Underpaid for six years after my 'temporary' job cover became a permanent role

Due to a maternity leave extending to a permanent leave - ie, the person is never coming back - I have ended up covering a higher grade job for around six years. I have only just discovered that, as per the company's policy, I should initially have been temporarily promoted to the position until such time that the person I was covering for was scheduled to return to work, and then made permanent when it was confirmed they were never coming back.

However, when I asked the boss about this he refused to give me a proper reply. As a result I have spent around five years losing out on what should have been a higher pay rate. I have asked about backdating it, sorting a higher salary going forward, perhaps a one-off lump sum in compensation - but it all falls on deaf ears. I'm really cheesed off but it's a good job and I don't want to lose it. I just want to be paid a fair amount for what I do!

Jeremy says

You need to go about correcting this in an extremely thorough and level-headed way. You could all too easily (and reasonably) become so incensed with your boss's evasiveness and procrastination that you'd lose all patience and behave in a way that could seriously damage relationships with a company for whom, whatever its past failings, you want to continue to work.

Before you do anything, therefore, make absolutely sure of your facts. You seem to have detailed knowledge of company policy and how it relates to someone in your position. Check it is not only in writing, but still current.

Once you've done that, write a concise, factual account of where you find the company's behavior, in respect of your own case, to be at variance with its policy - quoting relevant paragraphs and being meticulous about dates. All your previous encounters with your boss seem have been verbal - almost casual - which has made it far too easy for him to avoid giving you a considered response. This time, in writing, leave him no wriggle room at all; at the same time, keep all emotion out of it.

Then calculate the financial compensation you are asking for. Don't suggest alternatives: pick the figure that seems most clearly applicable and least open to dispute, and be specific.

Finally, send it to your boss while making sure to send a copy to the HR department if you have one, or someone in management. Add a personal note to your boss saying that you're sorry to burden him with all this but you've been patient for six years.

I assume you're not a member of a union. Your company might need to be reminded that you are fully entitled to join one. Your case would seems to me to be unassailable. 

Readers say

Your feelings are universal. Most people feel they are underpaid, and often they are quite right. Unfortunately the job market is a seller's market. Employers can get away with things now they never could have in the past.

You can do one of three things:

1.Sue. You will win if the issue is stated in writing as the company's policy, as you have said. Everything must be in writing in this scenario. But even this is not without a degree of danger. Some future employers will be afraid to hire you, at least for some time. Your recovery and damages will have to be quite high. This is not for the faint of heart.

2. If you really like your job, continue working as you have been.

3. Look for another job. If you do, do not tell a potential employer at interview that your current employer is in breach of contract. It will be the deal killer. You'll have to come up with another good reason.

But, as you say, it's a good job you don't want to lose. So, at least for the time being, you should consider picking the second option. 

When you say "it all falls on deaf ears", how have you approached your boss? My suggestion is to arrange a private sit down, present him with a copy of the company policy and ask if he thinks it applies to your situation. If he says no, ask him to explain why. If you don't agree with his explanation tell him you are going to escalate it to HR or the head of department. It costs a lot of time and money to replace staff and most firms would rather chuck you a few grand extra than deal with the hassle of finding a replacement.