Redundancy selection - is this process right etc
Discussion
Hi, long story short, big restructure (more than 20, less than 100) announced, everyone put at risk, consultation took place, everyone applied for jobs.
There was a scoring system based on past appraisals plus a 'personal potential score' that the directors can apply
I was not successful in getting a job in the new structure as apparently 'my score was too low' despite having one great and one average review
When the new org chart came out, the job that is almost identical (same job title) to mine is unfilled
My understanding was that the company should only use redundancy to reduce headcount where they no longer need heads, not use it as a way to get rid of the people they don't want any more & then replace with new
I have been there over 2 years just
Can anyone let me know
1) if they are behaving correctly
2) if not what can I do - is an unfair dismissal possible / likely to succeed and if it does what would the possible likely outcome be?
There was a scoring system based on past appraisals plus a 'personal potential score' that the directors can apply
I was not successful in getting a job in the new structure as apparently 'my score was too low' despite having one great and one average review
When the new org chart came out, the job that is almost identical (same job title) to mine is unfilled
My understanding was that the company should only use redundancy to reduce headcount where they no longer need heads, not use it as a way to get rid of the people they don't want any more & then replace with new
I have been there over 2 years just
Can anyone let me know
1) if they are behaving correctly
2) if not what can I do - is an unfair dismissal possible / likely to succeed and if it does what would the possible likely outcome be?
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