Employer re-negociating my contract from 37.5 to 40hrs per/wk.

[8yf13l0]

Hi all.

I am near the end of my probationary period of my new job as a electro-mechanical (multi-skilled) maintanence engineer at a fixed business premices.

I am the only person on site with technical general knowledge of the buildings and systems etc as the only other existing electro-mechanical engineer is suddenly retiring so I could say I am in a quite strong position at this moment.

My current working hours are 8:00 - 16:30 mon to thu.
and 8:00 to 13:30 on friday (37.5 hrs).

It is quite normal that I often work friday afternoons after 13:30 as overtime to cover workloads etc.

Now I have just has a tip off from my supervisor (who is also suddenly retiring) whom pre warns that my manager will be pulling me in next week to propose re-negociating my contract to a 40hour week.

Taking into account my current salary, if I statred just doing 40hour weeks on my existing 37.5 hour contract (2.5Hrs OT per/wk), it works out as an extra £2500 estimated gross per year in overtime accumilation.

So if they propose I go to a standard 40hour week contract (no OT rates), could I negociate an extra 2500 minimum on my salary? - Or is this considered unreasoneble.

Any constructive feedback appreciated.

Regards

J.

 

[telectrix]

key word is negotiate. they want to negotiate your contract, so you negotiate for an increase in salary.

 

[uksparks]

As telectrix says, the key is negotiatiation, you need to go in with your figures written down and explain that typically you do so much overtime and wouldn't want to feel you are unable to achieve the same level of income should you increase your basic hours without having to do extras on top.

i suppose overtime work is not guaranteed so it might be that you settle for something in the Middle and accept a higher standard pay.

Only you know what's on the table and what you are looking for, have a chat and see where it leads, so long as you express your thoughts in a controlled way it should work out well. Don't go in heavy handed and start demanding so much as it might not look great.

 

[ian.settle1]

If they do want to increase your hours alarm bells should be sounding as why is it that the others are leaving/retiring all of a sudden.
They could have tried it with them but the company got told where to go and they have been told if they say anything it might reduce any extra payments they may recieve when they retire.

Can't see you getting much more for the extra hours as that would increase your hourly rate which would cost them more for any future overtime hours you work.

 

[uksparks]

That's a good point to consider Ian

 

[Richard Burns]

You would need to come in prepared with positive information for the company as well as concrete support for your position.
You seem to have put the situation fairly well in your post, but it is concentrating only on your receiving the same remuneration as you are getting at the moment.
Have a think about possible advantages for the company that can support your position.

Effectively at the moment you are attempting to get overtime pay for what will be regular working hours.
Probably not likely to welcomed, but applying the leverage positions you hold may have some benefit. So work out the figures and see what you are prepared to accept and provide declarative statements in a controlled way.
So the company will now be gaining a guaranteed input of your skill set for the Friday afternoon which since the company perceives that this is required, as evidenced by the contract change, then the incentive for you would be to receive an uplift for your salary to reflect the additional service provided by you.
Since your probationary period is about to end then this will permit you to provide the full range of your skill set to the company without restriction, the added benefit the company receives would clearly be reflected in the reward offered you; in conjunction with the increased hours you will be providing and the increased responsibility due to the retirement of half the departmental force, consideration should be given to your salary exceeding the current salary level of the departing staff.
The benefit of expending only one salary for the workload of two staff is clear cut and since the level of responsibility and the workload will increase significantly it would only be appropriate recompense for the service supplied by you, whilst providing a significant saving to the company.


Good luck and I hope the negotiation is successful.