Help wanted for DH

[batflump]

DH works in a non academic role for Scottish University. Employer has just gone through new pay/job grading structure. DH has been advised that his job has been re-evaluated and his grade/salary has been lowered by nearly £8K????approx 25%

I am absolutely gutted for him because he has always appeared to be well thought of and work he does valued by bosses etc. Pay downgrade doesn?t come into place for 4 years (he will receive CPI increase for next year, then nothing for 2 years, then salary will be reduced in August 2010. DH does have a right of reply to this decision, and I?m really just looking for any ideas as to how he should respond ? obviously he disagrees with evaluation

While I think it would be better to concentrate on professional reasons why they should not be reducing his salary, there are obviously personal reasons too - i.e. huge mortgage repayments.

Any suggestions gratefully received.

I know it seems unfair to you but they have done a market exercise and based on the size of his job when evaluated the market rate or comparative rate is unfortunately lower. There is usually an appeal process he can utilise. Best I can offer is that he has a year to find another job before it starts to hit. Is he unionised as they will usually have something to say about but I would say that to red the circle the job (hold it at an inflated amount) foir 4 years is quite a reasonable approach. Sorry

If he's a member of a union then he should be talking to them asap. If not he needs to get in touch with acas who can help with employment issues.

I'm in a uni too, though in England, a colleague of mine was told initially that he would be downgraded but has managed to get the decision reversed and they've matched his current salary. I'm not sure how he went about it though - sorry.

I didn't think it was legal to reduce pay without employee consent unless I suppose your employment contract allows it.

It certainly seems to be legal in local government Xenia, so would presume universities are similar in that respect.

How can it be legal. If you contract says the pay is X and you aren't on any kind of temporary contract and the contract has no small print saying we're entitled to reduce pay then I can't see how they can. I suppose therefore there must be some right written into the contract to reduce pay in that case.

If you empooyed a nanny at £20k and said next week by the way I'm reducing the pay to £10k she could walk out and claim constructive dismissal.

Thanks for your responses - we've been thru' DH's contract and as far as we can see there is no mention of their being able to downgrade position/change salary, so that'll be number one on the argument list. Thanks for the ACAS link Liquidclocks - I'm checking that out and going to CAB too.

CazH - DH is in a bit of an odd position as his was a created role, we've looked at similar roles and the salary range seems to be from mid £20's to mid £40's, so his new salary band would put him right at the bottom of the range, although he has had several years exp - he's already scanning the job ads!

He's not in a union, so it will be interesting to see the % of union v non-union members who have had their positions and salaries downgraded.

I think the position in LG is that you get a new contract that you can sign or not sign, your choice. Not sure if they have to give you redundancy pay if you don't sign it. We're going through job evaluation at the moment and I'm very much hoping I WON'T have to look into this issue.

I would have expected in law as long as you're not a short term contract, you could just say thank you but I am quite content with my current contract unless the original one says they can foist changes like pay cuts on you.