The company (NCU CLG) will comply with current Redundancy legislation, and with the Protection of Employment (Exceptional Collective Redundancies and Related Matters) Act, 2007.
Management aims to maintain and secure employment for its entire staff that have established a satisfactory record of performance and conduct. We will plan and organise our workforce requirements, deciding on size, structure and deployment, in line with business performance. However, it may be necessary to reduce the number of people employed due to, for example, a reduction in business performance or a change in organisational direction.
Any reduction will be brought about as fairly as possible and with as much consultation with staff and their representatives as is practicable in accordance with the guidelines below.
When it becomes clear that redundancy is necessary, the following measures are considered, dependent on the circumstances to minimise any job losses:
Where redundancy is unavoidable, the company will give 30 days notice to staff representatives and will provide:
Management will consider any representations made by employee representatives and, if it rejects any of their representations, will state its reasons which will be considered final.
In the case of compulsory redundancy, selection for redundancy will be based where all things are equal on the principle of ‘last in, first out’.
If an employee feels that the selection criteria has been unfairly applied, he or she can bring it to the Redundancy Appeals Committee. This committee is comprised of two or more members of management. The committee will consider individual grievances and subsequent solutions with the aim of resolving the complaint. This does not infringe on or replace the person’s legal right to appeal under the Unfair Dismissals Act.
Support and help will be offered to employees in finding other work and time off for job search and interviews will be provided. Help with tax, social welfare and pensions will also be available.
Apart from statutory entitlements, payment in lieu of notice or pay for untaken holidays, management may, at its discretion, make additional ex-gratia payments according to the length of service.