Employment Practice

Redundancy is a dismissal but unlike other dismissals it is one for which the employee was in no way responsible or culpable. The employer bears the responsibility since they have too much productive capacity for the current demand for products or services. There is at the very least a moral responsibility placed on the employer when dispensing with employees in this situation to try to find, or assist them in finding, alternative work. Employer Assistance Having determined who is to be made REDUNDANT a responsible employer should at least consider if there are ways in which support and assistance can be provided for those forced out of a job. This could include: Paper assistance guiding those seeking jobs. Administrative internal assistance. Contacting local employers, obtaining vacancy lists for leavers. Career counselling. Encouraging, possibly with offers of short-term contracts, redundant employees to set up their own businesses. Guidance for Those Leaving This following chec...

It is often difficult for employees, particularly newcomers, to understand where their department fits within the whole Organisation and their departmental relationships, even though such knowledge may be essential to understand priorities and procedures. One way of overcoming this problem is to publish charts showing such relationships. Format In the two examples shown below, the same structure has been depicted. The 'vertical levels of authority' are widely used but this suffers from two drawbacks. It is usually shown (as here) as a pyramid, with the chairman/chief executive at the 'top' and the ordinary employees at the 'bottom' - an inference which maybe against the ethos of the Organisation. This can be overcome by simply inverting the pyramid - the relationships do not alter, but the psychological overtones of being at the 'top' and 'bottom' are at least blurred. The other disadvantage is that being drawn in vertical levels it implies that ...