Redundancy procedure
Discussion
Just got a text from Mrs Envy that they're making redundancies at her studio.
Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
sleep envy said:
Just got a text from Mrs Envy that they're making redundancies at her studio.
Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
They need to deal with 'pools' of staff who work within simialr roles and they should then notify anyone who is in a pool which may require redundancies.Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
Then, within each pool, the relative merits of the individuals should be considered, a bit like at a job interview. Performance, attendance, general attitude and aptitiude should be the compared and 'scored' (the management should record this) to decide who stays and who goes as fairly as possible.
There are time limits IIRC about 14 days for each stage. They can't just waltz in all Alan Sugar stylee, "firing" from the hip.
Hope this helps and that someone more knowledgeable posts to fill the considerable gaps.
I have just literally been through this myself. Luckily enough i was picked up by another area of the firm.
Horrible thing to go through.
My situation was probably a bit different to everyone else. I ended up having a month off on full pay before joining my new team with a rise.
Not entirely sure how it happened, but i am just thankful to be in work at the moment as, in my line of work, there is NOTHING out there at the moment.
Horrible thing to go through.
My situation was probably a bit different to everyone else. I ended up having a month off on full pay before joining my new team with a rise.
Not entirely sure how it happened, but i am just thankful to be in work at the moment as, in my line of work, there is NOTHING out there at the moment.
Sorry 
FWIW, I think the present redundancy procedures whilst well meant in some reagards (and in other regards seem structured soley to give Unions time to 'mobilise' in larger cases) are incredibly tough on employees.
My wife's company have had three rounds of this over the last couple of years and each time it mean up to two months of everyone s
tting themselves about losing their jobs. then, on 'the day' there's the utter torture of people all around the place being 'phoned at their desks with the bad news. I have to say that, in many respects, it would be kinder for staff as well as management if (provided the selection process were done correctly) the firings could be done 'cold'.
OP, you and your OH have my sympathy.
My wife's company have had three rounds of this over the last couple of years and each time it mean up to two months of everyone s
tting themselves about losing their jobs. then, on 'the day' there's the utter torture of people all around the place being 'phoned at their desks with the bad news. I have to say that, in many respects, it would be kinder for staff as well as management if (provided the selection process were done correctly) the firings could be done 'cold'.OP, you and your OH have my sympathy.
http://www.acas.org.uk/index.aspx?articleid=747
If you want chapter and verse.
Basically
1.real redundancy situation exists
2 consult with individual employees
3. look to ways of avoiding or minimising redundancy
4. fair and objective basis for redundancy selection.
5.redundancy payment (can be stat minimum)
If you want chapter and verse.
Basically
1.real redundancy situation exists
2 consult with individual employees
3. look to ways of avoiding or minimising redundancy
4. fair and objective basis for redundancy selection.
5.redundancy payment (can be stat minimum)
wsurfa said:
great, thanks
)Digga said:
sleep envy said:
Just got a text from Mrs Envy that they're making redundancies at her studio.
Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
They need to deal with 'pools' of staff who work within simialr roles and they should then notify anyone who is in a pool which may require redundancies.Knowing how disorganised her directors are I'm keen to keep an eye on what's going on as 12 months ago they made a right balls up of it.
Can anyone enlighten me of how a company goes about the correct way to make redundancies, ta.
Then, within each pool, the relative merits of the individuals should be considered, a bit like at a job interview. Performance, attendance, general attitude and aptitiude should be the compared and 'scored' (the management should record this) to decide who stays and who goes as fairly as possible.
There are time limits IIRC about 14 days for each stage. They can't just waltz in all Alan Sugar stylee, "firing" from the hip.
Hope this helps and that someone more knowledgeable posts to fill the considerable gaps.
sleep envy said:
cheers
WRT to pools, say that they essentially do the same job but at each level they have more experience/seniority - can they just off load the bottom rung and keep the senior/associates on or is it a case of a number from each level?
They can select the pools in any way that they can prove a business case. They can also organize the scoring in any way that they can show is relevant to the business needs.WRT to pools, say that they essentially do the same job but at each level they have more experience/seniority - can they just off load the bottom rung and keep the senior/associates on or is it a case of a number from each level?
spikeyhead said:
sleep envy said:
cheers
WRT to pools, say that they essentially do the same job but at each level they have more experience/seniority - can they just off load the bottom rung and keep the senior/associates on or is it a case of a number from each level?
They can select the pools in any way that they can prove a business case. They can also organize the scoring in any way that they can show is relevant to the business needs.WRT to pools, say that they essentially do the same job but at each level they have more experience/seniority - can they just off load the bottom rung and keep the senior/associates on or is it a case of a number from each level?
Pools tend therefore to be of roles with similar skills at a similar level. It wouldn't be justifiable to pool an MD with a cleaner, to take an extreme example to illustrate the point.
If a relevant pool can't be identified, then an employer is likely to be dealing with a case where roles are individually at risk of redundancy.
Gassing Station | The Pie & Piston Archive | Top of Page | What's New | My Stuff