- Introduction
- 1. Procedures
- 2. Reasons
- 3. Fair
- 4. Warning
- 5. Meeting
- 6. Contract
- 7. Dismissals
- 8. Absenteeism
- 9. Abandonement
- 10. Criminal
- 11. Instant
- 12. Suspending
- 13. Trial Period
- 14. Fixed Term
- 15. Constructive
- 16. Illness / Injury
- 17. Incompatibility
- 18. Redundancy
- 19. Resignation
- 20. Disciplinary
- 21. Conflicts
- 22. Principles
- Summary
Initial meeting
Make an appointment to meet with the employee. Advise the employee that the meeting concerns his/her position and that it could be made redundant. Advise the employee that he/she is welcome to bring a representative to the meeting.
At the meeting, explain to the employee that management is considering making his/her position redundant and explain the commercial reasons why. These should be genuine commercial reasons.
Provide the employee with an opportunity to consider the matter. Point out what the employee is entitled to according to the contract in the event that a redundancy does result. In the event the Contract is silent on the matter, advise the employee of this. It is fair to the employee to give him/her the longest period of notice that is possible, and it should be at least one month and preferably more if possible. Employee’s should also be allowed to work out their notice period if they wish to do so. During the notice period normal wages apply. In calculation a fair and appropriate period of notice, a guideline only would be 4 to 6 weeks notice for 1 year's service and 2 to 4 weeks for every other year.
Note: that any suggested period of notice (and/or pay in lieu) must be discussed with the employee prior to the decision being made.
At the end of the meeting arrange the next meeting. Inform the employee that at the next meeting you will discuss any progress the company has made regarding the redundancy and you will listen to any comments/suggestions the employee makes.
