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Casual Articles - A Manager's Guide to Managing Redundancy
Our love affair was coming to a close, I was afraid. I had done my best, but the handwriting was on the wall. She had been really good to me all those years. She had provided everything a man could want, and probably more. She was always prompt, efficient, reliable and there for me. And the way she moved and gyrated. Oh my! I even liked her fresh smell after taking in a particularly large load. But that was a distant memory now. It was a warm Friday night and I just stood and watched her in silence. She was staring back at me, just about pleading to be back to normal, while looking white as a ghost. I almost cried.
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good fa
SEO jobs are one of the most popular forms of freelance jobs on the internet, those are an excellent way of making an income as a freelancer, there is a lot of demand for SEO work and if you can produce results, you will get paid very well. For those people who like puzzles, freelance SEO jobs, is a great option.SEO jobs has its roots since the beginning of the Internet, when marketers realized that they were able to manipulate search engine rankings with keywords and meaningless content, a whirlwind of keyword stuffed all the web pages displayed across the internet.All marketers want to pus
Many British businesses have been slow to appreciate the full extent of changes that have occurred over the years to Employment Law and continue to adopt out of date disciplinary and redundancy procedures. Lucky for them then that the only people who seem less aware of the changes are the employees themselves; few employees would believe the extent that they are now protected, but that is not likely to last.
With the maximum compensatory award in unfair dismissal cases now over ?50,000 and with tribunals willing to make awards without any regard to a company's financial position, small to medium sized businesses are most at risk.
Part-time and agency workers now have comparable rights as those enjoyed by full time employees and discrimination now carries a much wider definition, with even more to come.
With the introduction of "no win, no fee" legal representation an employee now has little to loose and much to gain by bringing a claim against a former employer. Tribunals do not operate in the same way as a court of law, the company is not 'not guilty' until proven 'guilty' but rather considered guilty until they can prove otherwise. In the absence of real evidence a tribunal will take anecdotal evidence and decide subjectively for themselves as to who, on balance, they believe.
Redundancy guidelines
The redundancy guidelines published by governing bodies and often the advice that is received from employment law specialists is not always as helpful as some businesses might like. Take for example where redundancy guidelines talk of a 'consultation' process, what constitutes consultation is often open to interpretation and what an organisation might itself regard as 'consultation' a tribunal might take as 'a premeditated foregone conclusion'.
This article views the redundancy process from an organisations point of view where senior managers are likely to be under considerable pressure, frustrated and keen to act.
Where fools rush in
Few people, if any, relish the need for redundancies but often there is a desire from management to get a difficult task over with as quickly as possible so that the organisation can move on. Managers need to be educated in the fact that although following the proper guidelines will take longer than just handing out redundancy notices letters the process can bring benefits to the employer if done properly.
In a redundancy situation companies are able to act with complete autonomy, there is no legislative body looking over their shoulders, monitoring the methods used and in the absence of a trade union, employees are unlikely to be au fait with details of employment law. However, if claims of unfair dismissal are subsequently received the procedures and methods a company adopted will be laid bare and heavily scrutinized and the consequences of inadequate procedures penalised.
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good fai
Name, position, company, company logo, mailing address, office number, home number, mobile phone number and email address are just a few items of information that may be included on a business card. Companies and professionals use business cards to establish a business presence among clients or potential customers. These cards also serve as a reference in case a client needs to make contact. Business cards are often handed out during formal meetings, business transactions, formal introductions, corporate gatherings and business conventions.Can you get business cards for free?If you are interested in havi
Part-time and agency workers now have comparable rights as those enjoyed by full time employees and discrimination now carries a much wider definition, with even more to come.
With the introduction of "no win, no fee" legal representation an employee now has little to loose and much to gain by bringing a claim against a former employer. Tribunals do not operate in the same way as a court of law, the company is not 'not guilty' until proven 'guilty' but rather considered guilty until they can prove otherwise. In the absence of real evidence a tribunal will take anecdotal evidence and decide subjectively for themselves as to who, on balance, they believe.
Redundancy guidelines
The redundancy guidelines published by governing bodies and often the advice that is received from employment law specialists is not always as helpful as some businesses might like. Take for example where redundancy guidelines talk of a 'consultation' process, what constitutes consultation is often open to interpretation and what an organisation might itself regard as 'consultation' a tribunal might take as 'a premeditated foregone conclusion'.
This article views the redundancy process from an organisations point of view where senior managers are likely to be under considerable pressure, frustrated and keen to act.
Where fools rush in
Few people, if any, relish the need for redundancies but often there is a desire from management to get a difficult task over with as quickly as possible so that the organisation can move on. Managers need to be educated in the fact that although following the proper guidelines will take longer than just handing out redundancy notices letters the process can bring benefits to the employer if done properly.
In a redundancy situation companies are able to act with complete autonomy, there is no legislative body looking over their shoulders, monitoring the methods used and in the absence of a trade union, employees are unlikely to be au fait with details of employment law. However, if claims of unfair dismissal are subsequently received the procedures and methods a company adopted will be laid bare and heavily scrutinized and the consequences of inadequate procedures penalised.
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good fa
Cubicle furniture is designed to give additional privacy in office rooms, reception, and other related areas. It includes furniture ranging from cubicle panels and dividers to office systems. Cubicle furniture comes with different storage options, such as wheeled pedestals, filing drawers, wall cabinets, and free standing shelves. You will find a locking feature, in most cases. Some systems have facilities that can be raised or lowered. Whiteboards, built-in task lighting, tack boards, and coat hangers are among the common additions you can make in cubicle furniture. Keyboard trays are an added addition for furniture
Redundancy guidelines
The redundancy guidelines published by governing bodies and often the advice that is received from employment law specialists is not always as helpful as some businesses might like. Take for example where redundancy guidelines talk of a 'consultation' process, what constitutes consultation is often open to interpretation and what an organisation might itself regard as 'consultation' a tribunal might take as 'a premeditated foregone conclusion'.
This article views the redundancy process from an organisations point of view where senior managers are likely to be under considerable pressure, frustrated and keen to act.
Where fools rush in
Few people, if any, relish the need for redundancies but often there is a desire from management to get a difficult task over with as quickly as possible so that the organisation can move on. Managers need to be educated in the fact that although following the proper guidelines will take longer than just handing out redundancy notices letters the process can bring benefits to the employer if done properly.
In a redundancy situation companies are able to act with complete autonomy, there is no legislative body looking over their shoulders, monitoring the methods used and in the absence of a trade union, employees are unlikely to be au fait with details of employment law. However, if claims of unfair dismissal are subsequently received the procedures and methods a company adopted will be laid bare and heavily scrutinized and the consequences of inadequate procedures penalised.
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good fa
Shopping for the right tire can be difficult at times as there are numerous brands available, which have tires of different sizes and styles. Tires are made from diverse compounds and engineered to give perform faultlessly under any circumstances. With innovation and e-commerce there have been many technologically advanced in the making and performance of the tires. Many individuals can also choose to customize tires by positioning an alloy that is larger in diameter. Many individuals who think of buying tires usually settle for low quality ones, as they are cheap and affordable, overlooking the fact that such cheap t
Where fools rush in
Few people, if any, relish the need for redundancies but often there is a desire from management to get a difficult task over with as quickly as possible so that the organisation can move on. Managers need to be educated in the fact that although following the proper guidelines will take longer than just handing out redundancy notices letters the process can bring benefits to the employer if done properly.
In a redundancy situation companies are able to act with complete autonomy, there is no legislative body looking over their shoulders, monitoring the methods used and in the absence of a trade union, employees are unlikely to be au fait with details of employment law. However, if claims of unfair dismissal are subsequently received the procedures and methods a company adopted will be laid bare and heavily scrutinized and the consequences of inadequate procedures penalised.
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good fa
A customer service failure, simply defined, is customer service performance that fails to meet an individual’s expectations. Typically, when a service failure occurs, a customer will expect to be compensated for the inconvenience in the form of any combination of refunds, credits, discounts or apologies.The success of such customer service recovery efforts is determined by the individual’s expectations and perceptions of the organization. Two key elements impact any effort to restore customer satisfaction: the strength of customer relationships and the severity of service failure.Service failure:
A tribunal is not a pleasant place for any company official, with the benefit of hindsight a tribunal will asks difficult questions; what was a real crisis six months earlier may be difficult to convey to people who have no knowledge of the business or in some cases the industry.
Being seen to be fair
Being a good employer who operates in good faith and with genuine intentions is not enough, such employers are more and more finding themselves having to pay substantial compensation to former employees, some of whom may be undeserving but nevertheless know how to play the system.
UK companies are no longer seen as merely providing employment but as being socially responsible and when a company takes on new employees they are assuming more responsibility for that person than many realise.
Today companies have to be very aware of what their responsibilities are and how they must act. For small companies where the owners may be more entrepreneurial, the business more hand to mouth, there is no provision to allow them to operate in any other way than that expected of larger and more established organisations.
Some managers can often make the mistake of thinking that redundancy procedures do not apply to junior staff and will still issue redundancies on the fly, such action will only expose them to a possible claim for unfair dismissal that they will have every chance of loosing.
A step-by-step guide
To support senior managers a questionnaire has been devised that will guide senior management through the steps required when making redundancies.
By completing the questionnaire a manager will obtain a redundancy procedure checklist and if each step is completed a company can be confident that they will be able to vigorously defend any future unfair redundancy claims they receive.
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