Redundancy Questions

[callahan]

Afternoon everyone

I am looking for some advice as I have just been shortlisted for redundancy - two people, probably two jobs being made redundant, but possibly only one - and have the follow-up meeting on Friday.

1. Statutory rights - I have been there since the middle of January last year, so not quite up to the 2 year mark. However, my notice period is 3 months, so I assume I will be included as being there for 'over 2 years' - will this be the case, and how will it affect any redundancy payments?

2. My role is / was as a regional sales manager and as such my 'Primary Purpose' on my job description is 'responsible for delivering monthly and annual sales targets etc'. However, the selection criteria (2 out of 3 rsm's have been 'selected') did not mention sales figures and the person who has not gone forward to the next round has sales figures roughly half of mine during the period of his employment, but is safe. Do I have a case here?

3. What can I do now? I have a lot of contacts in the industry, so do I start making calls to see if anyone is recruiting (and therefore potentially embarrassing my employer), or wait it out?

4. I really want to work for myself longer term, so this could be a blessing, but how the hell do you go about it? I'm a wage slave not a free-thinker!

Thanks for any help and sorry for any random questions, but I'm a bit pi**ed off.

[ProSc2008]

Not trying to sound unhelpful or anything but wouldn't your HR dept be able to answer most of these questions more accurately than anything you're likely to see here?

If you're up for redundancy then you can guarantee that they've researched all of this stuff long before it appeared on your radar.

[callahan]

ProSc2008 said:

Not trying to sound unhelpful or anything but wouldn't your HR dept be able to answer most of these questions more accurately than anything you're likely to see here?

If you're up for redundancy then you can guarantee that they've researched all of this stuff long before it appeared on your radar.

That's a fair point, but I have mistrust issues when it comes to HR departments, as I think they are only there to protect the rights of the company, not the employees.

[ProSc2008]

This is true but I'd still say it's worth asking them the questions just to see what they say.

Make sure any correspondence is in writing and it's even possible that they'll trip themselves up which would give you a bit more leverage in any upcoming negotiations

[callahan]

ProSc2008 said:

This is true but I'd still say it's worth asking them the questions just to see what they say.

Make sure any correspondence is in writing and it's even possible that they'll trip themselves up which would give you a bit more leverage in any upcoming negotiations

I hadn't thought of that, thanks for the advice.

[callahan]

swerni said:

If it were me, I'd be getting my CV up to date and making some subtle enquires now


Don't take it personally. If they follow the process properly they have to be consistent and fair, but it's never nice.


Get looking now, get a job offer, take the redundancy payout and happy days

Thanks for the advice, I've already applied for one job and am in talks about another possibility, so it's not all bad.

Your are right, once you take the personal side out of the equation and look at it all logically, there are options.

Anyone got any ideas for getting the best payout possible?