Redundancy

My partner is going through the redundancy process as the company are restructuring 3 deputy manager positions down to 1 with the addition of a control room manager.

She has been told that her position will remain unchanged IE T&Cs work load and responsibilities, but to make things fare to all she must go through this process also.

My question would be they do this considering her actual position will remain?

I look forward to your help in this matter.

Thanks

Thank you for your question.

Can you clarify the position that your partner has within the company. Is she a Deputy Manager also?

Any more information about her notice of redundancy would help me to answer your questions.

I am unclear as to why the Company would be going through the motion of redundancy with your partner if her position is not at risk?

If a Company was to restructure a marketing department, there wouldn't be a need to serve notice on employees who worked in the HR department unless the aim was to reduce the headcount across both the departments..

I look forward to your reply.

Hi thanks for getting back to me.

********* works as a deputy ******* manager which there are three of at the moment based in three separate location, all in London.

**Admin Removed specific locations**


The company have been asked by their client to reduce overall **** management costs, so they have decided to place all Deputy managers who work at the 3 different BBC premises on redundancy notice.

She had her first group consultation meeting last week Thursday 30th and was informed the completion and restructure date will be completed by 30th November.

She has inquired as to why if her position is to remain at her location why she should be in the pot so to speak. The answer that has come back so far is that the company feel it is the only way to be fare to the other two Deputy positions which they have indicated must be removed due to the clients request.

The company is a **** company with around 1000 staff and she has worked with them for 8 years. She is due to have a one to one meeting today so we hope to have more information.. but my gut feeling is it will be much the same as they have already stated.

Thanks for your help

**removed specifics to avoid identification in this case**

Thank you for your reply John.

When making a redundancy, the first step is to decide is whether an individual is self-selecting for redundancy or whether it is appropriate to identify a "pool" to select employees from.

From your information, it looks like a pool has been identified mi.e. all Deputy Managers have been placed on notice of redundancy.

"The company have been asked by their client to reduce overall **** management costs, so they have decided to place all Deputy managers who work at the 3 different premises on redundancy notice."

Once the pool has been identified and a clear statement has been made identifying the pool of employees from which the redundancies are to be selected, the employer should define a selection criteria which is objective and clearly defined in order that it be consistently and fairly applied to all of the employees who are under notice of redundancy.

Selection criterion commonly used is length of service, attendance record, disciplinary record, skills and experience etc..


From your information, it looks like the company have included your partner in the pot because she is part of the selection pool. This is because she is employed to undertake the same job as the other 2 deputy managers. If she was not included, the redundancy of the other deputy managers could be deemed as unfair because the reason for the redundancy is to 'reduce management costs'.

As your wife is included in the pot, a redundancy which is handled fairly would have all deputy manager's under notice of redundancy, with with one post at x location to be retained. The selection criteria is applied and the two deputy managers who score the least are made redundant.

Feel free to come back with further info after the meeting today