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!

As others have mentioned.. If its reasonable adjustments for disability it's a genuine legal requirement that employers MUST comply with.

The fact she's negotiating in salary?... Good on her... FAR too many women don't negotiate... They assume the salary stated is a done deal... Men tend to see it as a starting point for salary negotiation... This has LOADS of consequences... Obvs general day to day living but also how much you retire with, but also when you can retire. There's an interesting book (based on academic research - oldish now but interesting none the less... Called 'women don't ask').

Some years ago I negotiated my NHS salary... Poorly paid... I was told by others that they 'never negotiate'.... My offer went from bottom of scale to top of scale... (still not loads...!). Representing about 30 per cent more... JUST because I asked, and put a case forward! When u was on a training meet... Was talking to other people in similar roles... All women... And they were genuinely perplexed that you COULD ask.!

Unfortunately in reality the Sunk Costs Fallacy comes into play once they have got their IT, and started being trained in whatever it is they need to do.

If HR are negotiating they are not likely to find their inner strength 3 months in. They should be saying 'that's the agreed pay, thats the hours and that's the job'.

@IamtheDevilsAvocado The sex of the person was never mentioned. You're assuming it's a woman.

I don't know, I've worked in a lot of places where they seem to be aiming to get rid of people at the 3 or 6 month mark, it's so bizarre after they've gone through the trouble of recruiting them.

I think negotiating salary and working patterns at offer stage is normal, but not after the contracts have been signed, unless something drastic happens in your life to make it important to at least ask your new employer, eg nursery falling through and finding a different one with different hours (eg you might have a nursery starting at 7.30 and if that falls through and you find a new one that starts at 8.30 you will struggle to make a 9am start). Not quite the same, but I have a new colleague who parted ways with her nanny and is using a nursery and so has changed her working days about 4 months into starting with us.

@IamtheDevilsAvocado That sounds like an interesting book - I'll look it up. It sounds like you did fantastically negotiating your wage - definitely v well deserved in the NHS too. Thank you for your input - I posted for balanced views and helpful comments and I've had a lot of food for thought.

Reasonable adjustments-wise, I'm 100% on board with anything like that. I've bent over backwards to help anyone in my team (new and existing) with absolutely anything they need. I've had tons of support also - it's a brilliant company when it comes to anything like that.

Many thanks again for the comments.

@onestepfromgrace I do have all the info regarding the requested changes, and they certainly aren't to do with that.

I don't know them well enough to say whether or not I like them, in reality. I'll certainly be giving them the benefit of the doubt - life would be very dull if we were all the same and it could well be that I'm completely wrong. I posted about this for a good balance of feedback and was fully prepared for being called out - thank you for your input. Much appreciated :-)

The organisation can't just "pull" the contract. Once it is signed all parties are legally bound by it. Including the employee. They can make requests to change the contract but the company can just say no and say the agreed contract stands. However, they do always have the option of giving the employee contractual notice to end the contract.

Yes alll great things to do BEFORE signing the contract. Except for the reasonable adjustments for disability which I can see the sense in only bringing up once contracts are signed.

With regard to changes in working pattern: there is new legislation relating to flexible working which is expected to become law in April, this will give employees the right to request flexible working from day 1.

In the context of this, it is maybe reasonable of the new employee to ask for changes? You refer to her 'demands', however they may just be requests which any employee is entitled to make?

I suggest you wait and see if any of her requests are granted and the rationale for these. For example, if she gets a pay increase based on her knowledge & experience then she may be expected to hit the ground running and that will affect how you performance manage her during probation and the expectations that are set.