mr cat
Member of the month
- Joined
- Jul 31, 2003
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Who knows anything about employmen law..?
The situation I'm in now - I work for a large IT outsourcing company working on a big contract - however, we have just lost this contract and another company has won this and they will take over from the 1st october.
Now, part of the Tupe Process (Transfer of Undertakings (Protection of Employment)) - we were told my our management that there would be 3 options -
To start work with the new company
My moved within our company
And take redundancyââ'¬Â¦(the option I quite fancied providing I could walk into a new jobââ'¬Â¦)
Now, we had a telephone conference with an utter t*sspot who mentioned that its upto us to find a new job within our company (which is probably fair) - but its not upto him to help usââ'¬Â¦otherwise come midnight 30th sept if we haven't got anything sorted, we'd become employees of the new companyââ'¬Â¦but - if we managed to get a new internal job that starts on the 5th October (for example) then come the 1st Oct, we'd be employees of the new supplierââ'¬Â¦
And if we get an internal job before that date, then we'd wouldn't be able to take that because we haven't enough staff to support the live systemââ'¬Â¦
So, no mention of any redundancy package was mentioned, and when he sent out a follow up e-mail, I replied asking about ther redundancyââ'¬Â¦his reply was - "For **** [company name] this is not a redundancy situation as the role will continue abet with another employer. If post transition **** [new suppliers name][ believe they have a redundancy situation they will have to consult with employee's about that."
We all feel this is a rough dealââ'¬Â¦sighââ'¬Â¦
But I will still have a job tho, other managers in our dept have said they'd take us on...
The situation I'm in now - I work for a large IT outsourcing company working on a big contract - however, we have just lost this contract and another company has won this and they will take over from the 1st october.
Now, part of the Tupe Process (Transfer of Undertakings (Protection of Employment)) - we were told my our management that there would be 3 options -
To start work with the new company
My moved within our company
And take redundancyââ'¬Â¦(the option I quite fancied providing I could walk into a new jobââ'¬Â¦)
Now, we had a telephone conference with an utter t*sspot who mentioned that its upto us to find a new job within our company (which is probably fair) - but its not upto him to help usââ'¬Â¦otherwise come midnight 30th sept if we haven't got anything sorted, we'd become employees of the new companyââ'¬Â¦but - if we managed to get a new internal job that starts on the 5th October (for example) then come the 1st Oct, we'd be employees of the new supplierââ'¬Â¦
And if we get an internal job before that date, then we'd wouldn't be able to take that because we haven't enough staff to support the live systemââ'¬Â¦
So, no mention of any redundancy package was mentioned, and when he sent out a follow up e-mail, I replied asking about ther redundancyââ'¬Â¦his reply was - "For **** [company name] this is not a redundancy situation as the role will continue abet with another employer. If post transition **** [new suppliers name][ believe they have a redundancy situation they will have to consult with employee's about that."
We all feel this is a rough dealââ'¬Â¦sighââ'¬Â¦
But I will still have a job tho, other managers in our dept have said they'd take us on...
