Can anyone explain the redundancy process please?

kittiej

Hello everyone

I am looking for some advice as my mind is being boggled by information overload.

Last week 6 colleagues were told their jobs were going due to centralisation in the company. I just wondered if the company is doing things properly iyswim.

At 9.30 the recognised union rep was told about the redundancies.

At 9.45 colleagues were told they were being made redundant. (None of them are in the union so there has been no conversations between the two).

The meeting with management which followed saw the colleagues being told that they would soon be entering into a consultation process.

Am I missing something because I am wondering what the point of consultation is if they have already been told that they are to lose their jobs point blank?

I am asking because I know that I am on borrowed time and want to be armed with the correct info, also I feel bad because I still have a job atm but I've been through the same experience so i really sympathise with my colleagues.

Any help gratefully received.

patman99

There should be a 30-day consultation period before anyone is chosen to to be made redundant.
By the looks of it, the firm has decided to discriminate by only considering non-union employees for redundancy. Get everyone to join the Union at the earliest opportunity. At least then, the company can't discriminate any more.

During the consultation period, any employee who wishes to put in for V/R needs to make their choice known. Also, all possible avenues need to be explored, such as, job-share, positions elsewhere within the organization etc.

Once all avenues have been exhausted, the company should select people based on a mix of such things as time-keeping, absenteeism, knowledge of the job and attitude.

At all times, the company should liase with the staff over any idea or suggestion an employee may have.


Notice I used the word 'should' a lot, well, not all companies do things the 'right way'. In fact, My previous employers of 10+ years took-on a production manager who firmly believed woman had no right to work in a factory, so moved the goal posts as far as training and skills went just to get shot of the last remaining female worker.

kittiej

Thanks patman99.

Unfortunately in the offices nobody thought it necessary to join the union *shrugs*.

V/R is not an option as far as I am aware and they were def told this is what will happen! Had there been an actual 30 day consultation then i suppose they could have made a bid for the centralised work to come their way but they were never given this opportunity.

The company seems to be saying they will get a letter and then they are in a consultation period whilst at the same time telling them these are the changes whether they like it or not.

My colleagues were told they would be offered other work within the company either factory or shops but we are talking dropping wages by a third and doing work which is totally different to office work.

It's emotionally draining for me so god knows how they feel.

KiKi

patman99 wrote: »

There should be a 30-day consultation period before anyone is chosen to to be made redundant.

Only for redundancies of 20 or more employees. For fewer employees individual consultation is required and may be shorter.

By the looks of it, the firm has decided to discriminate by only considering non-union employees for redundancy.

I don't think the OP's post implies that at all! (It may be true, of course, but I don't see that from what she says!)

It may well be that the 6 jobs are very specific roles, and none of the role holders ever joined a TU - it may be that the vast majority of employees are not TU members, and there's no discrimination at all. If they're centralising Finance, for eg, and there is no longer a requirement for Finance Account Managers - of whom there are 6 - then that's a fair reason, and the fact that they're not TU members is coincidental.

ETA - just seen the OP said the 'office' staff didn't see the need to join a TU, so if the redundancies are 'white collar' employees - most of whom are not TU members - then that's just unfortunate rather than discrimination.


OP: 'consultation' doesn't mean asking their opinion before making a decision about whether or not the role (not the person) is redundant. They've obviously made a business decision about the requirement for the roles (ie, no longer needed), and so the consultation is to a) explain why they have been selected (eg, this role no longer needed) and b) to review all possible alternatives - and that's where your colleagues can influence that process through consultation. But it doesn't mean that the roles aren't being made redundant. Hopefully your colleagues will be able to find appropriate alternatives in discussion with the company. They have the right to input into the process; unfortunately for many the outcome is often pre-determined, and if the company can justify their decisions then there may be little they can do.

Of course, the above is statutory, and the company may well have an enhanced approach to redundancies and go above and beyond what's required, so make sure you check any redundancy policy that may exist.

KiKi

UrbanHiker

So what exactly is a "consultation meeting"??

My department is going to lose 1 post, of 3. The 3 of us have all been invited to individual consultation meetings. But what I don't understand is if the 1 of 3 to go has already been decided, and the meetings are just to look at redeployment etc. Or are the actually meetings part of the selection process for who goes and who gets to stay, ie bit like an interview.

Any info would be greatly received, I've been searching for this info for the best part of a week and can't find a concrete answer. Even my company seems to avoid the question...

getmore4less

Consultation is the process where the reasons for the redundancies are made and the opportunity to put forward counter proposals.

also discuss the selection critreria

some companies are good with this otheres just go through the motions.

The key to consultation is it should be meaningfull, what that means is not defined.

the consultation can be short even when 20+ or 100+ the 30 days 90 day is only for the first dismisals.

the reality right upto the time you are dismissed you can continue to consult and look for ways to avoid the redundancy.

UrbanHiker

Nice one, thanks getmore4less.

I've also just had it confirmed by the company that there will be a selection element to the meeting.

Wish me luck...