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Result 1 of 9 results
  • 1,500+ Business Documents - Collective redundancy information and consultation checklist
    Collective redundancy information and consultation checklistRedundancy is a potentially fair reason for dismissal but you must still act reasonably. This means that you must properly explore other options to redundancy, fully consult with the affected employees, adopt a fair selection procedure and offer suitable alternative employment to the redundant employees if any is available.ObligationsAs well as your duty to consult individually with affected employees, where 20 or more employees may be made redundant...
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  • 1,500+ Business Documents - Letter to wider workforce about redundancy situation
    Letter to wider workforce about redundancy situationIt's good practice to inform the wider workforce about a redundancy situation as it can stop rumours and ease unrest. They don't need to know all the details about your redundancy programme but do let them know what parts of the business are affected and that you're to begin consultation with "at risk" employees. You can use our letter to do this.Not at riskUnless the redundancy programme is company-wide, e.g. you're closing down the whole business or all staff...
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  • 1,500+ Business Documents - First redundancy consultation letter
    First redundancy consultation letterRedundancy law is much more complex than paying an employee off. There must be a genuine redundancy situation and you must treat the employee fairly in the procedure you use prior to the dismissal decision being taken. The starting point is to explore whether compulsory redundancies can be avoided, for example by asking for volunteers, or considering other cost-cutting measures.DefinitionYou cannot use redundancy as a tool to remove a poorly-performing or troublesome employee....
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  • 1,500+ Business Documents - Information and consultation flow chart
    Information and consultation flow chartThis flow chart highlights the various situations where you may be legally obliged to inform and consult with a variety of employee representatives.   Overview of main obligationsHealth and safety: You must consult with employees or their representatives on health and safety matters. Safety representatives may be appointed or elected, or you can consult directly if your workplace is small.  Redundancy: As well as the duty to consult with individual employees selected...
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  • 1,500+ Business Documents - Employee rep role explanation letter
    Employee rep role explanation letterWhere you're about to start collective consultation on redundancy with appropriate representatives, you might find it useful to let them first know what their role is in the process, particularly if it's a new experience for them. You can use our letter for this purpose.A helping handWhere you propose to make 20 or more employees redundant at one establishment within a period of 90 days or less, you're under a statutory obligation to consult on your proposal with appropriate...
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  • 1,500+ Business Documents - Letter inviting employees to elect employee representatives
    Letter inviting employees to elect employee representativesIf, having asked for nominations for election as employee representatives to enable you to collectively consult on redundancy or to consult in a TUPE transfer situation, there are more nominations than the number of representatives proposed, use our letter inviting employees to elect employee representatives to complete the election process. Once this is completed and the representatives are in post, you can then commence consultation.The election processOnce...
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  • 1,500+ Business Documents - Collective consultation letter
    Collective consultation letterBefore collective consultation on redundancy can begin, you have to disclose in writing a specified set of information to the appropriate representatives. Use our collective consultation letter to comply with your legal obligations here and you can also use it arrange a first consultation meeting with the representatives.Collective consultationCollective consultation with the appropriate representatives on redundancy must begin "in good time" and must in any event begin:where 100...
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  • 1,500+ Business Documents - Notification of potential redundancy meeting
    Notification of potential redundancy meetingThe law on termination of employment can differ according to how long the employee has worked for you. For employees with short service, termination on the ground of redundancy can be relatively straightforward.Short- serving employeesAs a general rule, short-serving employees do not have the right to claim unfair dismissal. An employee cannot generally make a claim for unfair dismissal unless they have been employed for two years or more. There is an ever-growing...
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  • 1,500+ Business Documents - Second redundancy consultation letter
    Second redundancy consultation letterWhen contemplating making an employee redundant, you will first need to enter into a period of individual consultation, which will involve arranging a series of meetings with the employee to discuss your proposal in more detail. Compulsory redundancyOnce you have explored all the avenues to avoid a redundancy programme, you may find you still have no choice but to make one or more compulsory redundancies. Your starting point then will be to fairly select those employees who...
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