Last year (May 2010) we  went into consultation where the role was split into two roles where the current employee was consulted with to take one of the new roles or take redundancy.  The member of staff liked the people side of one of the roles and did not like the strategic part of the second role so took the people management role.

This role would report into the strategic manager when they were appointed. The people role attracted a smaller salary by £7000 but the person was not concerned about this as salary was not their priority.

The salary dropped to the new salary on the 1st June .  We are now nearly in April 2011 and the strategic manager has still not been appointed and the people person is still carrying out the strategic role involved in setting and managing budgets etc.  The only thing that they are not doing is sitting on the monthly senior manager meeting . The people manager still reports into the General Manager as before as the strategic manager has still not been appointed.

In essence the people manager has been down graded but not told so.  Has the people manager have a case to claim back from the employer the £7,000 that would have normley been paid to them If the consultation had not taken place.

It does seem unfair that the people manager has been carrying all of their duties at a very high level as they were graded very highly by the general manager during their appraisal ( scored 2, 1 being the highest, 5 being the lowest).

Does anyone think this employee has a case?