A
April76
Guest
I have recently been notified that I am being made redundant and I was wondering if anyone had a similar experience or any advice. Here is my story…
The company I work for was bought over by another company in August.
This company already owned one of our competitor companies so they are merging the 2 companies together and downsizing staff.
At the beginning this was called a Transfer of Undertakings but as time went on it was more of a takeover.
I was notified that my position was at risk of redundancy last November and I was brought in to a 30day consultation period which ended up lasting 3 ½ months.
At my first consultation meeting I was advised that my position was at risk of redundancy as they may be outsourcing my department but no decision had been made yet, if they decided that they would outsource there was a possibility that I may be outsourced to that company.
If not then I would be made Redundant. If made redundant they were offering the statutory redundancy as this was the precedence in my company.
There were other people in both companies mine and the competitors at risk, I was aware that the competitors were getting 6 weeks for every year worked. When I queried why we were not receiving the same I was advised that the company that bought us was not a legal entity and so the each company would be treated separately even though as far as I was concerned I was an employee of the company that had bought us.
I also queried if my position was made redundant would there be any negotiation to improve the redundancy package and they advised that they would consult on all aspects.
One month later, I received a copy of the minutes of that meeting. In this letter it pointed out the questions I had raised but no answers to any of my questions. I did not hear anything from HR since then even though I emailed looking for an update in early January but I received no reply.
Finally last week I was called to a “further” consultation meeting and in that meeting they confirmed that they would be outsourcing my department therefore making me redundant and they were still offering me the statutory rate. When I advised them again that I was not happy with this as I was aware that colleagues in the other company (which by this stage we had all moved into the same office) were receiving a lot more and I would like this to be reviewed I was advised that this was my “concluding” meeting and I had been in consultation with them since November and had not to date out in any counter proposals. I could not understand this as I did not know that I was going to be made redundant until now therefore why would I begin to negotiate until I knew for sure.
I am also 7 ½ months pregnant and I asked them to consider this as at this stage as I would be unable to get employment else where until after the baby is born so my situation is different to others affected in the company.
I received my confirmation letter of termination and they said they had reviewed my situation but they thought the terms they were offering were fair and equitable. They are still offering the statutory but they are not capping it at €600.00 but to be honest my salary is not much more than this so it works out approx an extra €400.00.
I have worked for this company for 4 years and 3 months but they are calculating the redundancy based only on 4 years. Is that correct?
They are also giving me 4 weeks notice which I have to work.
I was just wondering had anyone had a similar experience or could give me any advice. I want to make sure what they are telling me is true and that all of the steps they have taken are correct.
As I have never been in this situation and unfortunately I have no union to represent me I am unsure whether I should take this further or would I be wasting my time.
If there is nothing more I can to I will just have to accept it and move on but I would like to make sure before I do this.
The company I work for was bought over by another company in August.
This company already owned one of our competitor companies so they are merging the 2 companies together and downsizing staff.
At the beginning this was called a Transfer of Undertakings but as time went on it was more of a takeover.
I was notified that my position was at risk of redundancy last November and I was brought in to a 30day consultation period which ended up lasting 3 ½ months.
At my first consultation meeting I was advised that my position was at risk of redundancy as they may be outsourcing my department but no decision had been made yet, if they decided that they would outsource there was a possibility that I may be outsourced to that company.
If not then I would be made Redundant. If made redundant they were offering the statutory redundancy as this was the precedence in my company.
There were other people in both companies mine and the competitors at risk, I was aware that the competitors were getting 6 weeks for every year worked. When I queried why we were not receiving the same I was advised that the company that bought us was not a legal entity and so the each company would be treated separately even though as far as I was concerned I was an employee of the company that had bought us.
I also queried if my position was made redundant would there be any negotiation to improve the redundancy package and they advised that they would consult on all aspects.
One month later, I received a copy of the minutes of that meeting. In this letter it pointed out the questions I had raised but no answers to any of my questions. I did not hear anything from HR since then even though I emailed looking for an update in early January but I received no reply.
Finally last week I was called to a “further” consultation meeting and in that meeting they confirmed that they would be outsourcing my department therefore making me redundant and they were still offering me the statutory rate. When I advised them again that I was not happy with this as I was aware that colleagues in the other company (which by this stage we had all moved into the same office) were receiving a lot more and I would like this to be reviewed I was advised that this was my “concluding” meeting and I had been in consultation with them since November and had not to date out in any counter proposals. I could not understand this as I did not know that I was going to be made redundant until now therefore why would I begin to negotiate until I knew for sure.
I am also 7 ½ months pregnant and I asked them to consider this as at this stage as I would be unable to get employment else where until after the baby is born so my situation is different to others affected in the company.
I received my confirmation letter of termination and they said they had reviewed my situation but they thought the terms they were offering were fair and equitable. They are still offering the statutory but they are not capping it at €600.00 but to be honest my salary is not much more than this so it works out approx an extra €400.00.
I have worked for this company for 4 years and 3 months but they are calculating the redundancy based only on 4 years. Is that correct?
They are also giving me 4 weeks notice which I have to work.
I was just wondering had anyone had a similar experience or could give me any advice. I want to make sure what they are telling me is true and that all of the steps they have taken are correct.
As I have never been in this situation and unfortunately I have no union to represent me I am unsure whether I should take this further or would I be wasting my time.
If there is nothing more I can to I will just have to accept it and move on but I would like to make sure before I do this.