Redundancy Assignment | Windmill Lane Post Production Company
Added on 2020-05-28
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Running head: REDUNDANCY AT WINDMILL LANE POST PRODUCTION COMPANYRedundancy at windmill Lane Post Production Company Name of Student:Name of University:Author’s Note:
1REDUNDANCY AT WINDMILL LANE POST PRODUCTION COMPANYTable of ContentsIntroduction......................................................................................................................................2Scenario Description........................................................................................................................2Previous redundancies cases as per statutory Redundancy.............................................................3Tax Expenditure related to redundancy treatment...........................................................................4Social welfare, Collective Redundancy & models of calculation...................................................5Comparison of lump of sum given in USA.....................................................................................6Expanding tax calculation methods.................................................................................................7Conclusion.......................................................................................................................................8Reference List................................................................................................................................10
2REDUNDANCY AT WINDMILL LANE POST PRODUCTION COMPANYIntroductionWindmill Lane is considered to be one of the biggest cornerstone in the creativity aspectbased in Ireland. Some of the most eminent form of the activities of the organisation are takeninto account with “filmmakers, musicians, artists & creative”.This is further able to help theaforementioned personnel to deliver their best performance. Redundancy payment is given to anemployee who is dismissed, as the job was abolished due to some reason. Based on theemployment conditions, the employer is essential to make the relevant payment under theindustrial agreement and employment contract. Some of the examples for this includes paymentin lieu of notice, “a gratuity or golden handshake” and compensation sum for number of weeks'pay for each year of service. Any type of payment adhering to the genuine redundancy are seenwith tax free limit based on the total years of the service with the employers. The tax-freeboundary is seen with the even dollar sum plus the amount for each year of the completedservice (Kennedy et al., 2016).Scenario DescriptionAs per the description of the scenario a worker is redundant in the division of VFXdepartment at Windmill Lane. The main reason for this situation is due to the fact that there isnot sufficient work available to the company in that particular department. In order to describethe impact of the redundancy there has been examples included from the statutory redundancyand tax expenditure of the redundancy treatment (Luttmer & Singhal, 2014). It needs to befurther discerned that the various treatment for the redundancy and the lump sum given iscompared with other country’s tax regimes. This particular aspect is ensured with the treatmentof the severance pay in USA, which is based on a similar concept of redundancy payment in
3REDUNDANCY AT WINDMILL LANE POST PRODUCTION COMPANYIreland. As per the “US department of Labor”, “severance pay” is granted to the workers ontermination of employment. It is considered on the span of employment for which a worker iseligible for termination (Kennedy et al., 2015).Previous redundancies cases as per statutory RedundancySome of the main form of the previous redundancy case is seen to be taken into accountwith both Ireland and USA. Redundancy is seen to be a reality for several employees after theeconomic downturn initiated in 2008. The important form of the redundancy payment is takeninto account with the with the “Payments Act, 1967-2007”, which legally accompanies with thefactors of the “statutory redundancy entitlement” (Saad, 2014). The amounts for the worker’stotal span of the service and the usual incomes such as “average regular overtime”, gross wagesin a week and payment in time are added together for achieving a “maximum of €600 per week”or €31,200 per annum. As per the depiction of the previous literature it is determined that theemployee covering a minimum of 104 weeks of the continuous service is taken intoconsideration for the notice in writing to the employee and the dismissal proposal. In addition tothis, in several types of the other cases it is depicted that the employer will be able to performadequately on his part by considering several types of the factors for the redundancy which areseen to be based on notice of redundancy from RP50 to the employee (Rooney, 2014)As per the various previous learnings, the disputes concerning the redundancy needs to besubmitted to the relevant “Employment Appeals Tribunal”, which will be able to deliver a fair,informal and inexpensive means of information for the individuals to pursue their relevant rights.In addition to this, it is seen that the tribunal is able to provide the remedies as per the allegedviolations of workers’ legal redundancy rights. The tribunal is also seen to be of the opinion that
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