Some bad news today, my work is being relocated to another part of the country. Here is the info we have had today. Any help or advice will be grateful. I will not nam the companies I work for or who are involved.
Basically the opening paragraph states the campaign being handled by us the outscoure company in MANCHESTER is being moved in house to GLASGOW.
As a result of this both companies have agreed that TUPE is applicable. WHAT THIS MEANS IS:
TUPE is: Transfer of Undertakings (Protection of Employment) Regulations 2006.
The regualtions aim to protect employees when there is a trasnfer of an undertaking business from one employee to another.
Employees who will have a right to transfer are those employed in the undertaking business (or part thereof) to be transferred immediately prior to the transfer date.
The regualtions protect employment rights and in particular terms and conditions of employment.
Where TUPE applies employees have the right to trasnfer on the same terms and conditions (excluding pensions for which different rules apply)
This is all well and good but as you can see GLASGOW is miles away from MANCHESTER. This will not be possible for many of us who have families and is not possible to relocate. The company do have sites closer to home but there is no mention of moving to any of these. This would be more suitable to me if I could get work at the other sites.
Whilst TUPE is applicable and as such your role will trasnfer to GLASGOW, we acknowledged that due to geographical location of GLASGOW you may not wish to transfer to this location.
Should you not wish to trasnfer to GLASGOW, We the outscoure company will consider redeployment oppurtunity available with the outscoure company. However should there not be suitable redeployment oppurtunity within the outscource company you should be aware that this could result in your role being at risk of redundancy.
Can you please complete the section at the end of this letter if you wish to transfer to GLASGOW, or if you wish to object to this TUPE transfer and consider redeployment with the outscoure company.
The section states that if I reject the TUPE to GLASGOW I will understand that I will not be entitled to any severance payment, wether contractual or statutory from the company in GLASGOW or the outscoure who I work for in MANCHESTER. It also states on there I need to sign this by the 28th May 2009. This seems well unfair to be able to make an decison like this and forcing people to say NO and this will forefit any redundnacies pays. Can some enlighten me on this any use seeking advice on this part in particualr. I have some kind of insurance which covers accident sickness unemployment but will this pay out for me?
Carrying on key dates involved with this process are:
28th May 2009 Notifaction of request to transfer or objection to trasnfer
13th July 2009 121 Consultation commences.
11th August 2009 Ramp down of campaign commences
9th October Campaign closes.
They are also asking for 3 employees for the TUPE consultation process. So I would like all information I can get to help us with this.
So if anybody who has expierence in this field or have any advice, or can spot anything which is not being done right please respond in this thread.
We have also been given an Frequently asked questions check list. Ill pick out the most important ones.
If I am unable to trasnfer to o2 what will happen to my employment?
If you are unable or do not wish to trasnfer to o2 you can object to the trasnfer at which point you will remain at the outscoure company employee and we will continue to review redeployment oppurtunities with you.
However should there not be a suitable redeployment oppurtunity available you should be aware that you would be risk at risk of redundancy or you effectivelt resign. Thereofre your employment will be terminated on 9th October 2009.
Same again by rejecting to the move to GLASGOW why would I be declining any redundncy pay as well this seems well unfair.
Will everyone on the campaign who cannot transfer to o2 be made redundant?
We will continue to review redeployment businsses oppurtunities. If required we will apply a criteria which will be agreed between the employee reps and the outscoure management team.
This seems fair but what will this criteria be? I am one of the high earners on this capmaign would this put me at an higher risk?
Thats it for now we have to of course accept or reject the move to GLASGOW by 28th May 2009, therefore rejecting redudnacy pay. So this is the big stumbling block for me so far, any advice on this before the 28th may 09 will be helpful.
Thanks for taking your time to read this today!