Consultation meeting today, what questions to ask?

joebmc

I have my consultation meeting today basically they have said both mine and another persons jobs are at risk and wont to combine both our jobs into one and make us both apply.

Neither of us want to take apply for the new role as we both feel it is impossible to do. We both work in totally different departments and the new role would mean new skills, different hours and a whole bucket load of extra stress and pressure.

I’d rather be made redundant (have a bit of savings to last me a year)

What questions should I be asking?

dickydonkin

The cannot MAKE you both apply.

If you are not interested in the 'new role' and you do not apply, then you will potentially be made redundant.

Do you have any indication of what your colleague's intentions are - he says he is not interested - but is that really the case?

Before you dismiss the 'new role' completely, just consider that it is very difficult out there in respect of jobs.

There are too many people chasing too few jobs with no indication of the situation getting any better.

The savings you referred to will dwindle quickly I can assure you - moreso if any emergency or unexpected purchases are required.

I would certainly ask what the 'new role' will entail and certainly the remuneration.

Ensure that you will still retain all of your current terms and conditions of employment (although I suspect that will not be the case).

You should be given a breakdown of you redundancy payment ant other outstanding money owed to you.

Go into the consultations open minded and consider the implications of redundancy or accepting the new role (if successful).

getmore4less

Just ask for a job description, read it and think about it leave them sitting there.

If you don't think is suitable say so.

Any offer of a job has to be something you want or a suitable alternative which you can be asked to do so you need to have reasons to refuse.

Just come up with a good list of reasons in case they ask but only tell them if pressed and think through the possible responses.

Missing skill that need training are good reasons to refuse, so they offer training, how long is the training? so do you need extended trial periods.


Hours change, could be marginal reason if small change, but child care could be a good reason.

Pay, should the new job have higher pay? whats on offer?

If you don't want the job use the consultation to get what you want, like a job you do want, thats what consultation is for.



If the company offers enhanced packages but is going down hill don't be the last ones out those usualy get statutory.

Debt_Free_Chick

joebmc wrote: »

What questions should I be asking?

I wouldn't attempt to "second-guess" the questions that might be relevant.

Go with the intention of listening very carefully to what they say. Take notes.

Then go away have a think and see what questions come to mind - or post up again on here if you want to see what we think.

You get more than one chance to ask questions and can do so after the meeting. But you only get this one opportunity to listen to what's being said in the meeting

dickydonkin

getmore4less wrote: »

Just ask for a job description, read it and think about it leave them sitting there.

If you don't think is suitable say so.

Any offer of a job has to be something you want or a suitable alternative which you can be asked to do so you need to have reasons to refuse.

Just come up with a good list of reasons in case they ask but only tell them if pressed and think through the possible responses.

I was under the impression that there is no job offer to the OP but an available (new) position that he (and a colleague) can APPLY for.
He does not have to do it nor will he have to give reasons for not applying.

Of course if he applied for the position and was successful, then he would be offered the job.

His old job is being made redundant through no fault of his own and if he does not wish to apply, he need not and just leave.

getmore4less

dpassmore wrote: »

I was under the impression that there is no job offer to the OP but an available (new) position that he (and a colleague) can APPLY for.
He does not have to do it nor will he have to give reasons for not applying.

Of course if he applied for the position and was successful, then he would be offered the job.

His old job is being made redundant through no fault of his own and if he does not wish to apply, he need not and just leave.

Companies often make assumptions, in this case probably that both will apply.

If no one applies then they will have to do something different(that is what consultation is about) they could go external but a likely senario is they try to make it a suitable alternative then offer it as such so you need to be prepared to block that option if you want redundancy.

dickydonkin

getmore4less wrote: »

Companies often make assumptions, in this case probably that both will apply.

If no one applies then they will have to do something different(that is what consultation is about) they could go external but a likely senario is they try to make it a suitable alternative then offer it as such so you need to be prepared to block that option if you want redundancy.

getmore4less I think that you hit an important point in your earlier post relating to being given a trial in the job and being allowed to leave (with redundancy) after say 3 months if the job is unsuitable.

Many years ago, I was in a similar position, however, I had more options, but I chose to stay with the company in a new role (on a three months trial ) which I thought would be unsuitable, however, I gave it a go as I thought it would give me a bit of breathing space to find a new job and take my redundancy payment at a later date.

However, I surprisingly enjoyed the job and it eventually led to promotion some years down the line.

It is with this example in mind that I suggested in my previous post for the OP not to dismiss the 'new role' outright - especially in today's job market which is desperate.

getmore4less

The key is to use the consultation to explore all options and try get a solution that works for both sides.

Being open minded about the options and keeping negotiations productive for both sides is important especialy if there could be a future with the company but not what is on offer at first.

joebmc

Thanks for all the responses

I had the meeting expressed that I didn’t think the job was manageable. Having had a little time to think about it I reckon I could do the job (I know the other person has said they cant do it also), I have done the other roll before but the other person hasn’t done mine.

I have another meeting next Wednesday and plain on asking a few questions.

What the salary will be (didn’t ask this in the meeting, head was a bit messed up)

If the salary can be increased (my job alone has an average salary of £30,000 and so does the other role) I wouldn’t expect £60,000 but would do it for £37,000 - £40,000.

The other role requires lots of overtime (it’s a projectionist position so most evening films we have start at 18:30 and my hours are 8am – 4pm) so will I be able to get cover for the nights I don’t want to do and whose responsibility is it to get that cover. Also will i get overtime paid at the increased salary (if thats an option).

If I am showing films during the day the rest of the staff need to be aware that I can not help them till the end of the film (I am the sole person in facilities).

How much of a trial period I can have whilst still retaining the redundancy.

Looking at it now, it seems they are in a bit of a predicament as I cant see them getting someone from outside in who has both skills required very easily, so fill I can make the above demands (or do you think not?)

getmore4less

Don't demand, negotiate.

Get them to tell you what the real objectives are and why they need to merge the jobs this will help you understand where you can negotiate.

Are you both curently busy full time?

If you realy think that outside employment is unlikely then you are in a good position.

I would be concerend about normal weekly cover and holidays.
How do you avoid becoming a 24/7/365 person.

Will you be able to train people to help out in the rolls.

Statutory trial is 4 weeks but can be negotiated to be longer for good reasons training is one of them.

dickydonkin

joebmc wrote: »

Thanks for all the responses

I had the meeting expressed that I didn’t think the job was manageable. Having had a little time to think about it I reckon I could do the job (I know the other person has said they cant do it also), I have done the other roll before but the other person hasn’t done mine.

I have another meeting next Wednesday and plain on asking a few questions.

What the salary will be (didn’t ask this in the meeting, head was a bit messed up)

If the salary can be increased (my job alone has an average salary of £30,000 and so does the other role) I wouldn’t expect £60,000 but would do it for £37,000 - £40,000.

The other role requires lots of overtime (it’s a projectionist position so most evening films we have start at 18:30 and my hours are 8am – 4pm) so will I be able to get cover for the nights I don’t want to do and whose responsibility is it to get that cover. Also will i get overtime paid at the increased salary (if thats an option).

If I am showing films during the day the rest of the staff need to be aware that I can not help them till the end of the film (I am the sole person in facilities).

How much of a trial period I can have whilst still retaining the redundancy.

Looking at it now, it seems they are in a bit of a predicament as I cant see them getting someone from outside in who has both skills required very easily, so fill I can make the above demands (or do you think not?)

It is certainly a niche role you have and as you suggested, the company will likely have some difficulty in filling it. You seem to be in a good negotiating position.

The 'glass half empty' aspect is that by virtue of being such a unique role, the company could use the assumption that you would find difficulty finding a similar role and you may have to take up another position with another organisation (if you can find one) that you will not enjoy, is unsuitable or not compatable - albeit with some money in the bank, but take into consideration the current job market.

We can all advise and make suggestions on this forum and I am sure that you will have taken some of the points raised on board, but it is a decision you will have to make yourself whether you go for the new role.

Hopefully by the time your next meeting, your head will be a little clear and you will have weighed up the pro's and con's but whatever you decide has to be right for you in the long term.

Difficult one I know - and as you stated, I bet your head is spinning.

But also remember, the money isn't everything - especially if any extended working or unsuitable working conditions are going to impact on your family or health.