Presented by: STUART CULLUM
OFTHE MANAGEMENT RECRUITMENT GROUP
www.mrgpeople.co.uk 1
Agenda
What is RedundancyStatutory EntitlementsCoping with Redundancy
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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
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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
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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
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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
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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
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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
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Coping with Redundancy
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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
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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
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Coping with RedundancyCompile your Strategy
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
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Coping with RedundancyCompile your Strategy
Marketing Document Agency RegistrationMedia Adverts
Which Publications – Industry/Level Trade press & National/Local Media
Internet Job Alerts
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Coping with RedundancyCompile your Strategy
Marketing Document Agency RegistrationMedia AdvertsOn-Line Job Boards
Which ones – Career Structure/Total Jobs Job Alerts CV placement – can cause problems
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Coping with RedundancyCompile your Strategy
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
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Coping with RedundancyCompile your Strategy
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
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Coping with RedundancyCompile your Strategy
Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworkingSpeculative approachesInterim and/or Permanent
LTD Company (Own/Umbrella) PAYE
www.mrgpeople.co.uk 17
Coping with RedundancyCompile your Strategy
Marketing Document Agency RegistrationMedia AdvertsOn-Line Job BoardsNetworkingSpeculative approachesInterim and/or Permanent
www.mrgpeople.co.uk 18
Coping with RedundancyGet organised:
Time Plan“Your Office”
Computer Printer Telephone Filing system
Signing on – Benefit entitlementsInvolve the family
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Coping with RedundancyBeware of the Emotional Roller CoasterCompile your StrategyGet yourself organised
ADOPT A POSITIVE ATTITUDEGET EXCITED BY THE CHALLENGEYOU WILL WIN !!
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Stuart Cullum or Ben DuffillTHE MANAGEMENT RECRUITMENT GROUP
THREE TUNS HOUSE109 BOROUGH HIGH STREET
LONDON SE1 1NL020 3056 4014
www.mrgpeople.co.uk 21
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