You're being made redundant, oh... and have a good weekend!!

rachie_2011

Friday at work an emergency meeting was held by my boss, a lady from HR and two other people that I work with. We were informed that we were at risk and that due to reorganisation of our department our roles were no longer required at our site location. We were then informed that we'd have a meeting individually on Tuesday with HR whereby we will be given our official redundancy/risk letters and informed of our payouts.

Annoyingly, I was aware that my role was going to be merged with our other office due to a document that was leaked and stated that they would be taking on the role from a certain date. However when managers were confronted about this we were told that it was just a poorly written document and that no decision had been made.

Being new to this as I've never been at risk before, I'm not sure what normally happens in situations like these. I do have a couple of questions which I'm hoping someone might be able to answer or give me their opinion on...

1) Should you be made aware of reorganisation to roles and responsibilities before you are put at risk?

2) With my job going to another office else where, it's clear that the role is in fact still required. Does this mean that I will be or should be offered to transfer?

We've been told that we must tell them if we intend to bring a representative with us to the meeting by Monday. It's an awful lot to think about... Gosh, where does one start!

If anyone has any advice, it would be greatly received. Thank you all x

marlot

If you have legal cover with your house insurance, they can be very helpful (I managed to get an extra month on the payroll by showing my employer were breaking the rules).

I would recommend taking someone to all 1:1 meetings. This is usually limited to a fellow employee or a trade union rep, but your company might be more flexible. They helped me through it.

If the work is going to another office, my understanding is that there should a a redunadncy 'group' - ie. including those other people.

You can ask what the scoring matrix will be, so you can understand where you fit. THe scoring mechanisms are fairly easy to fudge if its a small group, to get the result they want.

All the best - the job market is much better than is was a year ago, if it comes to that.

getmore4less

Do you have copy of the predetermined outcome?

Do you have mobility clauses in the contract?

Consultation is the point where the dialog starts

They make their case you make yours.

Things to establish
will your jobs exist or if they are getting merged with other jobs
should both locations be pooled and selection criteria used across the locations.
What other jobs could you do and could they look at "bumping"
What other suitable alternative are there.

how far is the new location you suspect the jobs are going ?