For Ben Jones only
No please, thank you for your reply.
OK i initially generalised thinking i would get a general answer back, the site is obviously far more professional so i will be more accurate.
The trust is Dxxx & Bxxx incorporating Dxxx, Txxx, Wxxx and Mxxx Hospitals.
My wife was Ward Sister (part time) on a medical ward at Mxxx.
Txxx is (was) a hospital specialising in strokes and recovery, this was being closed and moved to Mxxx replacing the medical ward on which my wife was sister this medical ward was being moved to Dxxx.
There were 4 for interview for one band 6 vacancy on this newly formed ward at mxxx 3 female one male. the male was already working full time hours on a small department at Mxxx (not a ward) dealing with recovery (not neccessarily stroke victims) and consisted of just a handfull of staff working Monday to friday.
One of the interviewees got the position (not the male).
At this point my wife broke a bone in her hand and could not work.
Another of those interviewed during my wifes sickness period got a position at Dxxx leaving just my wife and the male unsuccessfull.
My wife had by this time recieved her new contract listing her as band 5 on protected salary. During her absence she visited the male nurse only to find him still in band 6 uniform running what was by now an even more depleted dept and asked if he had had a new contract to which he replied no. ( it was later found out that this nurse had been told to stay in position despite failing interview) (no other interviewees were informed of this decision)
On the 1st day of my wifes return to work the ward manager took her into her office and explained that the person who had originally been given the band six job had been moved to Dxxx and that the roll was to be offered to the male nurse (who had, remember also failed interview) when my wife questioned it the manager stated that Px (the male nurse) was full time.
We consider this to be a gross misjustice both having failed the initial interview they should have been given equal opportunity, during the initial interview my wife was told that her part time status would not affect any decision.
Also she was supposed to have a follow up meeting to explain why she did not get the job in the 1st place, this has not happened.
Part of the interview process was a power point presentation, the trust has not offered any training in power point (surley you cannot be judged on something you have not been trained in) my wife being more mature does not know her way round a computer as does some of her younger counterparts however she did recieve compliments from the interview board at the time on it being a good 1st time effort. It has been muted that the male nurses presentation was better but he has no experience of running a ward and as i type this there are still areas of the ward management that he cannot do.
My wife and i feel that she has been treated unfairly. Discriminated against in that she has not been shown equality due to her part time status ie the statement made by her manager.
That the Trust failed to act equally in not issuing new equal contracts to those that failed.
That they acted underhandedly by allowing the male to stay as band six with no band 5 contract without explanation to others that also failed.
That they broke NHS rules by not re-interviewing for the post when it again became vacant.
My wife has a meeting today 2.00pm with HR and your advice would be welcome, please accept my appologies for the lateness of this request but HR have put the meeting off severall times and then Christmas was upon us.