Continuous Service record or not?

[FiF]

This isn't me, but a family member. Wondered what other's thoughts were on this, although to state the obvious, devil will be in the detail.

First proper job after uni.

Joined an organisation on a temporary part time contract, performed well, to the extent that before the end of that contract, was asked by another department to help them out after a staff member had left. So now working on two temporary contracts totalling full time.

First contract ended, second contract hours amended to extend to six months full time.

Before that contract ended, job advertised, full round of interviews, job related tests etc, awarded job, full time permanent position subject to 6 months probation.

Probationary period passed, made permanent salaried staff, held position for 22 months, no disciplinary issues. Performance reviews exemplary.

Another job advertised in another part of the same overall organisation, two grades up, with some supervisory responsibility. Similar round of open adverts, interviews, tests etc, sails it, gets awarded position, still permanent full time, subject to one year probationary period. The last bit was a slight surprise, but fair enough.

Now some time later, still zero disciplinary or performance issues, got to the point where certain minor extra benefits kick in for staff with a certain level of continuous service, nothing earth shattering, extra leave entitlement, odds and sods.

Ignoring the time served under temporary contracts, the total of the time served in the two permanent positions is now over the qualifying period, but it seems the continuous service counts from the start of the appointment to the last permanent position, ie the 22 months in the firstb permanent position don't count.

That can't be right surely? Same employer, same payroll number, same pension records, finished one job on the Friday, started next one the Monday following. Public sector btw. Not a walk away deal breaker, the additional leave entitlement niggles obviously.

[parabolica]

I agree with your assessment (I work in HR); very unusual that an existing employee be subject to a probationary period in the second role, although if the employee were still within their first 2 years with the company at the point of the second probation being completed (or not) the employer still could possibly dismiss without reason. Would be dodgy though.

Has said employee sought clarification from their HR Dept? I would want to find out if there are any other employees in the same position to ensure consistency.

ETA just re-read your post and I got my time-in-the-roles facts mixed up. Still, the main point stands - I would want it looked into.