Trying to ask this question without it being too identifiable.
DH changed section at the beginning of 2020. He was told that his current qualifications wouldn’t be enough to put him on skilled rate.
He was then told he could take a further qualification, to be funded by himself, HR then quibbled after going back & forth and offered to put him on an apprenticeship at a cost of about £4K to the company, this wasn’t an adult apprenticeship, this would have been 4 years at college. Only after would he be deemed suitable to be put onto skilled rate!
After Covid etc and return to work last May, an apt was eventually set up so that the senior skills person could come and talk to DH to set up the apprenticeship. After a 5 minute conversation discussing qualifications and experience, this person immediately deemed it impracticable and that DH didn’t need an apprenticeship. He then suggested DH should only need NVC level 3, and he’d look into funding.
In the meantime DH made contact with an official qualifications body (Institute of the motor industry IMI) who deemed DH current qualifications matched the modern NVQ level 3, which the skills officer had initially said wouldn’t be enough. Again, much delay from HR, another few months go by, delay after delay.
We’re finally at a point where there has been an agreement from HR that DH is indeed qualified for this position and he in fact should be paid a skilled rate! No further qualifications are needed as he is suitably qualified! Only taken a year!
Now, there was talk of back pay, HR have basically offered 2 months back pay! This has been going on for over 12 months and DH should have been paid the correct rate from the beginning. Not only that, he has worked many hours of overtime on a lower rate than his colleagues.
My question is (if you’ve made it this far) where does he stand with stating a firm no to this offer! He’s saved the company at least £4K on a course he didn’t need to go on and that’s all they’ve decided to offer him!
He’s about to join the Union again but is this something they would take on for him if HR don’t do what’s right?
I’ve been a bit vague with some info so apologies if it gets a bit confusing.