The right to see redundancy socres

MissSarah1972

Emmzi wrote: »

the harsh reality is, they can make up any selection criteria (other than race etc) and manipulate it so they one they choose to be out, is out. So it is seldom worth the fight. They may say it was days off ill, qualifications, customer complaints, whatever.

yeah I know that and I know I am better off without them as they are gonna need as much luck as me with the failing trade they have.

charleyroo

i know someone who was about to be made redundant. and his score was partly based on sick leave. he checked one of the absences (2 weeks) and it was wrongly noted as sick leave, when it was actually an industrial accident (completely different absence code) which changed the whole game.

where is your union rep?

dickydonkin

Emmzi wrote: »

the harsh reality is, they can make up any selection criteria (other than race etc) and manipulate it so they one they choose to be out, is out. So it is seldom worth the fight. They may say it was days off ill, qualifications, customer complaints, whatever.

This would be a dangerous strategy if a company redundancy policy was in place that already determined the company's redundancy selection criteria. Moreso if it had been used in a previous redundancy situation.

Of course selection criteria can be changed or amended, but this would surely need to be in agreement with the staff or union.

In respect of the OP, a union official can look at the scores of the others in the selection pool.

You are entitled to see your own scores as part of a fair redundancy process. While you are not strictly entitled to see the scores of your colleagues, a failure to hand them over could convert the redundancy into an unfair dismissal.

However, this needs to be done anonymously to protect the privacy of other staff. The company might be justified in withholding the scores if they think the identity of the other employees would still be obvious to you.

CFC

dickydonkin wrote: »

Of course selection criteria can be changed or amended, but this would surely need to be in agreement with the staff or union.

.

No it does not need to be agreed by anyone. And yes, they can change the selection criteria at will. They just need to ensure they are not selecting on illegal grounds.

A recognised union in a unionised workplace may have negotiated a particular selection critieria but that's still not a legal necessity.