Good afternoon all,
I'm after some views on making somebody redundant whilst they are going through the grievance procedure.
The grievance is pertaining to being pushed out of their role by another manager.
Would it be seen as fair making the employee redundant when their grievance is still ongoing?
thanks
Thank you for coming back to me.
Unfortunately it's concerning myself. I put the grievance in as i felt like my manager (MD's wife) was taking over my duties and i found myself with no work and being isolated. I felt like they were trying to push me out, i tried to address is informally first but recieved a very unpleasent response. I now find my self with no job and the grievance ongoing. The reason for redundancy is due to them giving my duties to the owners wife and outsourcing some of them to an external HR company.
I find difficult to look at it from a 'HR' point of view because it's so personal.
Thank you for coming back to me.
Unfortunately it's concerning myself. I put the grievance in as i felt like my manager (MD's wife) was taking over my duties and i found myself with no work and being isolated. I felt like they were trying to push me out, i tried to address is informally first but recieved a very unpleasent response. I now find my self with no job and the grievance ongoing. The reason for redundancy is due to them giving my duties to the owners wife and outsourcing some of them to an external HR company.
I find difficult to look at it from a 'HR' point of view because it's so personal.
Sorry to hear that Sarah. In this situation you are probably on a hiding to nothing, so I would advise to build up your arguments to obtain a maximum payout.
Because the work of a partcular kind (HR) still goes on, redundancy cannot be a valid reason for dismissal (so wrongful dismissal). Secondly even if redundancy were valid, have they offered you a suitable alternative? If not, unfair dismissal....
These are just quick off the cuff reactions without knowing the full details of your situation (most importantly, length of service). Build up your arguments and make it clear you will go via a settlement agreement, but at a cost higher than redundancy and maybe higher than wongful/unfair dismissal.
I'm sure others will bring their suggestions to help you approach the situation
Ray
