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...to be made redundant is a difficult task, to be handled with great care. There are steps to follow, however, which should help to make the process as painless as possible.

Definition

This checklist concentrates solely on the redundancy interview itself - not the process leading up to it. It therefore excludes information concerning the statutory requirements of an organisation considering a redundancy programme.

A job is considered to be redundant if the employer:

* is ceasing to carry on the business the employment is in

* is closing down the business at the site at which the job is based

* is transferring the business from the site where the employment is based to another location (for example a company with two offices decides to rationalise onto one site)

* requires fewer employees to do the type of work (for instance one manager responsible for sales instead of two)

* needs fewer employees to carry out the work...

NOTE: All illustrations and photos have been removed from this article.




More articles from Chartered Management Institute: Checklists: People Management
The psychological contract.(Checklist 161), October 01, 2005
Implementing a diversity management programme.(Checlist 152), October 01, 2005
Get the right people and get the people right.(Checklist 123), October 01, 2005
Using your staff to mutual advantage.(Checklist 121), October 01, 2005
Successful delegation.(Checklist 112), October 01, 2005

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