Questions

Originally Posted by Marrfell
Good afternoon

Can you please advise on the below.

Should all correspondance be documented & accessible to both parties ie notes taken during consultation?

Should all meetings be notified to the person under consultation in writing.Not done in my case

Is selection criteria fair based on answers to 3 questions to which they are numerous responses and all could be seen as being correct?Since I failed to answer in the format they wanted I failed to get my old job back.

They have said they will pay me in lieu of notice,does this take effect from when they verbally tell me or when I receive my formal letter detailing what I am entitled to.As I have yet to receive any letter & its over a week now.

Many thanks for your assistance.

Kind regards

Marrfell

Hi Marrfell. 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

Hello I will try and help.

0. Yes you are allowed access to your entire employee file under the Freedom of Information Act and this includes notes taken at a meeting.
1. You should be given advance written notice of the meeting and the opportunity to bring someone with you in most cases.
2. 3 questions does seem a bit short. If you feel this needs to be revisited you could try an appeal. However providing everyone is treated fairly and in the same way and non discriminatory they may be seen to have been fair but it is not possible to tell without more information
3. Pay in lieu of notice is from the date you are formally dismissed. I need to know exactly what they said to you. If they have said it is as of now and a letter will come out to confirm that is ok. If they have not given you a date then I would argue it is from the date of effective communication of the termination date.

I hope this helps.

Iain Lock

Many thanks for your prompt reply,my main concern is there has been a
lack
> of written communication from employer throughout the whole process its
> almost as if they are trying to hide something in order for them to make
me
> redundant.I do not believe that until I receive official notification of
my
> redundancy that my notice period can commence
>
> With regard to the interview the question asked were all related to the
job
> in question,that of a credit controller and during the interview I was
> advised that the same three questions were going to be asked of everyone
to
> be fair subsequently I find out that this was not the case.But I also
> believe that the questions were very simplistic and it didn't matter what
> answer was given as long it was applicable to the role it would have been
> correct.One cap fits all I think!!
>
> But the most concerning thing is that I have a job description for when I
> joined the company 22 months ago and one for the new role.They are the
same
> positions surely it can't be correct to make one person redundant and
then
> install someone else in the same role doing the same job?
>
> Kind regards
>
> Marrfell
>

You should request your selection criteria and take out a grievance procedure about what you have stated. They can maintain the position but they may need to reduce head count. In which case part of your grievance should be to request details of who was in the pool of selection and how did they come to select your role. What is the business case?

Regards

Iain