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A debate has arisen as to under what circumstances an employment tribunal should interfere with the pool for selection chosen by an employer in a redundancy situation..
The EAT confirmed the answer was "rarely" in the case of Halpin v Sandpiper Books. In this case Sandpiper Brooks employed Mr Halpin in its London office as an Administrator/Analyst. They then moved Mr Halpin to work in a sales role in China. After some
Blog Article | Last updated: 07/03/2012 11:27:00
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Normally, at this time of year, employers would be busily introducing policies and procedures to meet new statutory obligations coming into force on 6th April. However, this year, it appears that the tables have turned in favour of employers.
News Article | Last updated: 01/03/2012 14:49:00
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Redundancy is a potentially fair reason for dismissal. However in order to be actually fair a fair procedure must followed and the dismissal must be within the band of reasonable responses open to the employer. A fair procedure will usually involve, as a minimum, the employer:
Identifying a reasonable pool of employees who are at risk of redundancy;
Consulting with the at risk employees;
Sel
Blog Article | Last updated: 27/02/2012 11:52:00
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The Employment Appeal Tribunal ("EAT") has held in the case of HM Land Registry v Benson & Ors that refusing voluntary redundancy applications from older employees because they were more expensive to make redundant is permissible. In this case, staff at HM Land Registry (the "Registry") were invited to apply for voluntary redundancy in a bid to reduce overstaffing. It was made clear to staff th
Blog Article | Last updated: 21/02/2012 10:55:00
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At risk meeting
Do:
1. Introduce yourself and explain the purpose of the meeting 2. Explain why there is a redundancy situation 3. Explain how many redundancies are proposed 4. Explain who is in the selection pool
Redundancy HR Resources | Last updated: 08/02/2012 09:15:00
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Review or draft a job description for the role.
Prepare a person specification/criteria against which to select. Avoid criteria that are not essential to the position.
Subject criteria to equality vetting. Check that any requirements relating to previous experience are justified, and do not discriminate against particular groups.
Establish what the recruitment process will be. Ensure that the methods chosen and the stages for selection are appropriate and relevant.
If a recruitment agency is used, consider what instructions are given and check that they have an effective equal opportunities policy in place.
Recruitment & Contracts HR Resources | Last updated: 07/02/2012 16:33:00
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General:
All selection criteria must be applied fairly and in a non-discriminatory way by the assessors.
Each employee must have two assessors; his/her Manager and the Head of Department or someone who has good knowledge of the employee concerned
Redundancy HR Resources | Last updated: 07/02/2012 10:36:00
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INTRODUCTION
The recruitment and selection of employees is a significant responsibility, which has a direct impact on company performance. An organisation is only as effective as its employees and bad recruitment decisions can lead to poor performance, low productivity, high turnover and increased recruitment costs.
Recruiting staff can be a risky activity with lots of legislation to comply with and where the consequences of getting it wrong could be unlimited amounts of compensation being awarded against the company.
It is therefore important for a company to have a clear process to manage its recruitment activity which takes into account the law and good practice, beginning with identifying the company's requirements through to offer stage, in order to minimise the risk of potential claims and maximise the likelihood of a successful appointment.
Defining requirements
The need to recruit usually arises from either the need to replace a former employee or from the need to fill a new post that has been created through either re-organisation or expansion. Regardless of how the need arises, managers should analyse the requirements of the post fully. Consideration should be given to, amongst others, the duties, the expertise needed, rates of pay, hours and working arrangements.
Recruitment & Contracts HR Resources | Last updated: 06/02/2012 15:16:00
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Introduction
The incentive for the employer to introduce a flexible benefits scheme is to get a competitive edge in the market place by providing benefits of choice to employees to aid recruitment and retention.
Value for money is also rel
Recruitment & Contracts HR Resources | Last updated: 02/02/2012 16:53:00
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More than 100 major UK business have pledged support to a government initiative that proposes to ask for CVs without the name or school details of candidates, in order to safeguard against potential discrimination during the application process.
Firms such as Tesco, Barclays and Coca-Cola have agreed to the Government’s Business Compact, which stipulates the requirement to recruit "
Blog Article | Last updated: 17/01/2012 12:09:00
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