Back dated pay rise

[happymackem]

I left Royal Mail in June so will I get any backdated pay rise £££££

[TrueBlueTerrier]

I left Royal Mail in June so will I get any backdated pay rise £££££

Unlikely - normally you have to be in post at the time of the agreement to receive the pay award and any backdated pay out.

[happymackem]

Bugga lol

[bustedflush]

Bugga lol

Actually there are many precedents that say you SHOULD receive retrospective pay you should have earned or did earn prior to terminating your employment. Otherwise your colleagues would have earned 3-4% more than you from April to June before you left, which is discriminatory.

I think this partly depends on whether or not they are actually backdating payrises for all employees, and whether or not this is a yearly incremental review, or a performance related payrise.

I left my old company 6 days after anincremental review was due in April, but due to TU negotiations it wasn't implemented until September. It was backdated for everyone, so I received an additional payslip in October with the tiny amount of backpay I was due. This is the general annual rise for everyone, regardless of grade. So if they are talking about it in December - but backdating the actual pay - then I would write to them and ask.

If it's not being backdated then no, and you shouldn't be entitled to it, either as no other employees are.

[bigbazza]

What backdated pay you are NEVER going to see any as Big Billy and Big Dave are in the pocket of RM.

[TrueBlueTerrier]

Bugga lol

Actually there are many precedents that say you SHOULD receive retrospective pay you should have earned or did earn prior to terminating your employment. Otherwise your colleagues would have earned 3-4% more than you from April to June before you left, which is discriminatory.

I think this partly depends on whether or not they are actually backdating payrises for all employees, and whether or not this is a yearly incremental review, or a performance related payrise.

I left my old company 6 days after anincremental review was due in April, but due to TU negotiations it wasn't implemented until September. It was backdated for everyone, so I received an additional payslip in October with the tiny amount of backpay I was due. This is the general annual rise for everyone, regardless of grade. So if they are talking about it in December - but backdating the actual pay - then I would write to them and ask.

If it's not being backdated then no, and you shouldn't be entitled to it, either as no other employees are.

The clincher will be if they have a clause within the pay agreement that says something along the lines of "for all CWU represented grades in post on 5 December 2013". That would mean no back pay for those that have left.

[dean07]

I left on ihr in Oct this year and was told by my rep that l would be entitled to backdated pay as l was still in post after April of this year

[bustedflush]

Bugga lol

Actually there are many precedents that say you SHOULD receive retrospective pay you should have earned or did earn prior to terminating your employment. Otherwise your colleagues would have earned 3-4% more than you from April to June before you left, which is discriminatory.

I think this partly depends on whether or not they are actually backdating payrises for all employees, and whether or not this is a yearly incremental review, or a performance related payrise.

I left my old company 6 days after anincremental review was due in April, but due to TU negotiations it wasn't implemented until September. It was backdated for everyone, so I received an additional payslip in October with the tiny amount of backpay I was due. This is the general annual rise for everyone, regardless of grade. So if they are talking about it in December - but backdating the actual pay - then I would write to them and ask.

If it's not being backdated then no, and you shouldn't be entitled to it, either as no other employees are.

The clincher will be if they have a clause within the pay agreement that says something along the lines of "for all CWU represented grades in post on 5 December 2013". That would mean no back pay for those that have left.

This 'clincher' may not be legal and I doubt the CWU would sanction it - you need to look at cases-in-law via old tribunal rulings to see if there is a specific precedent. I would say that an across-the-board backdated pay rise would be payable to all employees who have worked in the period it pertains to, whether they have left or not.

[wandle]

I had a similar situation arise, when I worked for a previous employer (in the private sector). Pay negotiations dragged on, some people took VR, and finally, a backdated pay rise, including a lump sum, was paid to all employees.
I asked the finance & payroll department if those had left in the intervening period would receive their backpay and lump sums.
'If they phone in and request it... yes' was the reply.
How they would ever know about it ??
I felt angry on their behalf. They were entitled to be paid the money, up to the date(s) at which they left the company. You think that RM are a dodgy employer? There are some others out there that can make RM look good, by comparison

[biscuit1957]

There are managers in my office spreading rumours about back pay,1,we are going to receive £400,2,because we have a bigger pay rise than was offered, it is only backdated until October,come on CWU you have f****d us on this deal come out and say what has been offered

[NWpostie]

I want it back dated to April otherwise they are taking my hard earned money and I will vote against the deal if that's the case.

[scrapsaturdays]

We must have a deal which gives us back pay to April. Lets not listen to rumour,wait until the facts are presented. If anyone is not happy with the agreement then vote no.
Pay, of course ,is not the only part of the deal. We need to see if a good deal has been negotiated overall. I will read through and discuss it in my office and if it's a poor deal will vote no and encourage others to.