the answers you seek, then it is time to make things more formal.

Place a written grievance demanding that you be given answers to your questions in writing, verbal answers will no longer ba accepted.

You have made a reasonable request and as such you are entitled to a reasonable response, if all your manager can come up with is "dunno", then that is not satisfactory im afraid, as a manager, it is their job to manage.

If oyur manager is incapable of answering you questions, or is incapable of finding out the answers for you, then its probably time they stepped down, as it is clear that they lack a few basic abilities that are requirements for the position.

It is your legal right to ask questions when you are not certain about your employment conditions, and if they try to discipline you for asking a series of simple questions, then it raises the point that maybe there is some sort of ulterior motive behind the changes they are making, after all, if theyve nothing to hide, why hide it?.

Thanks for the reply just to clarify a few points. What they have said so far is that the new contracts come into force at date x but they want us to sign them now but have a consultation before the date x comes. To me this is still very wrong as you are signing something that you dont' agree with although there may be valid reasons explained to you later.

Secondly for my managers response what they actaully said was they agreed with me in that they could not see why I was not at a position above what they are offering (i.e. my old position with slightly different wording) but apparently in the reshuffle none of the senior staff where asked about your abilities regarding mapping roles from the old to the new. This seems to have been purely a HR exercise.

Just thought I should be as clear as possible.

Thanks

J.W.

yeah,w ell like i said the change in circumstances should be explained to you BEFORE you sign anything, i mean you wouldnt sign up to an electricity supplier before hearing prices etc would you, this is no different.

Prior to signing you should know properly what this change means to you personally (sod everyone else!), aand its not unreasonable to ask questions.

Just ask for an informal meeting to discuss the changes with a senior manager or a HR reperesentative, and state that you will not agree to anything until you have had your mind put at rest. hll, if the explnation you recieve in the meeting is satisfactory enough then you could sign the new contract and hand it in there and then, like i say, this is not unreasonable and i cant see why your employers are being so coy and obstructive about it.

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