Exactly, they had the chance to advertise the job without a salary, and start wage negotiations with whoever they offer a place to, but they nailed their colours to the mast by putting a salary in the advert from the start, should have left it blank if they were going to have a reviewed wage scheme for the new employee. Reviewed after 6 months? By who? What criteria do you need to meet to qualify for the pay rise? Like most things, it would be open to abuse.
Been offered a job that I went for...
- Thread starter buckeejit
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Soldato
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Don't underprice yourself. They've got a cheek to offer much less than the advertised salary.
I would ditch them personally and stick with your current one and look for an alternative. Sounds like you should be able to get another position (with genuine salary) without a problem tbh.
I would ditch them personally and stick with your current one and look for an alternative. Sounds like you should be able to get another position (with genuine salary) without a problem tbh.
As everyone has said... good on you for fighting it. Keep us updated with how it goes. I've got a few interviews lined up and am tempted to ask for more due to the interest shown by the companies. I wonder how it looks if I ask for more after the interview (provided I feel I deserve it of course)
Okay, so I've heard back and they've raised the salary by 500 quid which is still £2,000 under what they advertised but hey, they said it was because I wouldn't be brining any clients/account with my which I understand. They did say that they would review this after 6 months though. I'm thinking about whether or not to take the job.
The holidays in here run from December - December and I get 20 days plus 8 stat days. So far this year, I've taken 8 days (not inc. stat days) and I'm due to get paid next Friday. If I hand my notice in today, my last day will be 09th April 2012 (just over 2 weeks after I get paid). Does anyone know if I would owe anything for taking the extra days? Sorry, confusing!
The holidays in here run from December - December and I get 20 days plus 8 stat days. So far this year, I've taken 8 days (not inc. stat days) and I'm due to get paid next Friday. If I hand my notice in today, my last day will be 09th April 2012 (just over 2 weeks after I get paid). Does anyone know if I would owe anything for taking the extra days? Sorry, confusing!
yes, you will owe a bit: dec->apr is not enough time to accrue 8 days holiday
I would demand pay raise after probation, not review, if you want to start with -2k compared to advertised starting. But then I wouldn't take it in the first place either...
I would demand pay raise after probation, not review, if you want to start with -2k compared to advertised starting. But then I wouldn't take it in the first place either...
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would it just be that I owe 3 days? As technically, it would work out at 5 days per quarter wouldn't it?
All companies these days will want to bring in people as cheaply as possible.
What reason did you give when they asked why you want to leave your current job? If it sounded desperate or you really wanted out you can't blame them for trying......
Also i'd take that review in 6 months with a pinch of salt, once you are in a company they have you by the nuts!
What reason did you give when they asked why you want to leave your current job? If it sounded desperate or you really wanted out you can't blame them for trying......
Also i'd take that review in 6 months with a pinch of salt, once you are in a company they have you by the nuts!
I have come across this lots with my other half. Agency advertises the job for much more than the company wants to pay in order to get better candidates I presume.
It sucks.
Rubbish. It is unlawful to do that and goes against WTR.
What do the Working Time Regulations 1998 say?
The Working Time Regulations allow all “workers” to take 5.6 weeks’ paid holiday each year in holiday years starting April 2009 or later. These statutory provisions apply to “workers”, defined as employees and anyone else who works under a contract, other than a person who is self-employed. The rules also, therefore, apply to agency staff, trainees, apprentices, fixed-term workers and contract workers. As a result, this article will refer to “workers” rather than just “employees”.
For further information about who are “employees” and who are “workers”, see the FAQ I am self-employed. Am I entitled to holiday pay or any other benefits from my client?
When a worker’s employment comes to an end, the employer must pay any outstanding or “undertaken” holiday entitlement. This means that, if you have not taken all of your paid holiday entitlement in the current holiday year, you must be paid the value of the undertaken holiday, calculated using your normal rate of pay, with your final wages.
Example: You are entitled to 28 days paid holiday in a full holiday year. You leave 9 months through your holiday year, so your entitlement to that point is 21 days. You have only taken 13 of those 21 days. Your employer includes 8 days’ holiday pay in your final wages.
However, the Working Time Regulations do not authorise the deduction of “overtaken” holiday entitlement. In other words, you have taken and been paid for more holiday than you are entitled to up to the time you leave your job.
Example: You are entitled to 28 days paid holiday in a full holiday year. You leave 6 months through your holiday year, so your entitlement to that point is 14 days. However, you have actually taken and been paid for 17 days. Your employer deducts 3 days’ holiday pay from your final wages.
Your employer has no statutory right to deduct the value of the overtaken holiday. Therefore, this is an unlawful deduction from wages unless there is a specific provision in your terms and conditions of employment for the deduction to be made in these circumstances.
I haven't read the replies in this thread but it's quite simple - it's likely the agent is lying. He is going to pocket the £2.5k himself. This is a common practice when dealing with pimps.. sorry, agents
They can't. They are paid a commission based on a percentage of the salary. It's better for the agency that the OP gets paid as much as possible.
I would be very surprised to find a contract of employment that didn't address the 'unless'.
But I accept that what I said was not accurate in the default situation. OP needs to check his CoE.
I firmly believe that any contract that had the "unless" in it would be contentious.
I do agree that he needs to check his contract.
Also, sorry for sounding rude with the term "Rubbish". I didn't mean to come across as rude.
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Out of principle I wouldn't work for them, even if the low salary they offered was more than what I was currently on. I'd say I want the salary that was advertised, and that in future if they're basing this salary on you having clients, would it not be best to put this in the advert. You're the new guy and they're taking you for a ride IMO, showing that you're willing to roll over at this point pretty much writes yourself off in their eyes as just another employee.
