An employer must always have a valid reason before he can take a step in declaring one of his employees redundant. Some of them actually have no genuine concerns for redundancy and this is not fair on the part of the employee. There are various occasions in which an employer of an organization may decide to make his workers redundant.
Before the employer decides to make anyone redundant, he must first ensure that he uses criteria that are fair to them. He should not base his decision on things to do with sex, gender or even race. They should also have evidence that support their reasons. It is understandable to dismiss an employee on basis of poor performance records but when the reason is dislike of an individual, questions should be raised.
The employer should also follow the criteria of redundancies put down on contract of employment or that which was agreed upon earlier. If this is not the case, he should use the method he has been using all along and which the workers are conversant with. As long has the criteria is valid, then the dismissal will be deemed fair.
If one feels that there were unfair procedures used in making him redundant, the person should seek compensation by forwarding his case to the employment tribunal. For such a claim to stand, an individual must have worked for the employer for a period that extends a year. However, for a situation that one feels discrimination was used, his case can be valid for less than a years employment term.
When twenty or even more people are being dismissed from an organization, this is dismissal is known as collective redundancy. Before making a huge decision of carrying out a collective redundancy, the employer needs to consult the trade union. If the union is not a recognized one, the person should consult the employee representatives. Also, every employee must be consulted before this decision is made.
Redundancies can also be based on the duration of time a person has been working for a certain employer. For example, a firms employer may decide to make all the workers who have been in the organization for a period of less than one year redundant. When this is this case, it only means that all young workers will lose their jobs and this could be categorized as age discrimination.
If a persons employer decides to consider him for redundancy, they should consider if there are any other jobs available for him to do. If this is so, he should offer it to him instead of making him redundant. If the job is available yet the person cannot offer it, this only means the dismissal was unfair.
Before the employer decides to make anyone redundant, he must first ensure that he uses criteria that are fair to them. He should not base his decision on things to do with sex, gender or even race. They should also have evidence that support their reasons. It is understandable to dismiss an employee on basis of poor performance records but when the reason is dislike of an individual, questions should be raised.
The employer should also follow the criteria of redundancies put down on contract of employment or that which was agreed upon earlier. If this is not the case, he should use the method he has been using all along and which the workers are conversant with. As long has the criteria is valid, then the dismissal will be deemed fair.
If one feels that there were unfair procedures used in making him redundant, the person should seek compensation by forwarding his case to the employment tribunal. For such a claim to stand, an individual must have worked for the employer for a period that extends a year. However, for a situation that one feels discrimination was used, his case can be valid for less than a years employment term.
When twenty or even more people are being dismissed from an organization, this is dismissal is known as collective redundancy. Before making a huge decision of carrying out a collective redundancy, the employer needs to consult the trade union. If the union is not a recognized one, the person should consult the employee representatives. Also, every employee must be consulted before this decision is made.
Redundancies can also be based on the duration of time a person has been working for a certain employer. For example, a firms employer may decide to make all the workers who have been in the organization for a period of less than one year redundant. When this is this case, it only means that all young workers will lose their jobs and this could be categorized as age discrimination.
If a persons employer decides to consider him for redundancy, they should consider if there are any other jobs available for him to do. If this is so, he should offer it to him instead of making him redundant. If the job is available yet the person cannot offer it, this only means the dismissal was unfair.
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