Guide to Company Downsizing

Rus Slater

Description

This guide is not aimed at board Chairmen of global companies or at the Human Resource Directors of large organisations; it is aimed at the small-business owner or the line manager who is actually going to have to look someone in the eye and tell them that they don't have a job any more .

Sujets

• Gestion et management

Informations

• Publié par: Andrews UK
• Date de parution: 30 janvier 2012
• Nombre de lectures: 0
• EAN13: 9781781660195
• Langue: English

Extrait

Title Page
The Guide to Company Downsizing


By
Rus Slater




Publisher Information

The Guide to Company Downsizing
published in 2012 by
Andrews UK Limited
www.andrewsuk.com

This book is sold subject to the condition that it shall not, by way of trade or otherwise, be lent, resold, hired out or otherwise circulated without the publisher’s prior written consent in any form of binding or cover other than that in which it is published, and without a similar condition being imposed on the subsequent purchaser.


Copyright © Rus Slater

The right of Rus Slater to be identified as author of this book has been asserted in accordance with section 77 and 78 of the Copyrights Designs and Patents Act 1988.



Introduction

Rus Slater has had, on many occasions, to personally break the bad news to people that their job is being made redundant. He has also trained managers from a variety of businesses to undertake this nasty task in as humane and mutually painless way as possible. He has personally managed the survivors of redundancy programmes and has trained managers in the subject as well as written numerous articles and book chapters on the subject.
He has learned a lot over his 20 plus year career as a UK line manager and management consultant and he has captured much of this learning into his four internationally published books under his belt.

This guide is not aimed at board Chairmen of global companies or at the Human Resource Directors of large organisations; it is aimed at the small-business owner or the line manager who is actually going to have to look someone in the eye and tell them that they don’t have a job any more and is then going to have to manage, day to day, the people left behind. There is one short section for the small-business owner alone and then the bulk of this guide is for both types of audience. Throughout this guide we are going to refer to the people being made redundant as the “victims” and the people left behind as the “survivors”



Special small-business owner section


As the owner of a small business you have the legal responsibility to comply with the present law in your country of operation. These may cover such areas as:-
Consultation with unions or staff associations Your process for selecting roles/people to be declared redundant (especially where the criteria can be seen as unfairly discriminatory on grounds of sex/age/disability/race/religion) Notice periods given Statutory minimum redundancy payments Documentation issues; what documents must you issue to departing staff regarding their employment status and their tax status. It is also your responsibility to ensure that roles that are declared redundant are not recruited for within whatever is the legal term in the future.

Failure to comply with these matters will lead to the possibility of expensive and time consuming legal action.







Part 1

Terminating Employment Professionally

A “How-to” guide to axing staff humanely


Long Term Preparation


In reality this may not be very long term but it is differentiated as such to separate it from the minutiae of Immediate Preparation, which is the practical preparation for the actual meeting. Long term preparation may cross functions between you as a line manager and your HR function or your boss/boss’s boss. Again there are a series of facets (not necessarily presented here in order or priority) which need to managed:

Selection criteria of roles or people to be declared redundant.