3MER Supporting Good Practice In Managing Employment Relations
Task 1
You work in a call centre which has recently experienced a downturn in the amount of business that it has. It has been decided, therefore, to make 5 of the 20 Call Centre Operators redundant. Write a letter to the Operations Manager explaining:
1. The main legal requirements that need to be considered, including Codes of Practice, explain the impact that these have on the organisation.
2. How to ensure that the dismissals are fair and the importance of this to both the employer and employee.
3. The stages that need to be followed in handling the redundancy situation to minimise the impact on the organisation.
4. The purpose and importance of carrying out exit interviews with all employees prior to their leaving the organisation.
John Doe HR Manager Call Centre Limited
Attn: John Smith 1 High Street
Operations Manager
Call Centre Limited
1 High Street
8th February, 2015
Dear John,
I hope that this letter finds you well. After careful consideration, following the current financial performance of Call Centre Ltd., it is with great regret that I inform you the decision of the Directors to reduce the call centre operators by five employees. This currently remains a highly confidential matter therefore your discretion at this time is imperative.
We will embark on a process of consultation immediately which will last for at least 2 weeks however this time frame is likely to be extended if complications occur during the redundancy process. In this period of time the employees will elect representatives which will have the opportunity to discuss with their line managers and HR what their options are. All recruitment activities for Call Centre Operators will cease during this period and any applications for employment in this department that are being considered will be rejected.
“The purpose of consultation is to provide as early an opportunity as
You work in a call centre which has recently experienced a downturn in the amount of business that it has. It has been decided, therefore, to make 5 of the 20 Call Centre Operators redundant. Write a letter to the Operations Manager explaining:
1. The main legal requirements that need to be considered, including Codes of Practice, explain the impact that these have on the organisation.
2. How to ensure that the dismissals are fair and the importance of this to both the employer and employee.
3. The stages that need to be followed in handling the redundancy situation to minimise the impact on the organisation.
4. The purpose and importance of carrying out exit interviews with all employees prior to their leaving the organisation.
John Doe HR Manager Call Centre Limited
Attn: John Smith 1 High Street
Operations Manager
Call Centre Limited
1 High Street
8th February, 2015
Dear John,
I hope that this letter finds you well. After careful consideration, following the current financial performance of Call Centre Ltd., it is with great regret that I inform you the decision of the Directors to reduce the call centre operators by five employees. This currently remains a highly confidential matter therefore your discretion at this time is imperative.
We will embark on a process of consultation immediately which will last for at least 2 weeks however this time frame is likely to be extended if complications occur during the redundancy process. In this period of time the employees will elect representatives which will have the opportunity to discuss with their line managers and HR what their options are. All recruitment activities for Call Centre Operators will cease during this period and any applications for employment in this department that are being considered will be rejected.
“The purpose of consultation is to provide as early an opportunity as
References: ACAS. (2006). Advisory booklet – Redundancy handling. Available: www.acas.org.uk/media/pdf/a/3/B08_1.pdf. Last accessed 15th February 2015. Lisa Ayling. (2014). Redundancy Factsheet. Available: http://www.cipd.co.uk/hr-resources/factsheets/redundancy.aspx. Last accessed 15th February 2015. Research Material www.cipd.co.uk 08 – 10 February, 2015 www.gov.uk accessed 08 – 10 February, 2015 www.acas.org.uk accessed 08 – 10 February, 2015 Kathy Daniels, Supporting Good Practice in Managing Employment Relations, Version 8 Malcolm Martin and Fiona Whiting, Human Resource Practice, 6th Edition