Grounds for victimisation?

Delta_Raven1

Hi I'll try and keep this short and sweet.

I work in a call centre, I am permanent, I am required by my contract to pass industry exams for my job which i did, 6 in all.

We are subject to pay increases in line with passing exams and performance and this info is available in writing to us.

Today i found out that senior management had blocked my increase due to a "performance issue"

What happened is, a senior manager asked for examples of good/bad calls as part of some internal audit i was told. 2 bad calls i had were flagged and listened to by senior management.

I will hold my hand up, the calls were very poor. My supervisor was aware of them when they occured early summer and we had an informal chat and feedback was received.

About 6 weeks ago this audit was carried out and these calls resurfaced.

I was told by an executive (who reports to senior management) in a formal meeting that this was to be considered a "training issue" and I would have to undergo whats being called a "personal development plan"

Today I was told that I would not be receiving a pay increase (just to be clear our wages are WELL below the industry standard and is an ongoing issue between management and workers). I was not really surprised to be honest and had a feeling this would happen.

I feel like I was not given a chance to defend myself and this matter has been allowed to go way to far.

My supervisor was not happy this went to senior management and her along with the executive have advised management that im not a bad egg and this is not representative of the work I do for the company.

My real issue was i was told this was a training issue yet now its surpassing all the other work I've done.

I'm also being asked to perform the actions of fully qualified people whilst my qualifications are not being reflected in my salary.

Im aware that they would like me to leave, I've been told today that this "personal development plan" is essentially internal disciplinary action but if all goes well it can be wrapped up by new year, people who have been through this process also do not get any bonus from what im aware.

I am relatively familiar with employment law but im not an idiot and definitely do not want to start throwing the words employment law around in future meetings if i don't have a leg to stand on but im just wondering where i stand really, I feel im being unjustly punished for something that I had already received feedback for.

Any thoughts are most appreciated

Thank you!

P_1

You have the qualifications. Dust off the CV and get out of dodge

Delta_Raven1

P_1 wrote: »

You have the qualifications. Dust off the CV and get out of dodge

That's really starting to become a reality imo

Thank you for the reply

OMM 0000

I'm not trying to sound harsh, but you work in a call centre, a job that sucks.

Just leave and get a job in another call centre, or ideally not in a call centre...

Don't stay in a crap job where you feel you're being degraded.

chuck eastwood

Similar issue in a different sector. I am a maintenance tech in a lab doing the work of an engineer. About two years ago I came accros an issue that was over my head and pay scale. Long story short I am here 13 years and since the early days of working here when we were all qualified and getting the right (average) trade rates, unofficial company policy is now to bring I eastern Europeans or people straight out of college to at two thirds of the pay they should be getting.
Bonuses were cut to a fraction for better paid staff while the much lower paid staff got there's albeit still a small fugure. Having seen an internal email from the MD to the head of engineering the policy goibg forward is to change our employee dynamic by making it difficult for better paid staff to staff if we can replace them with transient or college leaving people.
I've been around long enough now not to be to bothered knowing that if i do my job well I can leave on my terms when I choose, not get forced out by a cost cutting measure. Rock and a hard place for you, they want you gone as you stated. Why not go elsewhere if you can ?. What are the positives of staying ?

Delta_Raven1

OMM 0000 wrote: »

I'm not trying to sound harsh, but you work in a call centre, a job that sucks.

Just leave and get a job in another call centre, or ideally not in a call centre...

Don't stay in a crap job where you feel you're being degraded.

Its in Insurance claims so what bothers me is the work I do does impact on people lives, I essentially decide who is responsible for claims. I actually enjoy the work but I just feel im not being treated fairly for the amount of responsibility on me

OMM 0000

ryan91 wrote: »

Its in Insurance claims so what bothers me is the work I do does impact on people lives, I essentially decide who is responsible for claims. I actually enjoy the work but I just feel im not being treated fairly for the amount of responsibility on me

Could you go work in a small insurance brokerage?

_Brian

ryan91 wrote: »

Hi I'll try and keep this short and sweet.

I work in a call centre, I am permanent, I am required by my contract to pass industry exams for my job which i did, 6 in all.

We are subject to pay increases in line with passing exams and performance and this info is available in writing to us.

Today i found out that senior management had blocked my increase due to a "performance issue"

What happened is, a senior manager asked for examples of good/bad calls as part of some internal audit i was told. 2 bad calls i had were flagged and listened to by senior management.

I will hold my hand up, the calls were very poor. My supervisor was aware of them when they occured early summer and we had an informal chat and feedback was received.

About 6 weeks ago this audit was carried out and these calls resurfaced.

I was told by an executive (who reports to senior management) in a formal meeting that this was to be considered a "training issue" and I would have to undergo whats being called a "personal development plan"

Today I was told that I would not be receiving a pay increase (just to be clear our wages are WELL below the industry standard and is an ongoing issue between management and workers). I was not really surprised to be honest and had a feeling this would happen.

I feel like I was not given a chance to defend myself and this matter has been allowed to go way to far.

My supervisor was not happy this went to senior management and her along with the executive have advised management that im not a bad egg and this is not representative of the work I do for the company.

My real issue was i was told this was a training issue yet now its surpassing all the other work I've done.

I'm also being asked to perform the actions of fully qualified people whilst my qualifications are not being reflected in my salary.

Im aware that they would like me to leave, I've been told today that this "personal development plan" is essentially internal disciplinary action but if all goes well it can be wrapped up by new year, people who have been through this process also do not get any bonus from what im aware.

I am relatively familiar with employment law but im not an idiot and definitely do not want to start throwing the words employment law around in future meetings if i don't have a leg to stand on but im just wondering where i stand really, I feel im being unjustly punished for something that I had already received feedback for.

Any thoughts are most appreciated

Thank you!

To be honest it sounds like you are being held accountable rather than being victimised.

You made mistakes and so as a result there are implications. Placing someone on a pip would be standardised process following these issues being raised.

Yes pip are used sometimes to manage someone out, but this is far less common that people think, mostly it’s jist a process to focus someone on their shortcomings and move them on.

If the pay is so bad then move, although depending on company policy I’d wonder about your reference. If a new employer hears your on a pip for poor performance they may not be interested.

Wanderer2010

_Brian wrote: »

To be honest it sounds like you are being held accountable rather than being victimised.

You made mistakes and so as a result there are implications. Placing someone on a pip would be standardised process following these issues being raised.

Yes pip are used sometimes to manage someone out, but this is far less common that people think, mostly it’s jist a process to focus someone on their shortcomings and move them on.

If the pay is so bad then move, although depending on company policy I’d wonder about your reference. If a new employer hears your on a pip for poor performance they may not be interested.

Not all bosses out there are spiteful nasty individuals who give bad references for fun, though. If the OP feels the road ahead for making a complaint is too long and not worth the hassle they should look for a new position of course, but it might be better for them to have an honest chat that they are job seeking and to try and leave on good terms with their boss.

_Brian

Wanderer2010 wrote: »

Not all bosses out there are spiteful nasty individuals who give bad references for fun, though. If the OP feels the road ahead for making a complaint is too long and not worth the hassle they should look for a new position of course, but it might be better for them to have an honest chat that they are job seeking and to try and leave on good terms with their boss.

Being truthful isn’t spite.
If for example an employee has a problem with absenteeism or tardiness why shouldn’t that be included in a reference conversation - providing its true.

There are repercussions for actions and that includes references, people should understand that.

For far too long I’ve been seeing people post “you can’t give a bad reference, that’s against the law”. This lulls some people intonthinking they can behave as they wish and then changing jobs resets the clock.

You can give a bad reference if it’s truthful and you’d best be able to back it up with a paperwork trail in case of a complaint. That’s honesty not spitefulness.

Wanderer2010

_Brian wrote: »

Being truthful isn’t spite.
If for example an employee has a problem with absenteeism or tardiness why shouldn’t that be included in a reference conversation - providing its true.

There are repercussions for actions and that includes references, people should understand that.

For far too long I’ve been seeing people post “you can’t give a bad reference, that’s against the law”. This lulls some people intonthinking they can behave as they wish and then changing jobs resets the clock.

You can give a bad reference if it’s truthful and you’d best be able to back it up with a paperwork trail in case of a complaint. That’s honesty not spitefulness.

No, if its an employee who wants a fresh start somewhere else, and particularly in Ireland where everyone knows everyone else, its pure spite to tell an employer looking for a reference that "John was always out, had a big problem adhering to his PIP" etc etc. You and I know well that's the end of that persons chance to start afresh somewhere else. Why on earth would you care about another employer getting a worker you didn't like? Its not your problem anymore.

Nothing outside of a "Yes John worked here from 2014-2017" should be allowed in a reference.

_Brian

Wanderer2010 wrote: »

No, if its an employee who wants a fresh start somewhere else, and particularly in Ireland where everyone knows everyone else, its pure spite to tell an employer looking for a reference that "John was always out, had a big problem adhering to his PIP" etc etc. You and I know well that's the end of that persons chance to start afresh somewhere else. Why on earth would you care about another employer getting a worker you didn't like? Its not your problem anymore.

Nothing outside of a "Yes John worked here from 2014-2017" should be allowed in a reference.

I’ve
Had the reference you speak off from employers and then a lad turns out to be serial absentee every Monday because he loved to party at the weekend.

i specifically asked had he absentee or tardiness issues. I found out after he was on an final warning with his last employer. It’s a significant draw on resources taking on a lad like that blind and if references were honest then it could be avoided.

People would learn to behave appropriately if they had more fear of their reputation following them. People need accountability or a certain number take the mickey. .


Like everything it’s all about your perspective, I won’t tell a lie to anyone just to see the back of a troublemaker, some of my colleagues did that but I don’t agree with it.

STB.

A lot of the posts on this thread vary from "get another job" to "heres my management style".

Neither are helpful.

OP you sound like you work in a large organisation. They must have procedures regarding awarding/non awarding of pay increases and dealing with underperformance issues.

You need to ask for a copy of them. Are your company folllowing procedures ? If they have identified training as the issue, then that means its not necessarily your fault!! Reading between the lines your manager has been over ruled by senior management in a performance appraisal that has been influenced by an internal audit of phone calls.

Any union representation in there ? Move swiftly.

antix80

Senior management don't see half the s*** going on. They were probably genuinely disappointed by the call or feared reputational damage if they failed to act.

Your calls must have been awful though.

I notice you're not beating yourself up. That's good. But, maybe a little humilty would be good. Imagine that the senior manager could be listening in on any call.

daheff

Wanderer2010 wrote: »

but it might be better for them to have an honest chat that they are job seeking and to try and leave on good terms with their boss.

NO NO & never ever tell your boss you are thinking of leaving. Either resign or dont. If you tell them you are thinking of going you can kiss goodbye to any possibility of a payrise/promotion if you don't leave.

If you want a counter offer then go in with a job offer that you are willing to walk to. Otherwise suck it up till you have an offer.

OP....underpaid even though you have qualifications & experience...pip from incidents during training.....time to leave. Life is too short to work for companies like that.

Snotty

I'm not even sure what the OPs complaint is, is this the first possibility of a raise since the 2 calls? You say it was dealt with, but just because your superviser has a chat to you does not mean the incident goes away.

You are on a PIP, but people can recover from PIPs, it's your decision if the job is worth staying on for.

beauf

Seems unduly harsh.

The problem with these development plans is they seem to be designed to set people up to fail. Many see them as a means of manipulating people out circumventing normal process.

If someone has passed all performance indicators it would make them difficult to dismiss without a major issue. So hence the development plan route.

Others seem to use them as a means to penny pinch. A means of avoiding bonuses and normal pay rates.

The latter would suggest you may get better paid elsewhere. Unless of course you think the errors made justified the companies actions.

Only you can judge that.