Fair and Unfair Dismissals, Importance of Exit Interview, Process of Turning Employees Redundant

Running head: CIPD
CIPD Certification Module 2
Name of the Student
Name of the University
Author’s note

1CIPD
Assignment – 3MER Part C
AC. 3.1 Fair and Unfair Dismissals
While hiring a person for a certain job role, the responsibilities and rules of the company
are explained. When an organisation is in the service industry like in the case of the water park, it
is important for an employee to be courteous and welcoming to the guests (Pérez and Osuna
2014).
A fair dismissal is said to be when a person is fired from his or her position because they
have been underperforming or is acting against the culture or the regulations of the company.
The company as well as the employee is bound with the legal boundaries and both have to
comply by the contract that is signed by both the parties (Pérez and Osuna 2014). When a person
is dismissed because of a reason which is justified and the circumstances are agreed upon by the
boundaries of the contract then it can be said to be a fair dismissal. Some of the reasons which
are considered to be potentially fair in the process of dismissal are:
 Misconduct of the employee for example: theft or bad behavior.
 If the employee is not performing according to the KIPs that has been allocated
for a significant period of time even after being repeatedly reviewed.
 If the business is insolvent or has become redundancy
 Any kind of statutory restriction from the work for example if the license if
confiscated (Pérez and Osuna 2014)
A dismissal is said to be unfair when a person is removed from the position without
intimation or any kind of justification. If the reason of dismissal is not under the above state

2CIPD
circumstances then it can be said to be unfair. It is also an unfair dismissal if the employer is not
following disciplinary actions. In the case of the water park it should be analyzed why the person
had behaved rudely with the guest, as he or she is aware of the protocols of the company. It can
also be the case that the guests had behaved badly as well (Pérez and Osuna 2014). However, if
the company has dismissed the person without investigating the matter then it is an unfair
dismissal (Brown et al. 1997).
AC.3.2 Importance of exit interview
While a person is associated with a company he or she is the responsibility of the
company. Organisation invest significant amount of labour, resource etc on a person and
therefore an organisation will always want to retain the employees (Schippmann 2013).
Employee turnover is regarded as a cost to the company and organisation along with their human
resource management strives to reduce this cost (Schippmann 2013). In order to understand the
trend the company can track the records of the employees to gather information regarding the
reason for them to leave the job. This will provide insights and idea regarding the gap in the
process and will help the company to develop policies which will fill up this gap. Exist interview
is the face to face session with the supervisor as well as the human resource manager and the
employee who has resigned to understand the issue and grievances of the person. This is a good
source of information to understand the reasons why people are leaving the job. If the reason that
is stated by the people back to back is similar in nature then the company should infer that the
issue is within the process and things have to change in the future (Schippmann 2013).
The questions that are formulated in the exit interview should be such that it is insightful
for the management of the company to understand the issues and grievances of the people and to