Disciplinary...2 Weeks Later...Redundancy

GarethR

Hi all, appreciate it if someone could offer some advice here. I was recently involved in a disciplinary procedure at work, I disagreed with their argument based on the fact it was not supported by any evidence at all and just someone else's word (hearsay) against mine, I appealed the decision and am yet to hear from them. However 2 weeks after my disciplinary hearing I am informed that I will now be made redundant as my position is no longer there.

This all sounds a bit convenient to me and also seems a little bit constructed. I am going to take legal advice on it but wondered if any one had any thoughts or recommendations for a good firm, obviously facing redundancy doesnt leave me with massive funds to pay for a solicitor...

Look forward to your help

Regards

gadjah543

How long have you worked there . If it is less than a year then they can dismiss you anyway.If it is over a year check your home insurance policy for legal cover.

GarethR

Thanks. Been there 5 years and 7 months, will check the home insurance for legal cover and see what it says, is this something thats normally incldued?

Chartered_Eng

GarethR wrote: »

Thanks. Been there 5 years and 7 months, will check the home insurance for legal cover and see what it says, is this something thats normally incldued?

Legal insurance is sometimes included in home (buildings) or contents insurance. If it is you have to make a claim before being put into contact with a firm of Solicitors. If time is pressing then get down to your Citizens Advice Bureau as they usually have a list of local Solicitors that will see you for a fixed (low) fee or even free for the first consultation. It will get you off on the right track.

jazzyman01

First thing is are you the only person doing your particular job? IF more than just you, should be included in a selection pool.

Any other posts being made redundant or just yours?

unholyangel

You can ask for details on how they selected you for redundancy and unfortunately, i believe this can include disciplinary records.

How big of a disciplinary are we speaking? Verbal, written or gross misconduct?

I sort of understand your position except my employers are trying to do the opposite, ie make me quit so they dont have to pay me redundancy. They ignored countless of my letters telling them what they were doing was against the law yet ONE letter from my solicitor and they're holding a meeting a day later to "discuss" it.

So may be worthwhile phoning around your local solicitors and see if any of them will offer a free initial consultation (the one i used offered this although a few others didnt! so always ask what the price will be as i wouldnt want you to be stuck with an unexpected bill).

GarethR

We have 2 positions in the North and one was being made redundant, it was based on some scoring matrix which in my opinion means nothing, an individual can easily be marked down.

The disciplinary was for time keeping, I was apparently late to site once by 30 mins and on another day didnt get there at all, both were due to issues with my company car and traffic which I can provide the evidence for and given this was the first time my timekeeping was raised then a disciplinary of any nature is over the top... Oh I forgot to add I was travelling 150 to get to the place of work!!

Would you mind sending me the company you used unholyangel to my inbox please?

Thanks so far all

unholyangel

GarethR wrote: »

We have 2 positions in the North and one was being made redundant, it was based on some scoring matrix which in my opinion means nothing, an individual can easily be marked down.


Would you mind sending me the company you used unholyangel to my inbox please?

Thanks so far all

Well i would but they're based in central Scotland. You could try this site: http://www.solicitors.co.uk/

As for the disciplinary, was this the main reason you were selected for redundancy? Did they follow procedure when giving you your disciplinary? Has the workload been diminishing? Do you think there genuinely is a need to make redundancies? Did they have a meaningful consultation with you regarding the redundancy and explain their reasons for doing so along with exploring alternative solutions?