need to make redundancies - can I use attitude as criteria

Dear all,

Like many others business has thrived over the past 4 years. I run a small(ish) manufacturing business that went from 5 to 38 workers in 5 short years. We've treated staff very well but due to a serious turn in trade we're left with no choice other than to make 10 redundancies.

We've not been in this position before and don't have a dedicated HR officer. I understand that I've got to be seen to be fair in my selection process for redundancy. One thing I was wondering, can I use "attitude" as one of my criteria on my points list? There are one or two that all I can describe as "bad apples". Not bad production wise but employees I'd rather lose over others. I know this is tricky ground and any help would be much appreciated.

Thanking you in advance.

Hi Small Ltd. An expert should be along shortly to offer advice. In the meantime if you think of any other details that might be relevant then let us know, it may help somebody provide you with a more satisfactory answer. Thanks

Dear Sirs, your selection criteria must b fair, reasonable and genuine. You could put attitude and relationship with other members of staff and clients providing it applies to all in the pool of selection.

I hope this helps. If you require any assistance please contact us via our link as we specialise in providing businesses with fixed fee employment services.

Kind regards

Iain Lock

Thanks for the answer. Will add it in and see how we go. Great site.

Bookmarked!!!

Dear Small Limited

I just thought that I would add a note on your query as whilst you can use any criteria you wish, you have to ensure that the reasons for the scores can be justified and substantiated as they can be challenged Therefore, if you feel that there are some bad apples you should ensure that even if you have spoken to them about their attitude or other issues that this is referenced in the comments box on the criteria form to justify your scoring assessment. If you have any reviews (appraisals) or other warnings, counsellings, file notes (that the employee has been made aware of) on their files, then this is all evidence.

If you have no evidence then be aware that they are likely to challenge why you have scored them low on this criteria and they can appeal against this and you will then have to show that you reviewed their appeal and either adjusted the scores or give good reasons why you did not do this.

If you include timekeeping and attendance, also you can put relationship with supervisor/manager in the criteria as well.

Hope this helps as well.

Good luck in these difficult times.

Best wishes

Carol

You can use attitude as a criteria for redundancy; this is something the company I work for is going through.

You can use attitude towards others and weight accordingly:

Is always co-operative with colleagues and managers and always demonstrates a positive attitude = score (highest)

Usually co-operative with colleagues and managers and normally demonstrates a positive attitude = score

Can sometimes be negative and does not always co-operative fully with colleagues or managers = score

You can also use skills in current role, length of service, performance (you cannot score any higher that the performance measure), ability to learn new tasks, attendance (number of incidents off sick), disciplinary record, lateness and skill set across other areas of the business; I'm sure there are more.

Hope this helps, good luck