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Overview Collective Redundancies

Collective redundancies are decisions by employers to lay off a group of employees. It is a form of dismissal from the job when employers are faced with a need to reduce their workforce. Any employee that is being made redundant is eligible to some rights which include: a notice period, redundancy pay, consultation with the employer, changes of job and time off to seek a new job. One of the commonly asked queries is wat is collectief ontslag. The selection criteria for redundancy must be fair and reasonable.

Overview

Common Selection Criteria for Redundancy

kjkjkjkjkjkjEvery employer has their method of redundancy selection that they consider to be fair and objective. The most commonly used methods include:

  • Last in, first out ( employees that have offered the shortest period of service are selected first)
  • Making employees redundant based on their disciplinary records
  • Use of staff appraisal markings, skills, qualifications, and experience.
  • Asking employees to voluntarily put themselves up for redundancy

However, an employer could also make an employee redundant without necessarily following a selection process. This usually happens when the job in question no longer exits, i.e. when the business is completely shutting off operations. Also, employees can appeal the decision to make them redundant if they feel it was unfair or was based on unclear factors/circumstances.

Redundancy Consultation and Procedure

When an employee decides employees redundant 0 days or less, the employee has the right to be collectively consulted. The consultation is to reach an agreement after considering all alternatives. This discussion is necessary even when the employees facing redundancy are volunteers. Failure to comply with the consultation requirements could lead to a claim for compensation, also known as a protective award, by the employee. The consultation needs to be carried out

Selection process

However, an employer could also make an employee redundant without necessarily following a selection process. This usually happens when the job in question no longer exits, i.e. when the business is completely shutting off operations. Also, employees can appeal the decision to make them redundant if they feel it was unfair or was based on unclear factors/circumstances.

To dispel unjustified fears and avoid the suspicion that redundancies are imminent, employers need to establish a formal redundancy procedure that is negotiated and agreed upon by the trade union or employee representatives. A formal procedure on redundancy should contain the following:

Introductory statement

kkjjkkjjkjkjkjAn introductory statement of intent stating willingness to maintain job security wherever possible

  • Details of consultation arrangements with trade unions or employee representatives
  • Steps to reducing or avoiding obligatory redundancies.
  • General outline of the selection method
  • Details of the redundancy pay terms

Policy to help redundant employees gain training or find alternative work which can be done