Last in First out?

Is the above stilla valid (legal) way of choosing who to make redundant?

Cheers

Dan

Your fired!

Depends on the criteria the company chose for their redundancy process now adays.

length of service can be a factor, sick leave, yadda yadda

i think if i remember rightly from my redundancy that you are allowed to ask what cirteria are going to be used for selecting people.

Pottery?

I thought shotgun

It can be used but IIRC cannot be the ONLY scoring method...... I could be wrong there though.

It's a pretty poor selection method but it's still legal.
Would be hard to defend at tribunal if they hadn't tried to assess skills, attitude, behaviour etc

So the last one to post on this thread gets sin binned?





Please reply to this.

it might be worth seeing a gp if you have had a few days sick for whatever reason.

i was made redundant and my sickness record was used as part of it, 3 months after being made redundant, the local GP diagnosed me as diabetic, hence all the time off in the previous few months, didn't know so hadn't adjusted my diet.

its covered by the 1995 disability act and so can't be used against me in such circumstances, a long shot but would have helped me if i had known.

I'm not sure lifo has been challenged in court. I expect it depends upon your industry as often by default lifo becomes a bit like age discrimination if you work in an industry with little movement of employees between different employers.

I expect most employers using lifo will call it 'lifo plus' and state lifo as the main criteria with other factors being considered like sickness and performance etc.