New employee demands

[CountryMumof3]

I've been mulling this over all day and wanted other perspectives in case I'm, incorrectly, feeling a bit p-ed off.

I run an office team and we've been really short staffed of late, so we've had a recruitment drive and managed to find four new starters. It's going to take the pressure off our team, which will be fantastic - they all work incredibly hard, despite this last year being incredibly difficult. Of the four, I really took to three, but the other (although well suited to the job on paper) was harder to warm to. They've all confirmed they're happy to start so we're getting things in place at the moment. The one I didn't warm to has apparently issued all sorts of demands, including changes to their work patterns, start dates, wages etc. This is all being looked after by HR and senior management, and they may well get some of it. I'm all for knowing your worth, but isn't this bad form for when you've already accepted a job under certain terms? AIBU to already be dreading working with them, or do you think I'm right to be concerned that there could be further issues down the line?

As you'll probably be able to tell, I'm building up my management experience, so don't have any past experiences to go on!

This was my first thought too!

I don't see anything wrong with them querying if they can have some adjustments to hours/pay. If you don't ask before you start-you'll be very unlikely to be given them in the future and people don't like to ask before being offered in case it prejudices the hiring decision against them.

Try and reserve your judgement until you actually meet them. People seem to have a real distaste for people who know their value and ask for what they want-and immediately view them as demanding or difficult when many of us could stand to be more like them.

They could turn out to be your best worker.

I'd like to echo these thoughts

@GreatGateauxsby Oh crumbs - what kind of tea related mishap???

Definitely going to go one way or another. We shall see!

If contracts weren't signed I would agree with @NahHumBrag .

Given they are, I agree that's too late. Pre-signature is the time to negotiate this.

Have you talked to HR about this? I agree it seems inherently wrong to agree to a higher salary for a new starter just because they make a fuss about it - unless, of course, they are prepared to raise salaries for the whole department. Surely they can tell this person the salary is what was offered, take it or leave it?

HR should be aware any exceptional amendments agreed after contracts are signed should then be open to other team members to equally request. Unless there are reasonable adjustments required etc which should have been raised with them earlier. They should keep you in the loop as manager.

Good on them. They are taking the job seriously enough to want to get everything in place before they start, even at the risk of it back firing. They are more likely to stay in the job as a result of that.

@clairelouwho @gardenfoundry Thank you - this is why I needed to voice this. Definitely needed more balanced opinions. It's incredibly rare that I don't take to someone, so I think that's possibly clouded my judgement too.

@Anisette I've got a meeting scheduled with them tomorrow to discuss it. If the salary is met, I'll be fighting to get the same terms for the rest of the team.

@HeidiIeigh Absolutely - I'm all for it if you've got two job offers and are trying to decide between the two. Particularly when one is preferable, but the terms are more attractive with the other. I'm not sure whether that's the case with this person - they haven't mentioned another role as part of negotiations, but you never know!

I wouldn't negotiate on wages after contracts signed.

However I am disabled and I have learnt the hard way that if you tell people this in advance you don't get the job.

(I can normally pretend to be able bodied for short periods of time).

Some of this could be reasonable adjustments.

employees like this, in my experience, usually take up a lot of time, and can be very disruptive within the team and often don’t pass probation. What is the career history and references like?

@Octavia64 We're fortunate that our company has been brilliant with anyone that needs adjustments making for disabilities. I'm also disabled, and they've been supportive from day one. I'm sorry that you've had bad experiences - that's incredibly frustrating. There's definitely a lot of work to be done to make workplaces more inclusive.

@Roselilly36 Not a bad work history, although was only in previous role 6 months - possibly genuinely didn't enjoy it though. References fine - not gushing, but nothing alarming - just sounds like they were pretty professional and got the job done.

@Fionaville Definitely all for fighting your own corner, to be fair.

@Whatonearth07957 Yes, I've got a meeting with them tomorrow to discuss it all. I'll definitely be fighting the rest of my team's corner to ensure they are able to request the same, if it comes down to it.

If this is reasonable adjustments I’m not surprised they have waited as so many people are rejected before the job offer or contract when they raise them at interview.

@onestepfromgrace Yes, I agree - it can backfire if you ask too early. I think I'm concerned that if they get most of what they ask for, they'll actually be on better terms than the a lot of the team. If theirs are improved too, it's not really an issue. Most companies don't like spending more than necessary though, so I'd actually be the only person in the office that's fully aware and that makes me uncomfortable. It could have a beneficial impact on everyone though, theoretically - and I'm all for that.

Negotiating an offer - great. Negotiating more salary and flexibility after proving their worth - also great. That’s being assertive and knowing your worth.

Angling to change numerous elements of a job post-acceptance, pre-start (or just after starting) - not so good ime.

I worked with someone who did this and I’m afraid it was all take and no give. They also came across as not having understood what they’d signed up to, which wasn’t a good look in a role that had a great deal of responsibility attached.

That’s the purpose of the equality act though and you should not feel uncomfortable with it. Reasonable adjustments don’t put people on better terms it enables them to perform the work. It shouldn’t be an issue, especially for others, who do not need adjustments.

(if it is adjustments)

The time to negotiate is before you sign the contract. Signing the contract means you are accepting the terms.

@onestepfromgrace Apologies - the reasonable adjustments I'm referring to aren't reasonable adjustments as in adjustments for disability etc - if that was the case, I'd be all for them and absolutely wouldn't be worrying about others not having them if they weren't needed. I'm disabled myself, so fully on board with supporting anyone with anything needed. I meant more in the sense of adjustments to more suit them - different hours than agreed (no family commitments to take into account), higher wage, other additional benefits etc.

Delaying a start date due to a Prebooked holiday or lack or childcare in the February half term is fair enough, moving hours by up to 30 minutes to facilitate school drop off or pick up again fair enough but they do sound like hard work

@bobomomo I completely agree - you've got to be flexible with that kind of thing. I'd understand if either of things were an issue, but there are no family commitments to take into account, no hols etc. I'll maybe just have to see if there's anything else going on that we're not aware of yet. I'll keep an open mind.