For the firm to follow fair redundancy procedure the firm must use the redundancy matrix.
Collective agreement is found through collective bargaining process when the employer recognizes a trade union. If the origination is covered by the collective agreement terms and conditions, then this secures an employees contract. In this case the new employer in the transfer is offering all employees the same wages and working conditions, under this agreement the new employer must consider specific statues that have been agreed for the individual prior to the transfer taking place.
Left over rump?
The leftover rump of employees must be persuade by their current employer of the positive changes and impacts this transfer will have on their contract advise that the new employer is looking to provide each employee with the same employment contract, if the employee is getting paid more or have certain circumstances already agreed with current employer the current contractor must reassure the employee these will remain the same and that the employee is covered by the TUPE legislation, therefore the new contractor is unable to change their contract without the employees permission. Alternatively, if these employees are not happy with the transfer they can reject the transfer and can agree to resign, but the employer will need to make them aware they will no longer be eligible for redundancy pay or unfair dismissal.
What questions might employees ask in TUPE?
Employees may ask current employee questions in regards to the transfer and what impact this process may have on the individual’s terms and conditions. Employees may ask the employer
Types of questions that employees may ask an employer during a transfer
What is the process?
Terms and conditions
According to the TUPE legislation the new employer must agree to an employees current terms and conditions, unless the new employers/ transfer has a more favourable terms and conditions in which case the...