Coping With Redundancy - May 2009

Presented by: STUART CULLUM

OFTHE MANAGEMENT RECRUITMENT GROUP

www.mrgpeople.co.uk 1

Agenda

What is RedundancyStatutory EntitlementsCoping with Redundancy


What is RedundancyIf the work you were employed to do is no longer available foryou to do, your employer can terminate your employment onthe grounds of REDUNDANCY

Termination of Employment must be “FAIR” To be “FAIR” there must be

A valid redundancy situation – jobs not people, and A valid selection process, and A proper procedure for consultation

If the above criteria are not met, then an employment tribunal is likely torule that the dismissal is unfair, and apply the necessary sanctions


What is RedundancyA valid redundancy situation could occur when:

Employer goes out of business/has reduced workloadEmployer moves to a new line of business/geographical

areaEmployer re-organisation

Efficiency savingsBringing in new technology/process/system


What is Redundancy

A valid selection process must be non-discriminatory and objective, and will be “automatically unfair” if made on the grounds of:

Gender Marital Status Sexual orientation Race Disability Religion Trades Union Membership Health & Safety Working Patterns Age – (e.g. LIFO)

Maternity/Paternity leave Birth/Pregnancy Following TUPE take over Exercising Statutory rights


What is redundancyEmployers have a statutory duty to consult with potentially

redundant employees at the earliest opportunity and before notice of dismissal is given.

The consultation must include: Reasons for redundancy Basis of selection Anticipated timescale The search for suitable alternative employment


What is redundancyFormal consultation with Employee representatives and

notification to BERR must take place in the case of collective redundancies (20 or more people within a period of 90 days) as follows:

30 days before first dismissal for between 20 and 99 employees 90 days before the first dismissal for 100 or more employees


Statutory EntitlementsStatutory Notice:

continuous employment, 1m to 2 years – 1 week continuous employment, 2 to 12 years – 1 week for each completed year of

service.Contractual notice will always have precedence

Statutory Redundancy Pay: Less than 2 years continuous employment – no entitlement Thereafter:

Aged up to 22 – ½ weeks pay, per year of employment in this age bracket Aged between 22 and 40 – 1 weeks pay per year of employment in this age bracket Aged 40 plus – 1 ½ weeks pay per year of employment in this age bracket

Maximum Weeks Pay – currently £350 gross (£380 from Oct 2009)

The above will be settled by the Employer


Coping with Redundancy


The Emotional Rollercoaster

The Antidote = Activity

Coping with RedundancyCompile your Strategy

Marketing Document Gets you interview NOT a job Pre-qualification document Needs to be read/assessed in 2 mins maximum Highlight relevant experience List Skills, Achievements, Areas of Expertise 2 to 3 pages maximum Give details of employers – type of business/market sectors/size

indicators


JOHN SMITH - MCIOB

2 Inuit CloseBanstead

Surrey SM1 6DZ

Tel: 01234 567889Mobile: 07796 123456

E-mail: [email protected]

I am a highly motivated professional COMMERCIAL DIRECTOR with over 25 years experience with major Contractors and Developers in the UK. Experience has been gained in all aspects of Design & Build, Traditional, and PFI forms of procurement

Principal areas of Expertise

Financial control of all aspects of Projects from enquiry to

completion Budget and profit forecasting Negotiation and agreement of Contracts, Warranties, Bonds etc. Control and full understanding of Estimating, Quantity Surveying

and Purchasing functions Presentation and negotiation of Tenders Design and Build schemes Conversant with inner city/contaminated sites Design procurement Value engineering Employment, training and management of staff Site organisation/programming

Qualifications/Training/Development

MCIOBBSc Quantity Surveying – LiverpoolFinancial management courseGroup management workshopsPerformance appraisal course

2006 to date FOUNDATION DEVELOPMENTS LTD ESTIMATING MANAGER

RC frame / shell and core contractor, projects value £1 to £15M

2003-2006 MARTIN GRANT HOMES LTD

COMMERCIAL DIRECTOR

Residential developments of 1-100 units, with an annual turnover of approximately £40m.

1999-2003 ST JAMES GROUP LTD

COMMERCIAL MANAGER / DIRECTOR

Residential and mixed-use schemes, value range £1-100M.

1997-1998 McCARTHY & STONE DEVELOPMENTS LTD

COMMERCIAL/CONSTRUCTION DIRECTOR

Regional division with a turnover of £35M specialising in speculative and design and build sheltered

accommodation. 1996-1997 ALFRED McALPINE PARTNERSHIP HOUSING LTD

COMMERCIAL DIRECTOR

1988-1996 ALFRED McALPINE CONSTRUCTION S.E. LTDCOMMERCIAL DIRECTOR

1981-1988 ALFRED McALPINE CONTRUCTION S.E. LTD

CHIEF SURVEYOR

Married, 2 children aged 30 and 32Interests: travel, reading and golf



Marketing Document Agency Registration

Which Agency ? – Horses for Courses – Industry/Level Policy on Registration/CV Management & Submission Strategy – Proactive or Reactive Interview preparation Individual Consultant’s experience



Marketing Document Agency RegistrationMedia Adverts

Which Publications – Industry/Level Trade press & National/Local Media

Internet Job Alerts



Marketing Document Agency RegistrationMedia AdvertsOn-Line Job Boards

Which ones – Career Structure/Total Jobs Job Alerts CV placement – can cause problems



Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworking

Make a list of everybody you know Business cards/ex-colleagues/Friends Prioritise – 1st = People who will take your call and see you

Networking Internet Sites – LinkedIn Industry Institutions/Associations – CIOB etc



Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworkingSpeculative approaches

Companies who are busy/who you would like to work for Check websites/Trade press articles Covering letter and CV



Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworkingSpeculative approachesInterim and/or Permanent

LTD Company (Own/Umbrella) PAYE



Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworkingSpeculative approachesInterim and/or Permanent


Coping with RedundancyGet organised:

Time Plan“Your Office”

Computer Printer Telephone Filing system

Signing on – Benefit entitlementsInvolve the family


Coping with RedundancyBeware of the Emotional Roller CoasterCompile your StrategyGet yourself organised

ADOPT A POSITIVE ATTITUDEGET EXCITED BY THE CHALLENGEYOU WILL WIN !!


Stuart Cullum or Ben DuffillTHE MANAGEMENT RECRUITMENT GROUP

THREE TUNS HOUSE109 BOROUGH HIGH STREET

LONDON SE1 1NL020 3056 4014

[email protected]


Coping With Redundancy - May 2009

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Transcript of Coping With Redundancy - May 2009