Getting Redundancy RightVideo Modules ListMODULE 1What is redundancy? Early planning A fair procedureMODULE 2Definition of redundancy Part One of the s139 definitionPart Two of the s139 definitionMiscellaneous pointsRestructure v redundancyChallenging the fairness of a redundancyMODULE 3Recruitment freeze and withdrawing job offers Lay off and short timeVoluntary redundanciesReducing working hours or salarySalary deferralsSabbaticalsSeven miscellaneous ways to avoiding redundancyMODULE 4Pool of oneShould you use a narrow or wide pool?The two rules for choosing your poolConsulting over the selection poolMODULE 5Objective v subjective criteria Clarity of criteria The matrix methodLast in, first out and length of servicePerformance and skillsAbsence criteriaCost to the businessMiscellaneous criteriaMODULE 6ScoringInterviews and assessmentsDo you always need to consult?When do you start the consultation process?How long should the consulation last for?What should you consult over?How to end a consultation meetingResponding to challenges to scoresConsulting with people not in the workplaceConsulting with those who are out of the workplace?ConclusionMODULE 7‘An’ employer20 or more employeesOne establishmentWhen does the duty arise? ‘Proposing’ to dismissDismiss 'as redundant’Consult with whom?How long should consultation last?Protective award'Special circumstances’ defenceHR1 formMODULE 8What is a ‘suitable’ job?How thorough does the search have to be?Women on maternity leaveFour week trial periodLoss of entitlement to redundancy paymentMODULE 9Procedure: a recapAppealsTime off to seek new workTiming of giving noticePaymentsExit packages and settlement agreementsCompensation for unfair dismissalMODULE 10Voluntary redundancyBumpingRedundancy following a TUPE transferImpact of furloughNational insurance fundFurther helpSee Testimonials