Work query - secondments

Guest2

Guest2

Guest2

Soldato
Joined
6 May 2009
Posts
20,361
I have been seconded onto a team before. This allowed me to better my skillset to be able to apply for a job on said team. Having been on this team now for a few years I am the team lead as others have moved on.

I am now in being asked to be seconded onto another team because this team does now have the knowledge to implement xyz, but I do.

Am I within my rights to either deny secondment (because its not actually a secondment) or request a payrise?

I expect the people on this different team i am being seconded too to provide my help (because of lack of team skillset) will be on a better salary than me.

Thinking about it, its not a secondment, more like i am being contracted out for XX hours per week on the same wage
 
Erm yeah, when getting a new job/role within an organisation it is a bit of a no brainer to ask for more money. Especially as you're being asked to take on the role and you suspect the existing team is paid more.
 
You can request a raise whenever you like.

With regards to denying a secondment request, what does your employment contract say?

Is your work location changing or is it s different department in the same building?

Asking that your remuneration package be aligned with no less than your potential new team members is not an unreasonable request, given you would be their senior/reporting line receiving more than them is not illogical.
 
Guest2 said:
Its not a new role, its a secondment
Click to expand...

You sort of contradicted yourself when you later said "thinking about it it's not a secondment"...

It seems like pointless semantics tbh... you're going to be doing something different at work right? Or have been asked to do something different? Then ask for more money, it isn't an unusual thing to do in such a situation.
 
It sounds like you're going to be the team lead so this is going to be a promotion and this a salary improvement would be appropriate.
 
Your employer will likely view this as a secondment - most employers don't treat secondments as something that comes with a salary increase.

Doesn't mean you can't ask.
 
Lopéz said:
Your employer will likely view this as a secondment - most employers don't treat secondments as something that comes with a salary increase.

Doesn't mean you can't ask.
Click to expand...

This is what it's being viewed as. Cheaper labor though in my eyes and presume I have the option of turning it down, though it may rock the boat a bit.
Someone else I know at the same company was seconded onto another team for over a year, she asked for a pay-rise and they didn't give her one so she went back to her previous position, then to another job elsewhere no long after
 
If it genuinely is temporary then why not ask for some variable component based on certain targets?

If it turns into an offer of a perm move then go for the pay rise.

If you end up back at your previous team and it was a secondment then use it as an example of where you've added value etc... to ask for a pay rise regardless and talk about progression, next steps etc...
 
Really simple way of working out if you SHOULD ask for a pay rise:-

If (new role/secondment responsibility > responsibility in existing role)
{
ask for pay rise = true;
} else {
console.log("suck it up");
}
 
Sounds like a secondment to me? pay wise I think you need to decide what is best for you and go with that.

I've essentially been on secondment for the last ~3 years covering a higher role without being paid (despite it being promised at the initial consultation) at the rate that role would pay... I am however being paid more than I would be on my actual role, have way better benefits and usually the most senior person in the building when I'm on shift so I've not rocked the boat... a twist arose recently in that everyone else at this role level has had to accept changes to their contract (or take redundancy) that increased their flexibility, expectation of being able to work at a wider geographical range of branches as required and/or relocation package, etc. so I'm just keeping my head down and riding this one out as for obvious reasons they can't put me through that process as things stand.
 
Being on secondment for 3 years is a bit worrying, I mean people accept official roles and then later leave the company within that time frame let alone someone who is supposed to only be there temporarily.

I mean if that sort of thing is a potential risk OP then I'd certainly try to get the duration of the role clarified too and try to negotiate what happens if you are to end up doing the role on a more prolonged/permanent basis.
 
Where I am a seconded role is paid at the rate that position is normally paid at. So if you're first line and get seconded to 2nd/3rd line as cover then you'd get paid that rate.

If your secondment is a different title with more responsibility then definitely ask for a pay review. If you really do have knowledge that they're not easily able to get elsewhere, then that's more leverage in your cause.
 
dowie said:
Being on secondment for 3 years is a bit worrying, I mean people accept official roles and then later leave the company within that time frame let alone someone who is supposed to only be there temporarily.

I mean if that sort of thing is a potential risk OP then I'd certainly try to get the duration of the role clarified too and try to negotiate what happens if you are to end up doing the role on a more prolonged/permanent basis.
Click to expand...

Based on my experience a good idea to get something in writing as to the long term and/or pay, etc.
 
Rroff said:
Based on my experience a good idea to get something in writing as to the long term and/or pay, etc.
Click to expand...
I learnt that the hard way many years ago, if it is not on paper signed by a company rep or in an email (for traceability) then it
means nothing
 
Getting stuff like this just confirmed via e-mail is the easiest route, you can just fwd a copy to your gmail account too. You can initiate it too if needed, can just send an e-mail to the decision maker(s) with the key points agreed upon and get them to acknowledge it.
 
lurkio said:
I learnt that the hard way many years ago, if it is not on paper signed by a company rep or in an email (for traceability) then it
means nothing
Click to expand...

Only time that has been a problem for me is when I had a verbal agreement over contract changes with a boss who then reneged on it and called me a liar that it had ever been agreed to - fortunately HR sided with me to my then boss's chagrin - especially as he'd gleefully called them up expecting to get one over me.

Current situation I'm not gonna rock the boat as there is a fair chance if they sat down to make a more permanent solution it wouldn't involve me and I like that on most shifts I don't have anyone higher up looking over my shoulder.
 
This is the reason why I never apply for any secondments, it's just a cheap way to get someone to do a role and not pay them the actual rate for that role.
 
A2Z said:
This is the reason why I never apply for any secondments, it's just a cheap way to get someone to do a role and not pay them the actual rate for that role.
Click to expand...

Depending on circumstances though it can be a good way to gain experience outside of your normal role or ability level. Sadly all to often it is used to the company's advantage and not to the employee's though - sometimes at a disadvantage to the employee.
 
You must log in or register to reply here.
Back
Top Bottom