This document can be used as a template for the investigator / HR department to inform the employee that they are selected redundancy. It sets out the details of the reasons why the employees are put on redundancy and what is next for them, the amount of redundancy payment and his/her last day at work.
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The document titled 'Letter Giving Employee Notice' is an important document that serves as a formal notice to an employee regarding their selection for redundancy. The document begins with the account holder's first and last name, job address, and the current date. It is addressed to the employee in a respectful manner.
The content of the letter explains that after applying the organization's redundancy selection criteria, the employee has been selected for redundancy. The selection criteria and the employee's scores are attached to the letter for reference. The letter acknowledges that the organization has not been able to find any suitable alternative work for the employee.
The next section of the document focuses on providing notice to end the employment. The employee is informed about their entitlement to a certain number of weeks' notice based on their contract of employment or length of service. The letter presents three options for the employee:
1. Option A: The employee is required to work their notice period. During this period, they are allowed to take paid time off to search for alternative employment and attend job interviews with their manager's agreement. The last day of employment will be the termination day.
2. Option B: The employee's employment will terminate on the termination day, and they will not be required to work their notice period. Instead, the organization will make a payment in lieu of notice.
3. Option C: The organization does not currently require the employee to work during the notice period, but they should remain available for work in case this changes. Similar to option A, the employee can take paid time off to search for alternative employment and attend job interviews with their manager's agreement. The last day of employment will be the termination day.
The document also addresses the untaken annual leave of the employee. It states that any accrued but unused annual leave will be added to the employee's final payment.
Furthermore, the document explains the employee's entitlement to redundancy pay. It provides three options based on the employee's length of service:
1. Option A: The employee is not entitled to a statutory redundancy payment due to their length of service.
2. Option B: The employee is entitled to a statutory redundancy payment, which will be paid with their final pay installment.
3. Option C: The employee is entitled to an enhanced redundancy payment as per the organization's redundancy policy, which includes the statutory redundancy payment.
The document concludes by informing the employee about their right to appeal if they believe they have been selected unfairly. It provides instructions on how to appeal in writing within a specified number of days. The appeal will be considered in an appeal meeting.
Finally, the employee is encouraged to seek support services, including the employee assistance program, during this potentially upsetting and worrying time. The letter ends with best wishes for the employee's future and is signed sincerely.
Overall, this document is crucial in formally notifying an employee about their redundancy, explaining their rights, and providing options and instructions for the next steps.
Guidance on how to use the 'Letter Giving Employee Notice' document:
1. Review the document: Read the entire document carefully to understand its purpose and the information it contains.
2. Customize the document: Replace the placeholders in the document, such as 'account first name,' 'account last name,' 'account job address,' and 'current date,' with the relevant information specific to the employee being notified.
3. Understand the selection criteria: Review the attached selection criteria and the employee's scores to gain an understanding of how the redundancy decision was made.
4. Choose the appropriate notice option: Consider the three options provided for giving notice to end the employment. Select the option that aligns with the organization's policies and the employee's circumstances.
5. Communicate the notice decision: Clearly communicate the chosen notice option to the employee, ensuring they understand the implications and any additional instructions mentioned.
6. Address untaken annual leave: Determine if the employee has any accrued but unused annual leave. If so, ensure that it is added to their final payment as stated in the document.
7. Calculate redundancy pay: Assess the employee's length of service and determine the appropriate redundancy payment option (A, B, or C) based on the document's guidelines. Calculate the amount of redundancy pay accordingly.
8. Inform the employee about redundancy pay: Clearly communicate the employee's entitlement to redundancy pay and provide them with the necessary details, including when and how it will be paid.
9. Explain the right to appeal: Inform the employee about their right to appeal the redundancy decision if they believe it was unfair. Provide them with the specified number of days to submit their appeal in writing and the contact details of the appeal manager or HR.
10. Offer support services: Encourage the employee to utilize the available support services, such as the employee assistance program, during this challenging time.
11. Address any questions: Be prepared to address any questions or concerns the employee may have regarding the document or their redundancy. Provide them with the appropriate contact information for further assistance.
12. Provide best wishes: Conclude the communication by expressing best wishes for the employee's future, demonstrating empathy and support.
Note: It is essential to ensure compliance with relevant employment laws and regulations while using this document. Seek legal advice if necessary.