Redundancy threats but company still hiring.

tizzzr

Work in cafe chain 3yrs in role, 6 full time staff - 4 lower paid, 2 higher of which i am second. Constantly being warned of redundancies because sales have been low for 4 months and unit will be closing in 16 months as the building we are in is closing. 1 staff member left to have baby 1 week ago so the 5 remaining staff felt a little safer in their jobs. To our complete surprise 1 week ago the mgr (5 months in role) employed a new staff member on a casual contract (daughter of another cafe mgr within the company) who averages 25 hrs per week, after being told there is not enough work (which is true). Now i am receiving hints that i will be made redundant. It seems crazy that i go but someone who started 1 week ago stays. Further 2 other staff members attendance and disciplinary records are shocking. If they hadn't employed a new staff member they would have saved £13000, now they would only save £11000. Have i any angle of redress on this when it comes?

jazzyman01

Are the jobs all the same or do the two higher paid ones have managerial responsibility? If the latter then there is a possibility that the Company can say one of the management jobs are to go and should go through a fair selection process.

If the Company decides to make one of the lower paid staff redundant then again they should go into a selection pot unless anyone is on a temporary contract which usually means they go first.

Any selection criteria is usually discussed with staff. Attendance and disciplinary are usually included and therefore will impact on the two colleagues mentioned.

tizzzr

Thanks for your advice. I have management responsibilities, so they can kick me out. Unbelievable that i will go before a brand new temp especially when they will be saving less in salaries. Thanks again.

unholyangel

I believe regardless of size of company/redundancies, they should still hold at least a meaningful consultation individually.

When they do this they should explain what they are doing and why they are doing it. That is the time when you should put forth any idea's you have which could achieve the same result without resulting in redundancy.

It would be sensible to give up perks first (such as overtime rates) before dismissing staff.

If you are selected for redundancy, you can ask how they made their decision and also what the scoring process was.

tizzzr

Thanks for your advice. They forced us to give up our overtime rate 2yrs ago and we haven't received any pay rises for 3 yrs which was a kick in the face as the company have made record profits year on year, last year they increased by 41%! They are trying to force all employees to change their contracts to 35hrs. They take no prisoners this lot. Ill see what happens. Thanks again.