What criteria do companies use for redundancy?
What criteria do companies use for redundancy?
The following criteria can be used when selecting employees for redundancy:
- Skills and experience;
- Attendance and disciplinary records;
- Standard of work performance; and.
- Aptitude for work.
How are you selected for redundancy?
Your employer should use a fair and objective way of selecting you for redundancy. Commonly used methods are: last in, first out (employees with the shortest length of service are selected first) asking for volunteers (self-selection)
What are the legal requirements for redundancy?
What’s a genuine redundancy?
- still needs the employee’s job to be done by someone (for example, hires someone else to do the job)
- has not followed relevant requirements to consult with the employees about the redundancy under an award or registered agreement or.
Who decides redundancy criteria?
Typically, the employer begins the redundancy selection process by designating a “pool” of staff who may be made redundant. The redundancy selection criteria will be applied to this pool to determine who is made redundant and who is not. Retaining the workers who are best at doing the job.
What is unfair selection for redundancy?
Unfair dismissal occurs when your employer hasn’t followed a fair redundancy process. Employers should always speak to you directly about why you’ve been selected, and look at any alternatives to redundancy. If this hasn’t happened, you might have been unfairly dismissed.
What is a fair selection process for redundancy?
Using selection criteria Criteria should be as ‘objective’ and ‘measurable’ as possible. This means it should be fair, be based on facts that can be measured and not be affected by personal opinions. You must use the same way of scoring criteria for all employees in the pool.
How do I know if my redundancy is fair?
Check if your redundancy is fair
- Contact your nearest Citizens Advice if you need help at any stage.
- Check if your employer has discriminated.
- Check if you’ve been chosen for a fair reason.
- Make sure your employer holds a group consultation if they’re making at least 20 people redundant.
What is a fair reason for redundancy?
Fair reasons for redundancy must be objective and able to be measured. For example, attendance history, punctuality, skills and experience, performance and disciplinary history are all considered as fair reasons for redundancy. Length of service and qualifications may also be considered.
What are the criteria for the redundancy process?
Redundancy selection criteria will be objective, fair, reasonable, evidence based and non-discriminatory and used to determine which employees are to be selected for redundancy. Selection must ensure that the balance of skills and experience in the remaining workforce is viable and appropriate to the Council’s future operating and service needs.
What is the objective of the redundancy selection matrix?
The Redundancy Selection Matrix provides a robust method for the selection of employees for redundancy. The objective of the process is to ensure that where appropriate, every employee affected by redundancy is evaluated against a key set of criteria which is applied fairly and
Can a person appeal against a redundancy decision?
As an employee, you are entitled to see the outcome of your selection, including a copy of your scoring matrix. If you feel that there have been any unfair judgements made as part of the selection process, then you are entitled to appeal against the redundancy decision, as per the Redundancy Policy.
What should be included in a redundancy selection pool?
Where your business has undergone a complete restructure, specific job roles may have become automatically obsolete. However, it is important to bear in mind that even where specific jobs may be lost, the selection pool should not be confined to those currently occupying those jobs, but should include all employees capable of doing that work.