Being made redundant - Who to take as representation?

Prophet

Prophet

Prophet

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I have to attend a meeting on Friday regarding my redundancy. I'm not in a union etc and have been informed I can take someone from a union or a colleague with me. I don't want to take a colleague as they're not really going to be any help so I need to look at my other options.

I'm not sure where to start looking for a union rep etc so would really appreciate any help.

:)
 
You don't have to take one.
What about Line Manager if you have one?

They should usually have some idea and be able to back you up, provided you were on good terms with them.
 
Orange Peel said:
I have to attend a meeting on Friday regarding my redundancy. I'm not in a union etc and have been informed I can take someone from a union or a colleague with me. I don't want to take a colleague as they're not really going to be any help so I need to look at my other options.

I'm not sure where to start looking for a union rep etc so would really appreciate any help.

:)
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I thought you could take anyone?

I'd go for a solicitor if the cost isn't prohibitive. Otherwise a family member / friend who has a reputable job/position.
 
Nexus said:
You don't have to take one.
What about Line Manager if you have one?

They should usually have some idea and be able to back you up, provided you were on good terms with them.
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My manager is the owner so it would be a conflict of interests. I'd like someone there just as a witness to what gets said.


MickeyFinns said:
I thought you could take anyone?

I'd go for a solicitor if the cost isn't prohibitive. Otherwise a family member / friend who has a reputable job/position.
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They've said I can take someone from work or a union rep, no other option. None of my friends or family can get Friday off to come with me so it's not worth asking if I can take one of them.

I'll call a few solicitors and see what's what.
 
You don't have to take anyone, and from my own experience, they won't be much cop other than moral support tbh. However - even though the company have told you it must be a union rep or a colleague - it can (legally) be anyone.

The meeting will probably be nothing more than your employer "serving notice" to you in an official capacity.

Don't worry if you've been led to believe this is the only time you can ask questions/refuse the terms though.. it's not a "last chance saloon" to ask any questions or contest/dispute any of the redundancy terms, you can dispute it at any time if you need to.
 
Who ever said Line Manager, wow lol! Terrible idea! They'll side with the people giving you the chuck. Get a union rep or better a solicitor who up on Employment law
 
As their Line Manager (cringe - who actually set the criteria for who's staying and who's going) , members of my team have asked me to go with them to redundancy meetings. As said above, if you are are good terms with them, it's a good option

Just 'cos they may be your manager doesn't mean they have to tow the company line
 
You can take a colleague or union rep, you are not entitled to anyone else under employment law, so all the talk of lawyers and family won't get you far. Unless of course the company want to let you cos they are stupid
 
Is this meeting to confirm you're 'at risk' or is this the meeting to confirm that you are being made redundant? I had my 'at risk' meeting about three weeks ago and didn't take anyone in with me, but I did do a bit of research online on the legal redundancy process (the main government website had some good info).

The meeting itself for me was just them going through the reasons for the redundancy, details of the initial consultancy period (a 30 day period where they try to find an alternative job for me in the company), timescales of the consultancy period, details of what the redundancy payment would be if it gets to that stage and some advice on finding other work.

One thing I checked in the meeting and then backed up in writing was the various connotations regarding keeping redundancy payments, i.e. if they find me alternative work I don't want to do, if I find a new job outside the company before the end of the consultancy period, etc.
 
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robgmun said:
Who ever said Line Manager, wow lol! Terrible idea! They'll side with the people giving you the chuck. Get a union rep or better a solicitor who up on Employment law
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You do know that a good manager is one who looks out for his or her staff, don't you? Life is not always a "world vs me" battle unless you make it that way.
 
robgmun said:
Who ever said Line Manager, wow lol! Terrible idea! They'll side with the people giving you the chuck. Get a union rep or better a solicitor who up on Employment law
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Disagree.

I suggested Line Manager because that is who I took when I was made redundant from a job a few years ago.

He was on my side, not the side of the company. The only reason I had to go was because I was newest to a department which could no longer keep the position open as a result of the credit crunch and lack of work. He did not want to lose me, he was arguing with senior management and HR about it everyday.

Of course it entirely depends on the job and how you get on with your manager.

Given what the OP has now said about his Manager also being the Owner, I would echo DJ_Jester's comments. The meeting you are having is largely them serving you notice as to redundancy and as to how much longer you will be required to work; the idea of having somebody with you is for more than anything, emotional support, as for many people it could be quite an upsetting experience.

If you are unhappy with any of the terms of the redundancy you can consult a solicitor or take the company to an employee tribunal. What happens in the meeting doesn't mean its an end of proceedings, should you be unhappy with the terms.
 
Orange Peel said:
I have to attend a meeting on Friday regarding my redundancy. I'm not in a union etc and have been informed I can take someone from a union or a colleague with me. I don't want to take a colleague as they're not really going to be any help so I need to look at my other options.

I'm not sure where to start looking for a union rep etc so would really appreciate any help.

:)
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You are stuck with a colleague unless you can join a union....If your company has a union rep then talk to them, they will be able to help...if not contact the union related to the business you are in and ask them for advice.
 
If you have any family that are with a union then a lot of unions will help out close family members, When I was in a spot of trouble my dads union represented me at my hearings and it was a massive help, It got me my job back in the end
 
Nexus said:
Disagree.

I suggested Line Manager because that is who I took when I was made redundant from a job a few years ago.

He was on my side, not the side of the company. The only reason I had to go was because I was newest to a department which could no longer keep the position open as a result of the credit crunch and lack of work. He did not want to lose me, he was arguing with senior management and HR about it everyday.

Of course it entirely depends on the job and how you get on with your manager.

Given what the OP has now said about his Manager also being the Owner, I would echo DJ_Jester's comments. The meeting you are having is largely them serving you notice as to redundancy and as to how much longer you will be required to work; the idea of having somebody with you is for more than anything, emotional support, as for many people it could be quite an upsetting experience.

If you are unhappy with any of the terms of the redundancy you can consult a solicitor or take the company to an employee tribunal. What happens in the meeting doesn't mean its an end of proceedings, should you be unhappy with the terms.
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That a very rare experience. But 9 time out of 10 your Line Manager will be an arse licker who'll side with upper management. And it would be a very bad idea to bring a line manager in
 
Thanks for all the replies guys :)

Ysmalari said:
Is this meeting to confirm you're 'at risk' or is this the meeting to confirm that you are being made redundant? I had my 'at risk' meeting about three weeks ago and didn't take anyone in with me, but I did do a bit of research online on the legal redundancy process (the main government website had some good info).
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It's the preliminary meeting about my job being at risk. My job is redundant, they're just following the rules to get me out the door.

I spoke to ACAS this morning, but got through to someone who didn't really want to help me. Generally I find them really helpful but it's luck of the draw like with any other phone support service.
 
Have you had a compromise agreement drawn up yet? If not, decide which solicitor you're going to go with, and ask them to come along, your employer SHOULD cover costs the cost of the compromise agreement, and possibly the solicitors fees for attending (if you ask nicely :p)
 
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Orange Peel said:
Thanks for all the replies guys :)



It's the preliminary meeting about my job being at risk. My job is redundant, they're just following the rules to get me out the door.

I spoke to ACAS this morning, but got through to someone who didn't really want to help me. Generally I find them really helpful but it's luck of the draw like with any other phone support service.
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The only reason to have someone there at this stage is to confirm accuracy of the meeting notes. It is a different situation to say, a disciplinary hearing where a union rep would be actively fighting your corner. What you want to make sure is it is a fair process and you get all you legal entitlements such as redundancy pay etc.

In reality ( I suggest you do get proper legal advice even if only to run over your contact terms, companies HR and redundancy policies and to check the paperwork and notes of meetings) the sad truth is if redundancy is inevitable then there is little you can do. Unless they really mess up on procedure (and even then you may end up in a lengthy and costly legal battle) or you are in the forerunning for the job if they are simply downsizing the team with a fair process (and not using it as an excuse to get rid of those they want), then you may as well prepare for the worst.

If they do mess up, draw them in, let them fall well
and truly on their sword first, then crush them. Never play your hand in a redundancy situation unless it will 100% save your job, get you a big pay out or get you re deployed as you are always on the weaker more vulnerable position.
 
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