Description

All HR professionals need to understand the legal implications and practical issues of reorganising the workplace. Handling these situations well has many benefits; it can limit the risk of damaging and expensive litigation, and help to keep up morale among the remaining workforce.

This course takes you through the minefield of the law relating to redundancy and reorganisation, including the TUPE regulations. From making the original decision, through consultation with employees and their representatives to implementing the changes that are necessary, this workshop looks at what the law expects of an employer and discusses the real-life problems that can arise.

ARE UP-TO-DATE IN THEIR KNOWLEDGE OF TUPE AND OTHER RELEVANT LEGISLATION AND CASE LAW

KNOW WHAT PITFALLS TO AVOID

CAN PLAY THEIR PART IN ENSURING A SUCCESSFUL REORGANISATION AND / OR REDUNDANCY PROGRAMME

MINIMISE THE RISK OF EMPLOYMENT TRIBUNAL CLAIMS

1. Reorganisation

What flexibility do employers have to change the jobs of their employees?

Contractual flexibility without agreeing new terms (express and implied)

Option for change when agreement is required

Can we ever force through changes?

2. TUPE

An overview of TUPE

Employee rights in the event of a transfer

Obligations for information and consultation on the transferor and transferee

Defining and managing ETO situations

Harmonisation and other change initiatives

Penalties for failures, mistakes and non-compliance

3. Redundancy

What is the definition? And why is it important?

Constructing a redundancy timeline - particularly in light of recent case law

Obligations for information and consultation: grievance, who needs to be consulted, and when does the law require consultant with employee representatives and individual employees?

Collective v individual

When to seek volunteers

What is a selection pool?

What criteria should be used in a compulsory redundancy selection exercise? How should you measure these criteria?

When are employees entitled to access to the assessments made by the employer? - showing fairness

Calculating redundancy payments and the effect of ex gratia termination payments

Alternative employment, what to offer?

Appeals against decisions

Classic mistakes to be avoided

Role of the Employment Tribunal and case law to be aware of

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Reorganisations, Redundancies and TUPE

By Maximum Performance

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