Confused About Redundancy

anglelostherjob

I had my first consultation meeting today, after being in a job for 19 years. I still am not happy with the answers I was given. In my letter inviting me to the meeting I received a score matrix with both mine and another employees scores on them, she obviously came out higher than me. She has not been told she is at risk of redundancy, how can that be?? - How can these scores be fair when I have been there 20 years and she hasonly been there for 3 - when i questioned this I was told it is not marked on performance - well what else is it marked on/ If there had been problems with my performance over the last 19 years why was i never told, and how can she get higher scores? Surely by me seeing these scores it is a done deal and they have chosen her over me, is this not then unfair- I know they have to go through the "process" which i feel is such a waste of time, mind made up, why prolong it/ I also want to write an appeal letter but not sure how to do it. Any help on this matter would be greatly appreciated thank you

Horace

The job may be made redundant and therefore the person doing the job will either have to be redeployed into another suitable post or made redundant. If you are unclear about the scoring matrices then perhaps you should have another word with your boss - I have no idea of the workings of your company and how they decide to score people.

At the moment you are in consultation, you haven't yet had notice of redundancy, when you receive the notice of redundancy then this is the time when you write your appeal letter stating why you think you shouldnt be made redundant even if your job is no longer in existence.

p00hsticks

anglelostherjob wrote: »

IHow can these scores be fair when I have been there 20 years and she hasonly been there for 3 - when i questioned this I was told it is not marked on performance - well what else is it marked on/

I think you should have been told what the scores signify. The employer can decide the criteria they are going to use for selecting who is to be made redundant (for example, length of service, absentce record) but it has to be fair and I think you are entitled to know what those criteria are.

BlueIsTheColour

Length of service cant/shouldn't generally be used in selection criteria, as it is potentially discriminatory, so whilst your in consultation you should be asking what the criteria were and how your score was realised