Restructure - Discrimination/Victimisation ?

chiefgoobster

Not really sure if I'm going to be banging my head on the wall with my employer with this one, but here goes....

Department going through imminent restructure.
More than 15 staff are subject to restructure to reduce costs and allocate and utilise staff to a completely new rota.
Managers x 4 are not being restructured and are not losing hours...nor is an engineer (deals with phones and associated wiring communications etc) .

Are the staff discriminated or victimised because managers and engineer are not losing hours/part of restructure ?
(Obviously managers and engineer don't want to lose any hours/pay and are, as always, "looking after themselves" )

There is a union but they tend to be about as much use as a polystyrene anchor.

Anyone able to kindly offer any thoughts please ?

thanking you in advance.

notanewuser

chiefgoobster wrote: »

Not really sure if I'm going to be banging my head on the wall with my employer with this one, but here goes....

Department going through imminent restructure.
More than 15 staff are subject to restructure to reduce costs and allocate and utilise staff to a completely new rota.
Managers x 4 are not being restructured and are not losing hours...nor is an engineer (deals with phones and associated wiring communications etc) .

Are the staff discriminated or victimised because managers and engineer are not losing hours/part of restructure ?
(Obviously managers and engineer don't want to lose any hours/pay and are, as always, "looking after themselves" )

There is a union but they tend to be about as much use as a polystyrene anchor.

Anyone able to kindly offer any thoughts please ?

thanking you in advance.

Nope. They can discriminate all they like provided its not on the basis of race, gender, age etc.

ILW

Discrimination is perfectly legal unless on certain grounds such as gender, disability etc.

so unless you can demonstrate there is unlawful discrimination you have no argument.

chiefgoobster

Oh blimey !

so that's discrim out the window.

How about on the victimisation side ?

...it just seems (but it happens in life etc blah blah) that managers are protecting themselves and bugga the rest of the staff...who keep the shop open and boat afloat type thing.

I knew I'd be banging my head :mad:

chiefgoobster

I've got to skeedaddle for a bit so will pop back later to thank anyone else who replies.

have a good day all

tizerbelle

Its a big fat no for victimisation as well.

Victimisation is a specific term in employment law relating to unfavourable treatment of someone who has or intends to exercise their statutory rights - e.g. you submit a grievance about not receiving the minimum 5.6 weeks holiday per year - if you are then picked on / bullied / ostracised as a direct result of making that grievance - that is victimisation.

Daedalus

No. Not all jobs are created equal in a company, some are more vital than others to the viability and success of the business.

You can have surplus capacity in any part of a company, cutting down on sales people because 10 people bring in to much work to deal with whilst 5 could bring in more than enough. 10 production workers might not be enough to fulfill those orders for the 5 new sales people so they could double the production department to 20 people. If that makes sense?

chiefgoobster

Thanks to all who replied.
Good explanations...thanks.