Redundancy Advice Please

-MRS_T-

Hello

I am looking to see if anyone can give me some advice please.

We were told in January that we were starting our 30 day consulation period. This has now ended and I unfortunatley have been one the people that has been told that I am complusary redundant.

There were still jobs going but I didnt get one of them and this is where my complaint lies.

I have been working for the company for 10 years. The way they set up the matrix system to see who stayed and who went was based on sickness length of service and if you were multi functional.

I had 4 weeks off last year due to and operation I had, and then 4 other seperate occasions to do with the same problem before my op.

They only took into consideration the last years sickness and this has now effectively made me lose my job.

I am sorry If I am going on here a bit but I have been really upset since Tuesday when I found out and cant get my head around how they can do this.

Is this legal that they are allowed to only take into account last years sickness as every other year of employment your lucky if I have been off 4 days each year. Also my skills and ability as an employee didnt even come into it.

I was hoping maybe someone could help me

Thank you

getmore4less

Why were the selection criteria not discused during the 30 day consultation?

Was the sickness anything that could be considered for discrimination?

-MRS_T-

getmore4less wrote: »

Why were the selection criteria not discused during the 30 day consultation?

Was the sickness anything that could be considered for discrimination?

We seen the union for a meeting once an their was so many things to discuss it was hard to know all the questions to ask. When they were making up the matrix system sickness was obviously going to be in it but didnt realise it was only going back on the previous year.

getmore4less

Get back onto the union to ask why they agreed to this.

Why only one meeting in 30 days there should have been many more if there was a lot of things to discuss.

If all the things have not been resolved then consultation should stlil be going on.

patman99

When we started our 30 day consultation period, we met weekly to discuss questions raised from the shop floor after each set of minutes was released. In the end, our consultation period lasted 52 days and we persuaded Head Office in the States to fund a full set of workshops to help us with CV's, interview techniques and money management. And all without the help of a union.

OP, as for your question, a company can (and will) manipulate the matrix system to allow them to get shot of a particular person. In my last place of work, they made 7 people redundant in Nov. 2009. One of these was a highly-skilled female employee who had made the mistake of putting-in a sexual harrasment complaint about the Production Manager. They decided to only go back 3 months on the work-skills part of the matrix. As she had only done the one job over the 3 month period (instead of the 3 jobs she normally covered), this became the excuse to get shot of her.

Gordon_Hose

They are allowed to take into consideration sickness when deciding on redundancies. Provided they do it for everyone, it's not discrimination.

You should have access to your matrix results.

-MRS_T-

getmore4less wrote: »

Get back onto the union to ask why they agreed to this.

Why only one meeting in 30 days there should have been many more if there was a lot of things to discuss.

If all the things have not been resolved then consultation should stlil be going on.

The process has been a complete shambles from start to finish tbh. They came up for one initial meeting then it was just them and our chief executive of the company and our one union rep that works with us as a customer service agent doing the same job as me.

patman99 wrote: »

When we started our 30 day consultation period, we met weekly to discuss questions raised from the shop floor after each set of minutes was released. In the end, our consultation period lasted 52 days and we persuaded Head Office in the States to fund a full set of workshops to help us with CV's, interview techniques and money management. And all without the help of a union.

OP, as for your question, a company can (and will) manipulate the matrix system to allow them to get shot of a particular person. In my last place of work, they made 7 people redundant in Nov. 2009. One of these was a highly-skilled female employee who had made the mistake of putting-in a sexual harrasment complaint about the Production Manager. They decided to only go back 3 months on the work-skills part of the matrix. As she had only done the one job over the 3 month period (instead of the 3 jobs she normally covered), this became the excuse to get shot of her.

I wouldnt think they have manipulated it as I am a very good worker and have never been in trouble never had any disciplinary never had any run ins with managers have several compliment letters from customers saying how good I am. Although I do believe your right it does happen.

Gordon_Hose wrote: »

They are allowed to take into consideration sickness when deciding on redundancies. Provided they do it for everyone, it's not discrimination.

You should have access to your matrix results.

They did not tell me my matrix score so it will be the first thing I do when I go in next week.

I also want to know if anyone can help is that they used the Bradford System to work out who stayed who went.

From having a look on the internet I used a site with the bradford system calculator and the first think it said when entering your details is enter the number of unplanned sickness days and unplanned instances.

Now I only had 4 days 3 instances of unplanned but I had 4 weeks of planned sickness. Is this correct that they can only include unplanned sickness?

birkee

I've know an employer do it openly and fairly, and then take back person(s) they wanted to keep. Breaks their years of service though.

getmore4less

As I see it you have 2 options

Why were you not getting regular feedback from the union rep on what was going on.

Have they still got there job?

can you argue consultation is not complete any outstanding issues.

have a read around

http://www.direct.gov.uk/en/Employment/RedundancyAndLeavingYourJob/Redundancy/DG_10029835


One problem is it helps to be proactive before/during, people seem to have left this to the rep, never a good idea unless they are very proactive.

Second is the selection criteria.

Get your scores to establish it is the sick and not something else.

Sicknes can you establish mitigating critria for that,

-MRS_T-

getmore4less wrote: »

As I see it you have 2 options

Why were you not getting regular feedback from the union rep on what was going on.

Have they still got there job?

can you argue consultation is not complete any outstanding issues.

have a read around

http://www.direct.gov.uk/en/Employment/RedundancyAndLeavingYourJob/Redundancy/DG_10029835


One problem is it helps to be proactive before/during, people seem to have left this to the rep, never a good idea unless they are very proactive.

Second is the selection criteria.

Get your scores to establish it is the sick and not something else.

Sicknes can you establish mitigating critria for that,

I was pro active and liasied with our union rep all the time. She has only been a union rep for a few years and has only dealt with minor issues. She has never been in this type of situation herself so I was actually trying to help her colate info etc from union members.

I know that my score is defo down to sickness as I score top in every other area. Ironically I would have been the highest scoring member if it was not for my 4 weeks sickness due to op as I got extra points for being multi functional, no one else got that.

I will have a look at the link you gave me thanks