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related advice.There are 10 results
Implementing a redundancy programme is complex and a fair procedure must always be followed. What’s the extent of your duty to give information to the employee during the consultation procedure?
Published 20.09.2007
You need to make a position redundant but there’s more than one potential candidate. So how do you go about ensuring that the selection you ultimately make is a fair one?
Published 06.03.2008
In the current economic climate you may have to make staff redundant so draw up a selection pool for dismissal. After consulting, must you reveal the reasons why you’ve selected those you have to let
go?
Published 04.09.2008
A subscriber recently contacted us with a query about redundancy. They’d never faced this situation before and wanted to know what to do first. Is there such a thing as a redundancy timetable?
Published 22.09.2005
Much has been written about the statutory dismissal and disciplinary procedures in the context of poorly performing employees. But what about redundancy? As this is also regarded as a “dismissal”,
what procedures need to be followed?
Published 02.06.2006
An employee has been selected for redundancy, properly consulted and told about their individual selection score. But do they have the right to see the actual details behind that score?
Published 07.11.2011
A poor performer hasn’t responded to your informal request for a clear and immediate improvement. Your preferred solution would be to make them redundant and recruit a replacement. Is this approach
legally sound?
Published 09.03.2015
You’re considering making some redundancies and it’s been suggested that you could apply “last in first out” (LIFO) as your only redundancy selection criterion. Would this be safe to do?
Published 03.06.2021
A major law firm has recently been ordered to pay a male employee over £123,000 in compensation after its redundancy selection criteria unfairly favoured a woman on maternity leave. What can you
learn from this unusual case?
Published 01.06.2010
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