Boss making my position untenable

His position can't just go unless he quits or they want to face an employment tribunal.

kitkat9933 said:
I will be following up with the formal process with the vendor and then see what they have to offer so we all know where we stand, then all 3 parties can plan a handover if required in a professional manner.
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Do you have a non-compete, does your company have any anti poaching agreement with this vendor you work with and have you spoken to a solicitor specialising in employment law?

Honestly you might get an initial e-mail giving brief advice from them for free too after they've seen your contract(s) etc.. and then you're perhaps talking about paying for a consultation or potentially getting them to write a few letters - for the sake or some free initial advice or couple of hundred or so for a quick meeting or perhaps maybe a grand if you need to get them more involved then it could be well worth it given her behaviour. You can get them to help negotiate your transfer if required etc..

The reference is important to secure too if she's getting emotional/personally offended/acting spiteful etc.. you might be able to get an agreement on the wording of any references she gives to future employers - especially if she's done anything that might otherwise constitute constructive dismissal etc...

There are solicitors out there who deal with this stuff literally all the time and who can give you bags of advice specific to your situation, whether any contracts are unfair, what your rights are re: your shareholdings, notice periods, gardening leave etc... what your employer can or can't do... it is a complete no brainer to talk to one given the potential costs if/when things go wrong with these sorts of things... and they can go very wrong to the tune of tens of thousands of pounds or more in either direct losses or loss of future earnings etc..etc..
 
Small update.

We had a little heart to heart and things have been sorted now. We have agreed for me to speak to the vendor and find more about what’s potentially on the offer and that if I did make a move to do a 3 month transition period.
 
Hopefully your boss has come to her senses and realised that if you did leave for the vendor, that it would be beneficial for her to have asset in the vendor who likes her and her company, than someone who she forced out and gas a grievance with.
 
mrbell1984 said:
The question is who at the new company has already stabbed you in the back by grassing you up already.
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Someone who wanted the position as a promotion. Most likely anyway. Now that it's unlikely you'll be moving it gives them a better chance.

I suspect though OP you'll be at a new job within 18 months.
 
mrbell1984 said:
The question is who at the new company has already stabbed you in the back by grassing you up already.
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it’s someone that wanted to get in her pants...

had the full interview process on Thursday, pretty much was offered it there and then, just awaiting for the Head of recruitment to be back Monday for what should be the formal offer.


They did nothing but apologise for the leak, it seems that person will be followed up with later as they aren’t happy about it.
 
kitkat9933 said:
Little update, vendor offered me the job and starting 1st Feb.

Insane renumeration upgrade from my current package.
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And your current employer will need to hire someone, on a higher salary, with recruiting costs,with at least 3-6 months time needed for the new employee to be able to produce any meaningful output, causing delays to your job roles output etc etc.

Another case of employee wins and employer loses substantially (but isnt aware or doesnt care). Well done!
 
morbid42 said:
And your current employer will need to hire someone, on a higher salary, with recruiting costs,with at least 3-6 months time needed for the new employee to be able to produce any meaningful output, causing delays to your job roles output etc etc.

Another case of employee wins and employer loses substantially (but isnt aware or doesnt care). Well done!
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They say people don't leave teams, they leave managers. If they valued the OP so highly they'd have offered him pay rises too. Replacing him/her/them will now cost significantly more than if they offered a pay rise. Good for the OP.
 
MissChief said:
They say people don't leave teams, they leave managers. If they valued the OP so highly they'd have offered him pay rises too. Replacing him/her/them will now cost significantly more than if they offered a pay rise. Good for the OP.
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Similar happened to my old employer, I asked for something more in line with industry standard, got declined so handed in my notice in. They've now had to pay industry standard, with a finder's fee to a recruiter for someone who doesn't have the same experience. Oh well.
 
Congrats OP :)

Janesy B said:
Similar happened to my old employer, I asked for something more in line with industry standard, got declined so handed in my notice in. They've now had to pay industry standard, with a finder's fee to a recruiter for someone who doesn't have the same experience. Oh well.
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Standard... also why lots of employers try to forbid employees from discussing pay/try to keep it secret etc..

At one place a recent grad (this company was his first job) was earning around 40k-ish, he'd started about 2-3 years before on 30k and had become very competent at his job. There was a new hire, bit older, brought in from a rival firm... he was on 50-something-k (which was likely a rise relative to the 40k-ish he was on at his old firm). Recent grad was asked to train him, guy was a bit of a muppet, the grad got very upset when he found out the guy was earning more than him... he wanted 50k too - the company, being rather short sighted fobbed him off.... so he went to another rival and got 50k-ish... (would be amusing if another guy was out there going from that rival firm to the other one for the same raise just to complete the set).

It seems stupid but it is so standard... you generally get a big rise by jumping ship and the company you're in at the moment generally won't be as willing to pay you the sort of rise they'd be prepared to pay to hire and external candidate unless they're promoting you.
 
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