There must be something in the air. I’m currently representing two employees who are in a similar scenario.Hi. I was notified two weeks that my position was at risk and I have been going through the process since. It's with a profitable US multinational and I have been with them for 6.5 years. The proposed severance package has been issued to me.
However, it's clear that they have not used a fair selection process/matrix and applied it to the team and I strongly believe that I have a case. The only thing is that they will be paying up to €600 in legal fees and this will be made available once the official severance letter has been produced, allowing me to have it all reviewed.
The basic question I have is - at what point should I engage with a solicitor? Should I simply go though and complete the redundancy process and then as a secondary step, possibly pursue a case against them? Or at the point where I am getting the solicitor to review, discuss it then? I have not raised any of my concerned with the employer at this point.
Thank you
All terms of settlement agreements are open to negotiation, including the termination date.Can I just ask one more thing please - the end date they have proposed is the 10th of February (this is marked as (tbc).
It would be a big help to me if I could see out the month - finish on the 28th of February.
Is this an unusual thing to ask?
Languages? Are you saying you don't have the skillset to talk to overseas clients or is it that you don't speak the same languges as your managersThanks for the feedback everyone - it's always good to get a different perspective.
And yes sorry - should have mentioned that it was individual. There are a few of us being let go around Europe so it's not collective bargaining. It's definitely not LIFO - I'm the longest serving! I also have the most experience and qualifications. That's why I don't believe a fair matrix has been used. I'm assuming it is being based on languages.
Definitely ask, it's normal for people to try to extend the period - sometimes if you go through the process of applying for alternate internal jobs that can buy you time as they've to be seen to be taking it seriously even when the employer has no intention of doing anything except a layoff.Can I just ask one more thing please - the end date they have proposed is the 10th of February (this is marked as (tbc).
It would be a big help to me if I could see out the month - finish on the 28th of February.
Is this an unusual thing to ask?
There are several potential reasons that you and your European colleagues have been chosen, ranging from being high earners, having personality clashes with SM, ready made in-house replacements in situ, to cost saving restructuring. Ultimately your company have decided that you are one of those chosen to be made redundant and are likely to stand behind "restructuring" as their rational and to be honest even if you did have a case to make for unfair selection and were successful how would you feel continuing to work there afterwards?Thanks for the feedback everyone - it's always good to get a different perspective.
And yes sorry - should have mentioned that it was individual. There are a few of us being let go around Europe so it's not collective bargaining. It's definitely not LIFO - I'm the longest serving! I also have the most experience and qualifications. That's why I don't believe a fair matrix has been used. I'm assuming it is being based on languages.
Of course you can, you also have no obligation to state on your cert the reason for your sickness.I may be facing similar. Just checking re doc cert. Can you go sick while working out notice?
I accidentally (I think) saw a new department plan which didn’t include me but did include 2 people a grade lower which seem to have my role split. I’m there a long time and fairly well paid compared to the potential new hires. Replacing a 25+ year service with 1 new grad and another with 3-5 years industry experience seems off. But if that’s what they want I’ll wait to see what the cash offer is. However I can’t envisage anything more than a minimum notice/handover. I’ve seen too many long drawn out exits and it’s painful. I’d rather not do it but I will struggle to get a new job (60+) so enhanced dole is essential
Just bear in mind as well re exit, they have to stick to the law and what your contract says but it is quite common when people are being exited to be put on "gardening leave". In other words, you sit at home, getting paid, until your last day of employment. That period is taxed as per normal. So on the Feb 10th date, ask if that is your last day of employment or are you being put on gardening leaveDefinitely ask, it's normal for people to try to extend the period - sometimes if you go through the process of applying for alternate internal jobs that can buy you time as they've to be seen to be taking it seriously even when the employer has no intention of doing anything except a layoff.
Also in your case - the improved Jobseekers kicks at the end of March. For the first 3 months it's over 400 a week instead of the current 244.
I did not realise there was a temporary increase in Jobseekers allowance. Hopefully I won't need it or it will just be for short term.Definitely ask, it's normal for people to try to extend the period - sometimes if you go through the process of applying for alternate internal jobs that can buy you time as they've to be seen to be taking it seriously even when the employer has no intention of doing anything except a layoff.
Also in your case - the improved Jobseekers kicks at the end of March. For the first 3 months it's over 400 a week instead of the current 244.
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