made redundant but supervisor stepping into the job

purple_cat_2

Hi all, my partner is being made redundant as of this friday but one of his supervisors is being downgraded instead of redundancy and is stepping straight into his job immediately. Is this legal? also where do we go to complain about the process they used to select staff for redundancy, the person who scored him really seems to have a grudge against him (had trouble before from same guy) and the comments they made are really a load of bull ****. he has been there 7 years and because of his age we only just get a full months wages from the redundancy pay.

help pleaseee

flea72

a position becomes redundant, not a person, so for there to have been any wrongdoing on the part of the company, then the job the supervisor is doing must be the exact same job your partner is leaving

you may find, that the supervisors job is being amalgamated to include your partners job, and therefore a new position has been created, which covers the two positions, and if this is the case, then the company has done nothing wrong

Also, have the followed the consultation period properly. There are no rules or 'points systems' to work out who should be made redundant. If your face dont fit, then that could be reason enough to save other positions, over your partners

Flea

purple_cat_2

the points system is a sheet where each memner of staff is graded on various points of there job ie- willingness to do overtime
product knowledege
productivity
future potential within the company

we won't know for certain till after he has left but it is widely belived that it is the exact same job.

does anybody know where i can get a benefit calculator to work out how much we may be entitled to (jsa etc)

also does pay in lieu mean we can't claim untill after that period is over ie gets 6 wks pay so have to wait 6 wks to claim

flea72

purple_cat wrote: »

the points system is a sheet where each memner of staff is graded on various points of there job ie- willingness to do overtime
product knowledege
productivity
future potential within the company

we won't know for certain till after he has left but it is widely belived that it is the exact same job.

does anybody know where i can get a benefit calculator to work out how much we may be entitled to (jsa etc)

also does pay in lieu mean we can't claim untill after that period is over ie gets 6 wks pay so have to wait 6 wks to claim

but though staff are graded on a points system, even if you come out top on the scoring, they can still make whoever they want redundant. in some cases, companies prefer to let the better staff go, as they presume theyll get another job quicker

Proving its the exact same job, is going to be difficult. Unless you are there to see, what they do, then you dont stand a chance of actually knowing

https://www.entitledto.com should give ideas on what you can claim

Yep, you will have to wait the 6wks to claim, as until that time is up, your partner is still classed as employed

Flea

purple_cat_2

Another quick question, as he is getting pay in lieu they are trying to give it all to us in one lump sum b4 the new tax year kicks in, only thing is this will royally mess our tax credits up and we will end up having to pay tax credits back. his last day is this fri 27th march so the pay in lieu is basically for aprils wages and part of mays, shouldn't they pay it in april and may we asked and got told their accountant wants it sorted b4 april!!!

Pete111

You should make sure your partner appeals - this is the first step you need to take in any dispute over redundancy as per the previous post.

The company may have acted fairly in merging the jobs though - it happens alot, as does deciding who stays before your selection process. I have been in HR for 9 years and have seen it all. Consultation is mostly a waste of time sadly and often for appearances only.

If the company pays in leiu then they can pay on termination (27th). There is not much you can do except ask nicely that they pay in April, though I can see why they would want this wrapped up before the new tax year. There may be a way by which they can accrue this payment in 08/09 but pay you in 09/10. (I'm unsure here however - your OH needs to ask them)