Voluntary Redundancy & Single Status

pongo10

Single Status salary kicked in Jan 2011 making my monthly wage £130 less. The company was asking for voluntary redundancy and I expressed an interest, i was given figures and a leaving date of 31 March 11. The company are paying redundancey on previous 12weeks wages, basing my payout on the new salary.
After 13 years service with the company, is this the correct way to do it or should my payout be based on the previous 12 mths salary which was £130 per month more in my pocket.
Any replys will be appreciated.
Thanks Pongo10

123benji123

Hi

Your wages are slightly different to your pay. Wages are the amount you are paid by your employer in connection to your job. Pay is the basic amount you should be paid (for example your monthly or hourly pay rate). Your wages could include:

• any fees, bonuses, commission, holiday pay or other payments connected with your job
• statutory payments (such as Statutory Sick Pay or Statutory Maternity Pay)
• luncheon vouchers, gift tokens or other vouchers of fixed value that can be exchanged for money, goods or services

You are protected against your employer making deductions from either your pay or wages. If your employer makes a deduction from something that does not count as your pay or wage (for example from your redundancy payment) you are not protected. However you may be able to make a claim for breach of contract if you are entitled to the payment under your employment contract.

Before making any deductions, your employer must tell you in writing the full amount you owe and make a demand for the payment. This must also be in writing.

Try talking with your employer informally before raising a formal grievance, to see if that helps.

Problems you might want to raise with your employer could involve:

• your terms of employment
• your pay and working conditions
• disagreements with co-workers
• discrimination
• not getting your statutory employment rights

If you tried to resolve your grievance informally and this approach did not work, you should raise the matter formally. You should do this using your employer’s formal procedures for grievances. You should be able to find these in either your:

• company handbook
• human resources (HR) or personnel manual
• HR intranet site
• employment contract

Procedures for handling grievance situations should be in writing, specific and clear. Your employer must, at least, give you in writing the name of the person that you can apply to seek redress from (put the matter right).

To comply with the Code, your employer’s grievance procedure is likely to include the following steps:

• writing a letter to your employer setting out the details of your grievance
• a meeting with your employer
• the ability to appeal your employer's decision

You should write as quickly as possible to your employer with the details of your grievance. Your letter should be dated and you should keep a copy.

If you have not done so already, you may find it helpful to include how you would like your employer to resolve the problem.
Your employer should arrange an initial meeting at a reasonable time and place to discuss your grievance. You should make every effort to attend the meeting.

Gather your thoughts before the meeting. Don't be afraid to write down what you want to say, there is nothing wrong with reading it out at the meeting.

It is up to your employer what format the meeting takes. They will normally go through the issues that have been raised and give you the opportunity to comment. The main purpose of the meeting should be to try to:

• establish the facts
• find a way to resolve the problem

If it appears further investigation is needed, your employer should consider pausing the meeting and arrange to finish it at a later date.

You have a statutory (legal) right to take a companion to the meeting with you. To exercise this right, you must make a request to your employer that someone comes with you. They may be:

• a colleague
• a trade union representative
• a trade union official

If no colleague can accompany you, and you are not a trade union member, ask if you can bring a family member or Citizens Advice Bureau worker. Your employer does not have to agree to this unless your employment contract says they must. However, it can still be worth asking and explaining why you feel it would be helpful.

The companion can:

• present and/or sum up your case
• talk on your behalf
• discuss with you during the hearing

However, the companion cannot answer questions on your behalf. They are protected from unfair dismissal or other mistreatment for supporting you.

After the meeting, your employer should write to you to give you their decision.

Try this for starters and see how it goes. Good Luck