Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
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[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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Search - Tips & Advice Business Database
You need to make some compulsory redundancies and are about to select employees. Must you offer those employees who are selected for compulsory redundancy a right of appeal against your decision?
Having exhausted all other options, you need to make some redundancies. Where an employee is selected for redundancy, must you offer them a right of appeal against your decision?
Unlike the old statutory dismissal procedures, the new ACAS Code of Practice doesn’t apply to redundancy situations. So from now on what will tribunals be looking for when deciding whether or not
this type of dismissal is fair?
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?
If there’s an irretrievable breakdown in a working relationship, it’s possible to dismiss an employee for some other substantial reason (SOSR). But does the Acas Code apply to these dismissals?
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?
Acas has confirmed that it will amend its Code of Practice on Discipline and Grievance Procedures because part of it is wrong. What do you need to know?
In a recent case the employer ignored an employee who had volunteered for redundancy and made another person compulsorily redundant instead. Its decision was ruled to be unfair. Does that mean you
must always accept volunteers?
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?