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Assuming there's nothing else behind the scenes, it seems as though this business is having to reduce it's headcount in order to maximise it's chances of survival for employees and shareholders who remain.
Therefore whether it's the guy that's this topic of this thread or one of his colleagues, then one (or more?) of them must be made redundant. So the question is, which selection criteria should be used?
If another selection criteria enabled this guy to remain in post, then by definition it will mean redundancy for someone else, and they too could claim it's not fair. So where would it end?
Once you get to appeals, tribunals, lawyers, etc it makes a difficult situation even worse for everyone involved, and inevitabley it doesn't actually make things better - just a possibility of a slightly enhanced package at best.
I hope it gets resolved to the satisfaction of everyone involved soon.
Therefore whether it's the guy that's this topic of this thread or one of his colleagues, then one (or more?) of them must be made redundant. So the question is, which selection criteria should be used?
If another selection criteria enabled this guy to remain in post, then by definition it will mean redundancy for someone else, and they too could claim it's not fair. So where would it end?
Once you get to appeals, tribunals, lawyers, etc it makes a difficult situation even worse for everyone involved, and inevitabley it doesn't actually make things better - just a possibility of a slightly enhanced package at best.
I hope it gets resolved to the satisfaction of everyone involved soon.