Employment law - Police Staff - Please help
Discussion
Wonder if anyone can help me (please ignore any spelling errors!)
My mum is a civilian working for the Met police, shes been there 6 years or so doing the same role and she has now been told they are moving her 'department' to a different location as they are centralising all of these types of departments from all over the borough into one location.
She has been told that there will be less vacancies as they wont need as many staff and as such they are having to 'apply' for the (same) job at the different location.
Am i right in saying that if she has to apply for a different job they are making her redundant from the old one and therefore entitled to a package of some discription?
It seems really unfair that they can suddenly say 'you will have to re-apply for the same job you've been doing for the last 6 years'
Ive told her to speak to her union rep but the responses ive heard seems that they dont have the first idea about employment law and what the met can/cant do.
Please advise, my mums nearly 60 and this is upsetting her quite alot.
My mum is a civilian working for the Met police, shes been there 6 years or so doing the same role and she has now been told they are moving her 'department' to a different location as they are centralising all of these types of departments from all over the borough into one location.
She has been told that there will be less vacancies as they wont need as many staff and as such they are having to 'apply' for the (same) job at the different location.
Am i right in saying that if she has to apply for a different job they are making her redundant from the old one and therefore entitled to a package of some discription?
It seems really unfair that they can suddenly say 'you will have to re-apply for the same job you've been doing for the last 6 years'
Ive told her to speak to her union rep but the responses ive heard seems that they dont have the first idea about employment law and what the met can/cant do.
Please advise, my mums nearly 60 and this is upsetting her quite alot.
my thoughts: being made to apply for your own job is simply a method of candidate selection in a redundancy situation.
The role is being removed (relocated), therefore it is a redundancy situation.
depending on the number of people, there will also be certain selection criteria, but if she chooses to apply and doesn't get it, the force are not allowed to use 'age' as a selection criteria - in this event I would advise to review the selection criteria.
In the even she chooses not to apply, she is still employed until the job does move - then it is a straight redundancy situation.
In the event she chooses to apply, and is successful, this I suspect will just be a t&c change - assuming no change in salary (which she will not be recompensed for).
I've dealt with force union reps, and you're right, they're not to bright on HR subjects, usually having to 'revert back' to you with more details.... to be fair, I've found the force HR not too clever either! lol
Anyway, if in doubt, get in contact with ACAS, which will provide free advice on all employment matters
The role is being removed (relocated), therefore it is a redundancy situation.
depending on the number of people, there will also be certain selection criteria, but if she chooses to apply and doesn't get it, the force are not allowed to use 'age' as a selection criteria - in this event I would advise to review the selection criteria.
In the even she chooses not to apply, she is still employed until the job does move - then it is a straight redundancy situation.
In the event she chooses to apply, and is successful, this I suspect will just be a t&c change - assuming no change in salary (which she will not be recompensed for).
I've dealt with force union reps, and you're right, they're not to bright on HR subjects, usually having to 'revert back' to you with more details.... to be fair, I've found the force HR not too clever either! lol
Anyway, if in doubt, get in contact with ACAS, which will provide free advice on all employment matters
Thanks for the replies guys, its a good point that they may not want to risk an age discrimination case as she is by far the most productive person in the office.
Shes never late, never off sick, always flexible at covering other peoples shifts, sickness cover and does consistantly over their 'target' where most others are barely hitting the minimum.
Ill get her to contact ACAS as well but for now, thank you once again
Shes never late, never off sick, always flexible at covering other peoples shifts, sickness cover and does consistantly over their 'target' where most others are barely hitting the minimum.
Ill get her to contact ACAS as well but for now, thank you once again
people will be chosen on costs and once you are over 50 then they have to pay extended pension rights. This may help in terms of costs to make redundant.
Whatever way the pendulum swings you have to roll with it and remember that it is not always the best people who are picked to stay, this is a cost reduction exercise, it follows that the staff are assets like buildings and so the most cost effective will be retained that are fit for purpose.
Whatever way the pendulum swings you have to roll with it and remember that it is not always the best people who are picked to stay, this is a cost reduction exercise, it follows that the staff are assets like buildings and so the most cost effective will be retained that are fit for purpose.
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