Senior Management's Separation and Termination Proposal

This report is a comprehensive proposal addressing the establishment of separation and termination policies within an organization. It delves into various aspects, including the importance of well-defined policies, research methodologies, and the legal frameworks governing employee separation. The report examines different types of separation, such as redeployment, redundancy, and outplacement, providing real-world examples and referencing relevant legislation like the Redundancy Payments Act 1965 and the Industrial Relations Act 1971. It outlines the procedures followed by companies in Australia, emphasizing the importance of compensation, job assistance, and legal compliance. The report also discusses the skills required by managers to implement these policies, including knowledge of laws, data analysis, and effective communication. Furthermore, it highlights the significance of confidentiality, workforce data analysis, exit interviews, and the role of managers in decision-making. The proposal emphasizes the importance of fair and unbiased treatment of employees during separation, in accordance with relevant legislation.

Proposal

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
It is important for an organisation to have a well established polices which can be used to
formalise separation and termination policies and procedures 1. In this proposal various aspects
will be covered which will state about how senior management of an organisation can make rules
to sort out separation and termination process.
TASK
1. I will be conducting research as to gather data and form basis for further policy
formulation. In present scenario, i will be gathering information in qualitative form which
will allow managers in exploring secondary information sources. There are different
organisation functioning in the business environment and government defines legislations
(Redundancy Act, 1965 and Industrial relations Act, 1971, Employment Rights Act, 1996)
to ensure that companies are able to terminate and separate individual in a proper way.
2. There are three types of separation and termination which are there in an organisation.
They are stated below:
 Redeployment: The employee contract is finished and new one is placed on its place
for a different role or position.
 Redundancy: As stated by the Redundancy Payments Act, 1965, redundancy a
situation where employee would be relieved of his duties as they are no longer
required or there are some financial or technological constraints 2.
 Outplacement: This is the activity where current employer provides support to
employee in getting employed in a different company.
3. There are several examples to state about redundancy, there is example from real time
case which took place due to poor performance of organisation, Fish v Glen Golf Club. In
this scenario, the claimant was made redundant due to financial constraints suffered by
company (Evershed Shuterlands, 2013). EAT stated that there was redundancy due to
1 Easton, Catherine. "Revisiting the law on website accessibility in the light of the UK’s
Equality Act 2010 and the United Nations Convention on the Rights of Persons with
Disabilities." International Journal of Law and Information Technology 20.1 (2011): 19-
47.
2 Gordon, Michael E. "The dialectics of the exit interview: A fresh look at conversations
about organizational disengagement." Management Communication Quarterly 25.1
(2011): 59-86.
1

financial issues faced by company which is not a justified reason as it harmed future
prospectus of claimant.
4. Different policies and procedures which are followed by companies in Australia . The
Redundancy Payments Act, 1965, its main task was to internalise the cost of
unemployment to the recruiter as to make them think twice before they lay off any
individual. The procedure followed by employers are related to compensation for
unemployment duration, assisting in finding job, financial assistance till job is not found
by individual 3. The extra policies functional in area are, Contracts of Employment Act
1963, Industrial Relations Act 1971, Employment Protection(consolidation) Act 1978 and
Employment Rights Act 1996.
5. These polices and procedures are very important for the protection of employees who are
being laid off due to crisis in company or because of the need. These laws bound the
employer to ensure that they compensate worker and provide him assistance as to find a
new job. It also state that company has to justify the reason of redundancy.
6. There are certain skills which are required in manager as to implement these polices and
procedures. These can be obtained by going through a training phase which will allow me
in gaining better knowledge and develop a perception which is required to understand
issues. The requirements are, Information regarding Laws, Identification of Sources,
Understanding implementation process, proper management skills.
7. I first of all evaluated the polices which were mentioned earlier in report. Then the
second step will be to create a vision, selection of team, scheduling meetings as to discuss
reports and the final step will be involving upper management wherever it is appropriate.
All the employees were redundant or redeployed on the basis of their capabilities, skills
and performance. If it was found that employees had higher level of skills then they were
supported and redeployed.
8. The purpose of confidentiality is lay down with all principles which are observed by
managers. It is essential for organisation to keep all documents confidential so that
nobody can access them. Along with this it protects and safeguard person identification
3 Abeles, Moshe, and M. H. Goldstein. "Functional architecture in cat primary auditory
cortex: columnar organization and organization according to depth." Journal of
Neurophysiology 33.1 (2017): 172-187.
2

which is gathered by organisation and these all work should be done according to the
requirements of law.
9. There are many ways to analyse workforce data. I went through various secondary
sources to gather and analyse information in a appropriate manner. In Australia,
government ensured by enforcing various Acts that retiree will get additional support
from company, like pension, health plans and etc. this will ensure a good future for
individuals who have reached a set old age.
10. Exit interview is conducted by organisation because it allows them to get constructive
feedback and leave a positive note on firm. Along with this, it provides an opportunity to
organisation to reduce risk and identify the matters which are required by them to take
immediately action. Apart from training needs can also be revealed by firm.
11. The managers will be invited in discussion and their role in decision making will be
increased this would make them understand the need why the changes are required 4.
They will be stated about every policy and procedure that is required at present by ways
of presentation which will allow me in reducing confusion.
12. According to provision of Redundancy Payments Act, 1965, if company wants to
terminate any employee, then it should be according to their capabilities and not on the
basis on caste, gender, religion. In similar to this Unfair Dismissal Act 1977, company
cannot dismiss any employee without having any sufficient reason and they should give
them opportunity of being heard to keep their reviews for activities which has been
execute by them.
CONCLUSION
A proposal is prepared to state about the laws and legislations which will be implemented
as to enhance employee environment. Different Acts will be enforced to standardise services and
working.
4 Hausknecht, John P., and Charlie O. Trevor. "Collective turnover at the group, unit, and
organizational levels: Evidence, issues, and implications." Journal of Management 37.1
(2011): 352-388.
3

REFERENCES
Books and Journals
Easton, Catherine. "Revisiting the law on website accessibility in the light of the UK’s Equality
Act 2010 and the United Nations Convention on the Rights of Persons with
Disabilities." International Journal of Law and Information Technology 20.1 (2011): 19-
47.
Gordon, Michael E. "The dialectics of the exit interview: A fresh look at conversations about
organizational disengagement." Management Communication Quarterly 25.1 (2011): 59-
86.
Abeles, Moshe, and M. H. Goldstein. "Functional architecture in cat primary auditory cortex:
columnar organization and organization according to depth." Journal of
Neurophysiology 33.1 (2017): 172-187.
Hausknecht, John P., and Charlie O. Trevor. "Collective turnover at the group, unit, and
organizational levels: Evidence, issues, and implications." Journal of Management 37.1
(2011): 352-388.
Online
Evershed Shuterlands, 2013. UK HR ebrief - Redundancy case law: recent developments.
[Online]. Available through:
<http://www.eversheds-sutherland.com/global/en/what/articles/index.page?
ArticleID=en/Employment_and_labour_law/
UK_HR_ebrief__Redundancy_case_law_recent_developments_-_Feb_2013>.
[Accessed on 22nd September 2017].
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