How Does Hash Zebra Ensure The Quality...
Technology1 min ago
redundency query
3 Answers
Hi, it falls to me as the boss to start a redundency process in my department, i have all the information, except how to select candidiates. It is suggested we revert to the last in first out option, is there any legislation or any guidelines on this process? i would prefer not to use that sysyem if there is any way not to.
It is only a reduction in hours, not a total loss of any individual job BTW.
cheers
Dotty
It is only a reduction in hours, not a total loss of any individual job BTW.
cheers
Dotty
Answers
1 to 3 of 3
Best Answer
No best answer has yet been selected by dot.hawkes. Once a best answer has been selected, it will be shown here.
For more on marking an answer as the "Best Answer", please visit our FAQ.
Yes, as Clio says.
Assuming you are having to lose some jobs, D, then its a pity that they super-dooper new kit you were given doesn't tell you about the process, as that is the most important part to get right.
There's some info here - suggest you nose around a bit in it.
http://www.businesslink.gov.uk/bdotg/action/de tail?r.l1=1073858787&r.l3=1074019927&r.lc=en&r .t=RESOURCES&type=RESOURCES&itemId=1073792400& r.i=1073792401&r.l2=1073876974&r.s=sc
You will find that you have a fair amount of flex in the criteria you use - just don't use just one criteria and think about whether the criteria you do choose might be automaticaly unfair to one group of workers.
You can use std of work performance and/or attendence records - these are often favourite because they are generally maintained by businesses and aren't easily challenged (at ET).
I agree that losing LIFO is a poor idea - indeed I often feel that FIFO would be far better but never seen an organisation bold enough to try it.
Make sure you define your pool for selection initially - in your department's case it is probably everyone.
Then consult, consult, consult. Employers usually get caught out because they fail to do the consult bit correctly - your new manual will presumably tell you that.
Assuming you are having to lose some jobs, D, then its a pity that they super-dooper new kit you were given doesn't tell you about the process, as that is the most important part to get right.
There's some info here - suggest you nose around a bit in it.
http://www.businesslink.gov.uk/bdotg/action/de tail?r.l1=1073858787&r.l3=1074019927&r.lc=en&r .t=RESOURCES&type=RESOURCES&itemId=1073792400& r.i=1073792401&r.l2=1073876974&r.s=sc
You will find that you have a fair amount of flex in the criteria you use - just don't use just one criteria and think about whether the criteria you do choose might be automaticaly unfair to one group of workers.
You can use std of work performance and/or attendence records - these are often favourite because they are generally maintained by businesses and aren't easily challenged (at ET).
I agree that losing LIFO is a poor idea - indeed I often feel that FIFO would be far better but never seen an organisation bold enough to try it.
Make sure you define your pool for selection initially - in your department's case it is probably everyone.
Then consult, consult, consult. Employers usually get caught out because they fail to do the consult bit correctly - your new manual will presumably tell you that.
I am quite confident that the pack i have been sent is easy enough to follow, it does use the word redundency alot but that is because we are in so many stores and some departments have had quite a cut in hours. it is also to give us the last option of making someone redundent rather than just cutting hours i think.
It's been quite tought this week trying to get my head around it but think with that link i am clearer than i was, thanks
It's been quite tought this week trying to get my head around it but think with that link i am clearer than i was, thanks
1 to 3 of 3
Related Questions
Sorry, we can't find any related questions. Try using the search bar at the top of the page to search for some keywords, or choose a topic and submit your own question.