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Out-placement services for organisations
If you have a need to make staff redundant you will need to
get it right for both the organisation and for the employees
affected.
Some of your older employees may consider not pursuing a
career any more but retiring early or possibly adopting a
portfolio lifestyle.
We are able to offer programmes with leading specialists in
both out
placement and pre-retirement training. Click for
details.
If you are making staff redundant you need to consider the
following:
- Do you really have a redundancy situation? It’s
carefully defined in law.
- Inform & Consult employee representatives if the number
of proposed job losses is 20 or more at a single
establishment within a 90-day period. With union reps if you
recognise a union or elected reps if you don’t. It is for
the employer to organise such elections and consult BEFORE
taking anything further – indeed at least 30 days before the
first dismissal is due to take effect and longer of there
are 100 or more redundancies. What you need to consult about
is also prescribed by law and the penalties for failing to
consult can be up to 90 days’ pay for each affected
employee.
- Fair selection – the selection of those to be made
redundant needs to be based on clear, objective criteria
which need to be fairly applied. The criteria and their
application need to be untainted by discrimination relating
to gender, race, nationality religious belief, disability,
sexual orientation, marital status or age.
- Individual consultation and fair dismissal process –
whether or not there has been collective consultation, each
individual needs to be adequately consulted prior to a final
decision to dismiss them is made. This is to comply with
established ‘rules’ relating to unfair dismissal and with
the requirements of the Statutory dismissal and disputes
procedure. Failure to consult will result is an unfair
dismissal.
- Alternative employment – you will be under an obligation
to consider alternative employment option for those who it
is proposed to dismiss.
- Compensation and other support – you must, of course,
pay compensation at the statutory minimum level to those
actually dismissed. But are you willing and able to enhance
this – and what about contractual dismissal notice? And will
you offer them support to help find other work (see below)?
Outplacement
services
Outplacement - Job Search Workshops
One to one outplacement programmes
OR for full details of topics covered and prices just
complete the
Outplacement Services Enquiry form and we will
email a full specification to you covering all the outplacement
services available. Alternatively call Matt Stafford at Laterlife Learning on 0118 983 6198.
Visit our
Pre-retirement Courses
section here on laterlife or our
dedicated Retirement Courses site
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