Redundancy news

Velcro_Hotdog

Morning

I have just been informed that I'm am being made redundant. The directordoesn't actually know what the rules are as he has never had to do this before.I'm going to get my redundancy in writing on Tuesday along with details of anymoney that I may be owed.

I don't know what to expect so could anyone point me in the right directionplease. I'm 29 have 5 and a half years in this position and am on salary

Thanks in advance

marlot

Sorry to hear your news. It happened to me last year, and it hits you hard.

What is the purpose of the meeting on Tuesday? I would expect it to be a consultation meeting.

If you are invited to a consultation meeting:
- If you consider it appropriate, ask if you can take someone with you. Suitable candidates would be someone who is a better listener than talker. Often it has to be a colleague or a trade union rep.
- Try not to speak any more than you need to - do not volunteer information that is not specifically asked for. Even then, consider whether you need to answer before you do so. You can always say politely "I'd prefer not to answer that at this stage" if you feel it's appropriate.
- Another angle on the previous point is to avoid saying anything that you might later regret. I found it was important to me that I left with my own standards, dignity and integrity intact, so I didn't want to say anything that might sound bitter, critical, negative, whiny, or anything like that.
- Consider deliberately leaving a few very long pauses in the conversation. If your boss is a compulsive talker, he might be tempted to fill an awkward silence with information that he shouldn't say, or something that could prove useful to you.

Selection criteria:
- Ask to see the selection criteria for the redundancy process.
- Ask how many people are at risk, and how many positions will be made redundant.

If it turns out you are selected for redundancy:
- Confirm the identities of the others who were also scored against these criteria.
- Ask to see the scores, to understand why you have been selected, not one (or more) of the others.
- Confirm that you have not been selected on the basis of performance, or missed targets.
- Ask what other options have been considered before settling on redundancy. For example, do they have evidence that they have looked for other suitable roles for you within the organisation?
The aim with all these questions is to ascertain whether or not the selection procedure and scoring system have been fair, and whether the outcome has already have been determined (at the first meeting, it shouldn't be).
- Ask whether they offer any support services, such as CV writing, life coaching, skills analysis.