Complaints within Redundancy Meeting

KND10

Please can someone help, I am going through the redundancy process (find out on 14th December) and at the end of my second consultation HR advised that someone had commented on something I had said about not enjoying the waiting game. I have asked who said it and what was said but have been told they can't tell me as it was an informal comment - my concern is that as it was raised during a formal meeting then surely it becomes a formal matter and therefore I have a right to know what was said and by who?

I raised this again today with HR and they are adament that I do not have a right to know and have been accused of "blowing it out of proportion" and they would have had to tell my line manager anyway.

I am confused as if it was an informal comment why would my line manager have to know and now that the matter was raised during my formal redundancy meeting I should at least have the chance to defend myself and know what was said. Someone has advised that this could be constructive dismissal if I am the one to go.

Please help I am sooo confused.

Thanks

N1AK

I'd suggest writing to your HR department, stating that you were suprised to hear the comment during the meeting, that you are a dedicated employee and hope and intend to stay with the company throughout the process and beyond.

To be honest, I doubt a remark about disliking the wait could be used to legitimately select you for redundancy, but if they have it in writing that you disagree with the sentiment expressed it may dissuade them from considering it (if they even are).

I hope you receive good news on the 14th, but if not I hope all works out for you. I was made redundant at the beginning of this year and it has worked out well, I can't and wouldn't promise the same for you, but it shows it isn't always the end of the world!

KND10

Thanks

I agree that the comment probably won't be used, it's just that to bring it up in a formal meeting would surely make it a formal matter and therefore I would have a right to defend any comments.

I do believe that if one door closes another opens it's just the time of year and with the current climate I am concerned that it may be a wait and I am already heavily in debt and a mortgage to pay.

RobertoMoir

KND10 wrote: »

Thanks

I agree that the comment probably won't be used, it's just that to bring it up in a formal meeting would surely make it a formal matter and therefore I would have a right to defend any comments.

I do believe that if one door closes another opens it's just the time of year and with the current climate I am concerned that it may be a wait and I am already heavily in debt and a mortgage to pay.

I don't see that you have anything to defend - Depending on how you said it, I think its a perfectly reasonable comment to say that you don't like the waiting for redundancy consultations, it's a stressful time. A good HR department will know that and appreciate that.

I think the question is how it was mentioned to you - was it presented as a problem that had to be resolved, was it conversation that you might possibly (with all due respect) have taken the wrong way? I wouldn't focus too much on the fact the remark was made at a formal meeting - the people you are meeting with are human and talk about things too you know. I'd focus more on how the remark was presented.

If someone asked me about a remark like that, if I'd said something along the lines of "The waiting game is the toughest part of this, whatever happens I'll be glad when that bit is over" then I'd take the line that it was a perfectly reasonable feeling to have and to mention to other people at work going through the same ordeal.

Of course if what you've supposed to have said was closer to "The <censored> <bleeps> love keeping us waiting don't they, they're doing OK though, I hope they choke on their Christmas turkey the <unrepeatable> devils!" then that's a slightly different kettle of fish. And if it did become a disciplinary matter then yes I think you would have the right to know the full details of the complaint so you could address it properly.

I think that N1AK's idea is reasonable.