We have a situation where we are in the process of TUPE (the transfer is going ahead on the 22nd August. The new employers as part of their TUPE consultation have informed the employee representatives that redundancies have to be made. They have good economical reasons as there has been a considerbale down turn in business.
The affected departments are going through the consultation periods and will shortly be scored against a set criteria.
In our Admin department we have a situation where 3 jobs are secure and are not changing. 6 jobs are not secure and have been changed.
There are now 3 new positions and new job descriptions and the affected 6 people are elgible to apply for these positions even. They would not be able to apply for all 3 positions as some are specialist but everyone will be able to apply for at least one.
1) Deal with the redundant positions first, eg score against criteria?
2) Or do we interview the affected employees for the new positions and whoever is not successful, serve them notice of redundancy?
Also, these new job descriptions contain most of the old positions duties with a few new ones thrown in so to speak. Does that mean that the old poisition is not redundant.
It is a complicated situation and we have take legal advice and have heard conflicting advice. It would be helpful to hear advice from anyone on the forum