Redundancy exposed!

Mr.Generous

I think what he means is that part of your job is to look at confidential information and only discuss it with your boss. Using your position for another purpose might be viewed as a breach of trust. I doubt it in the circumstances but when I was getting made redundant I did nothing that could give the business an easier and cheaper way out. I took the money and have not looked back. The job market is healthy at the moment, look forwards. Once they have decided to make redundancies I believe any consultation process is just a load of balls, they will go through the motions so don't pin your hopes on a reprieve. Ask for reasonable time off to prepare your CV and look for another job, I wangled an extra day off every week for 8 weeks. They can't very well claim they need you if they are making you redundant! Good luck.

Tigsteroonie

Your boss has placed you into a position of trust whereby he permits you to review his emails on his behalf.

If you discuss the email with anybody else rather than him, you are discussing an email that was sent to him and not you. You will have breached his trust.

As others have said, your position of strength is that you know about this in advance. You can start preparing your CV, calculating how much redundancy money you might get, and working out a budget for if you end up with no job/income for a while.

BobQ

Mancy,

While you need to be careful about speaking to others about emails you see, you might take a copy of the emails as evidence of the employers behaviour. Do not send them outside the firm.

You probably should not reveal more information here but if your firm is of a reasonable size it should have policies on dealing with redundancy situations which may be worth checking. You can find more guidance on employment issues on the ACAS website.

One issue to be mindful of is unfair and constructive dismissal.
https://www.gov.uk/dismissal/unfair-and-constructive-dismissal I do not think you are there yet but a dismissal is legally unfair if they fail to follow their own processes. It is a constructive dismissal if they make it difficult for you to continue working there. One could argue that sending emails about you that you are required to read is verging on harassment particularly if they are discussing tactics for contriving a redundancy by not giving you work.

I suggest you keep a log of events and copies of emails. Also do you have a copy of your contract of employment.

You could also ring the ACAS helpline and discuss the general situation http://www.acas.org.uk/?articleid=3282

unforeseen

I would really not suggest taking a copy of those emils. if it came to light that you took a copy of something that is confidential that you have no right to then that will be your bridges truly burnt.

Caroline_a

Exactly the same thing happened to me before Christmas (I am a PA too). I discussed it with my daughters but then decided to see what would happen. There was a huge company restructure at the beginning of the year and lots of people went world-wide. I was initially really cross as I worked (from home) all through my cancer treatment. Lots of people told me that I would have a really good case for discrimination (there was a temp there who they were thinking of keeping). Anyway, long story short, they gave me a very large payout - they knew they were in the wrong, so I smiled and took it.

In a PA role I think if they think the relationship has come to an end there's not a lot you can do as trust and respect has already gone (on both sides).

BobQ

unforeseen wrote: »

I would really not suggest taking a copy of those emils. if it came to light that you took a copy of something that is confidential that you have no right to then that will be your bridges truly burnt.

That is a matter of opinion. A breach of confidentiality only happens if you disclose something to a third party. Also the information is about the person taking the copy.

If the OP ever had to consider using it then the bridges would be on file anyway. Also they would only know if they were monitoring what she prints. Its possible of course but unlikely unless they have a reason. Only the OP knows if she is explicitly forbidden from printing an email which I imagine she has to do occasionally as a PA.

All I am saying is that is what I would do. Whether and how she does it is her call.

leespot

The OP should absolutely take a copy of the emails - the company are acting constructively in reducing the workload. The emails might or might not be needed, but better to copies whilst still able.

ThinkingOutLoud_2

This is horrid way to find out - I am sorry that has happened to you.

I don't think printing copies as back up is bad - but I think this is your last resort.

Although poorly managed so far, if they genuinely intend to make you redundant after 14 years and HR guide that process - at least you should get some kind of package to be getting on with (perhaps beyond the legal minimum).

Hopefully, they will get on with whatever the heinous plan is. If you really have a legitimate grievance once you have been given notice, then you can decide whether you want to fight it. But, that is not for the faint-hearted and even if you win, it may come at a price of stress and uncertainty.

There is lots of advice out there. I'd put your energy into what's next - sometimes it can be a breath of fresh air that you were not expecting.

Good luck.

getmore4less

If you have been reading this guys emails for a long time you should have a very good insight into how he deals with things.

I think he knows you are seeing these emails

Why is he doing this?

Could be your boss is changing jobs as well or they need to bump you to keep someone else.


What's on the rumor mill chances are there are other changes going on these things don't stay quiet for long.

MrsTinks

I think you are able to take a copy of these emails if you think you can, but do get legal help.

You're not taking these following unauthorized access to his mail folder or after they were sent accidentally to you. They were sent to a mail folder which as part of your documented job description it is your duty to monitor and manage.
I feel there is a large difference there between that and other information that is confidential.
It also seems to me that they are currently not following the redundancy process appropriately.
To be honest purposely reducing your workload is them trying to prove they don't need you, not that they no longer have a need for you and as a result are making you redundant. They might have a genuine reason, but they have gone about this the wrong way.

I've had to manage people out of a business before and trust me this is not how to go about it! The line between allowed and out of bounds is exceedingly thin and I'm fairly sure they've crossed it.

Should they deny this then merely mention you know there is a mail from x date stating that they are fabricating an artificial situation by not passing you work or duties which was planned prior to the event. That's constructive dismissal.

Personally I'm one of those who just faces stuff head on and documents EVERYTHING - I'd request a meeting with your manager and HR and simply point out the facts that they have caused you significant stress as a result. Let them stew on that... mention and underline the words "constructive dismissal"

As for references... If anyone is caught giving a bad reference that is misleading or false (and you would be entitled to a copy btw if you requested it) then they'd be shopping for a really really good solicitor!