smells like a fish

fannyadams

Hi All,

I have worked for my company for 7 years, 5 full time and recently part time. there was a big meeting for the whole site two weeks ago that I didn't go to because I was off sick where they said that there was going to have to be redundancies.
I had a meeting last week with my whole team and our site boss who told us it would be one from our team.

I have one letter from my employer saying that they are going to have to make 7 full time equivalent posts redundant, also in that letter my employer says my post is "at risk of redundancy". this is singed by the site boss.

I have a second later dated two days after the first that says the selection process is complete and that my post may be lost through redundancy. This letter also says that it is not a redundancy notice but it's signed by the head of HR.
My employer wants me to go to a meeting next week with HR and my line manager where I can ask questions, make representations and suggestions in connection with the proposals.

I have also found out, because I showed them my letter that the person I jobshare with (they do the hours that I don't do) has had a letter from the site manager that says their post is not being lost to redundancy.

so my questions are:
what questions do I ask?
I want to ask why my post was selected and why my jobshare person's was not (but that implies that I know this fact)

what are 'representations' and how do I make them?

what suggestions do I make? I can't afford to work fewer hours, in fact I was thinking of asking to go back to full time...

I know I'm not making much sense but I'm REALLY scared now.

TIA for any help

FAxx

fannyadams

Can ANYONE help me out here?

I am REALLY REALLY scared. I never had this happen to me ever.

agrinnall

I'd guess your stupid thread title is putting people off even bothering to read it, and those that do may think you're a troll. I suggest you change it.

jobbingmusician

If you have a jobshare with someone and you do not have designated separate duties, I don't see how one person in the jobshare can be at risk of redundancy and the other person not. You need to ask what their redundancy criteria are.

CFC

There is nothing wrong with being open and saying that you know that your job share has not also been put at risk of redundancy. You then need to ask why you are at risk and your job share is not.(Potentially it could be because you work a set of hours where the work has diminished and it is not a formal job share, it is simple two part timers who work opposing hours)

The purpose of the consultation is to ideally avoid any redundancies and explore all options so you also need to tell them any ideas you have to avoid redundancies eg you and your job share reducing hours equally, other work that you could do etc. Another option is to tell them that actually you would increase your hours, perhaps this might change the situation eg you are an experienced member of staff and perhaps one of the part timers is an inexperienced staff member - they could then potentially be bumped.

WhiteHorse

jobbingmusician wrote: »

If you have a jobshare with someone and you do not have designated separate duties, I don't see how one person in the jobshare can be at risk of redundancy and the other person not. You need to ask what their redundancy criteria are.

This is the stick to beat them with - see if you can get a copy of the letter to the other person saying that they are not at risk of redundancy.

fannyadams

agrinnall wrote: »

I'd guess your stupid thread title is putting people off even bothering to read it, and those that do may think you're a troll. I suggest you change it.

Thanks for your most useful input. NOT

I'll spell it out for you as you are clearly MORE stupid - what's happening to me smells fishy...
I think that you can see from the info under my name to the left of this post I've been on here quite a bit longer than you and I'm clearly not a troll... perhaps you are and that's why you have chosen to bait me.
feel free to retreat back under your bridge...