Potential Redundancy- pay and notice period?

krish123

getmore4less said:

The meeting was quickly stopped as i asked some serious questions of malpractice on the organisations part.

Any of those relevant to the to the redundancy process as that is what you should have been focusing on.

As expected it was me who has been made redundant and am currently challenging the decision on unfair grounds.

Did you  raise issues with the selection process if you were in a pool of two, and why there was not a pool of 3 with the new job already being done by someone included in the pool selection thats what consultation meetings are for not to have moan about the company operations.

For now they say i just have to work as normal until i make my next move
Have they put you on notice yet, if not then the clock has not started  for termination.

Challenge the redundancy process with reasons with why you should stay and one of the others should go if you have any.
they can ask why you did not raise those in the consultation meetings.

AS for the "malpractice" that should be separate through the company procedures and where appropriate external bodies if there are any that have statutory powers over the business. 



 

Yes they are relevant to the redundancy process, we were both told we would not be able to apply for the new role as we did not have the skills for the job. then suddenly when i challenged this, i was offered to go through the fair recruitment process for this new role. this was the first time they mentioned we could apply for it, only when i challenged them.

They said to me the process hasnt been concluded as i haven't made a decision to take either statutory or enhanced redundancy and i should work as normal.

Im just wondering whether its worth going through a tribunal process. Obviously i want to get on with my life and secure a new job, but i hate being wronged like this.

getmore4less

Malpractice implies something serious,  if all they did was get the selection process wrong by not including all three of you for the 2 jobs  .

If they have now fixed that issue and done a broader selection process including the new job then that bit is done with you are left with the selection.

That's what consultation is for to raise issues like the selection process and if they fix it then consultation has worked on that point of the pool

Has there been a problem with the selection that you are not happy with and want to continue the consultation?

What is the enhanced offer?

If they have not put you on notice then you can just carry on working.

What do you want to happen next try to stay or leave?

If it just a better offer  then keep asking for more.
If you want the job then consult on the selection process.

any point in dragging it out to an anniversary date to knock up another year?

Thrugelmir

krish123 said:

getmore4less said:

The meeting was quickly stopped as i asked some serious questions of malpractice on the organisations part.

Any of those relevant to the to the redundancy process as that is what you should have been focusing on.

As expected it was me who has been made redundant and am currently challenging the decision on unfair grounds.

Did you  raise issues with the selection process if you were in a pool of two, and why there was not a pool of 3 with the new job already being done by someone included in the pool selection thats what consultation meetings are for not to have moan about the company operations.

For now they say i just have to work as normal until i make my next move
Have they put you on notice yet, if not then the clock has not started  for termination.

Challenge the redundancy process with reasons with why you should stay and one of the others should go if you have any.
they can ask why you did not raise those in the consultation meetings.

AS for the "malpractice" that should be separate through the company procedures and where appropriate external bodies if there are any that have statutory powers over the business. 



 

Yes they are relevant to the redundancy process, we were both told we would not be able to apply for the new role as we did not have the skills for the job. then suddenly when i challenged this, i was offered to go through the fair recruitment process for this new role. this was the first time they mentioned we could apply for it, only when i challenged them.

They said to me the process hasnt been concluded as i haven't made a decision to take either statutory or enhanced redundancy and i should work as normal.

Im just wondering whether its worth going through a tribunal process. Obviously i want to get on with my life and secure a new job, but i hate being wronged like this.

Have you applied for the position that's available? 

lincroft1710

krish123 said:

getmore4less said:

The meeting was quickly stopped as i asked some serious questions of malpractice on the organisations part.

Any of those relevant to the to the redundancy process as that is what you should have been focusing on.

As expected it was me who has been made redundant and am currently challenging the decision on unfair grounds.

Did you  raise issues with the selection process if you were in a pool of two, and why there was not a pool of 3 with the new job already being done by someone included in the pool selection thats what consultation meetings are for not to have moan about the company operations.

For now they say i just have to work as normal until i make my next move
Have they put you on notice yet, if not then the clock has not started  for termination.

Challenge the redundancy process with reasons with why you should stay and one of the others should go if you have any.
they can ask why you did not raise those in the consultation meetings.

AS for the "malpractice" that should be separate through the company procedures and where appropriate external bodies if there are any that have statutory powers over the business. 



 

Im just wondering whether its worth going through a tribunal process. Obviously i want to get on with my life and secure a new job, but i hate being wronged like this.

A tribunal may not agree that you have been wronged. Just because you don't agree with your employer's selection criteria doesn't mean it is wrong. You may not be the best candidate for the new job for reasons you are not aware of.