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Wary I’ll be fired to avoid paying out redundancy.

LegacyUser

I’ve been a very loyal staff member of a large multinational for about 15 years.

Every year I have done very well in performance reviews and have never had any issues with successive managers. The last three years, my performance has been rexognised as going above and beyond. My mid year has been very solid this year.

Fast forward to now. My manager is flying over to have a “chat” with me. There is a new line of managers over him and I’m pretty sure my role is going to be made redundant during the conversation. It’s something that many on my side of the business could expect given the changes in how we operate and if that is the case, so be it. That doesn’t concern me.

Here’s the thing. I’m very wary that something is going to be pulled on that day to stop me getting a redundancy. I have had the feeling over the last 6 weeks that there is something not right. My manager is openly blaming me on a call for a project not being done when I specifically told him twice via mail and during conversation that we were on track. He also alluded that I was responsible for not getting a monthly report done when in fact he knows it’s not my responsibility, again openly on a mail. I discuss both issues with him last week and discussed the in detail. He understands the position now. It’s as if my chalice is being poisoned.

It’s as if I’m being set up for a fall. He told me she cannot discuss what the catch up is about.

So nothing out of the ordinary may happen - I may be made redundant cleanly or this is actually no bad news, but my gut is telling me to prepare for someone from HR rocking up via phone where I’ll be placed on a performance improvement plan, which will be the first step in a dismissal. That’s the way people are managed out at times.

So I’m looking for advice on how to prepare for this eventuality. Any advice line I can ring? Should I get an employment solicitor to guide me through certain do’s and dont’s.

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beauf

You hardly need all your emails. You'll only want a few that illustrate the issue.

TheWonderLlama

copying or removing digital data from a company's computer is normally a breach of contract and you can be summarily dismissed for that.

You really think IT wouldn't notice someone imaging a computer?

nogoodnamesleft

emeldc wrote: »

My remark was tongue in cheek. But in all honesty could he not just print off the relevant emails and keep a hard copy instead of getting into the 'virtual imaging' stuff.

With the email data you will also have header information, read receipts, cc lists, positions in the company attachments, etc etc. Over a career of 15 years that's a lot of info to print. If he also prints that volume of info at work it may raise suspicion via the print queue, volume or content.

Boot from C.D with a imaging tool, take a virtual image saved onto an external hard disk, leave it for a few hours. Job done rather than the time taken to print or invariably forgetting something.

emeldc

nogoodnamesleft wrote: »

Or the OP isn't and he is simply protecting his interests. Worst case he has the background to his loyalty and commitment to the company/role and best case he has a backup of his laptop.

My remark was tongue in cheek. But in all honesty could he not just print off the relevant emails and keep a hard copy instead of getting into the 'virtual imaging' stuff.

BillyBird

Looks like you'd be entitled to statutory redundancy of 31 (2x15 +1) weeks pay to to a max of €600 per week. €18k. You'd know yourself whether this is the kind of sum your company would risk an unfair dismissal case over. Also don't know if your company has something in place over and above the statutory requirement.

Only advice I'd give you at this point is to make a record of everything - performance reviews to date, bonus, salary raises, points at which your manager made comments on your performance, points at which your corrected those comments (with as much detail as possible). Dates, content, etc. Personally I'd be printing all of this out and keeping at home. Will be much easier to do now.

Other thing you might look into is what your contact says about disciplinary meetings/being put on a PIP e.g. are you entitled to bring a colleague with you, are you entitles to notice ahead of the meeting if it is a PIP, etc.

Once you know what's happening you can take a view on an employment lawyer.

nogoodnamesleft

emeldc wrote: »

Or he could be just reading it wrong and he's about to get a promotion :rolleyes:

Or the OP isn't and he is simply protecting his interests. Worst case he has the background to his loyalty and commitment to the company/role and best case he has a backup of his laptop.

bullpost

If the worst happens you need to be prepared and have a strategy to deal with it.
In some companies the HR dept. are in dread of a date with the WRC and will do anything to avoid.

So if you go on a PIP, meet with HR and in a subtle way point out your exemplary performance record to date and that you are very concerned about recent developments and mention the last thing you want is to have to revert to WRC as you see yourself as a loyal and valuable employee dadadada....

If they see you are in possession of this type of info, you may find an offer of redundancy on the way.

emeldc

nogoodnamesleft wrote: »

If it's a laptop, the mail will be cached in outlook. Could take a virtual image using Acronis of the laptop with the evidence.

Or he could be just reading it wrong and he's about to get a promotion :rolleyes:

nogoodnamesleft

TheWonderLlama wrote: »

Do not do that.

That is most likely a breach of contract.

If it's a laptop, the mail will be cached in outlook. Could take a virtual image using Acronis of the laptop with the evidence.

fritzelly

Do nothing until something happens
You may be just reading something into nothing, could be your manager is for the chop and trying to lay blame on you
At 15 years you have plenty of rights
Worse comes you can then goto the WRC

Strumms

TheWonderLlama wrote: »

Do not do that.

That is most likely a breach of contract.

I doubt it would be, they are emails to you, about you and your position. Person related as opposed to ‘job’ or company related.

I’ve kept certain work emails that directly related to me backed up on my gmail in a ‘work’ folder.... pension stuff, travel expenses, all e-payslips, in fact the pension rep even recommended we keep the pension stuff documented at home.

skallywag

TheWonderLlama wrote: »

Do not do that.

That is most likely a breach of contract.

Big +1 on that, this could most certainly be grounds for instant dismissal, and rightly so.

TheWonderLlama

Do not do that.

That is most likely a breach of contract.

Strumms

Giblet wrote: »

Print off any and all emails now.

Email them to your private email.

LegacyUser

skallywag wrote: »

I agree that it sounds like something serious will be discussed such as redundancy or a major change of role, etc.

That said, why would you think that they would be out to shaft you? Has this happened to other long term employees before?

Making a long term employee redundant is never an easy thing to do, and unless you have done something to seriously piss someone off then I do not logically see why they would not give you what you are entitled to. You mention that it is a large company, so it is not the case I would imagine that cash is an issue, as it could be at e.g. a small company.

I was asked to work someone until they drop dead or quit by a previous manager so they didn't have to pay him a redundancy. Thankfully I moved out of that reporting line a few years back but my manager now reports to that reporting line so nothing is off the table in terms of what could happen.

skallywag

I agree that it sounds like something serious will be discussed such as redundancy or a major change of role, etc.

That said, why would you think that they would be out to shaft you? Has this happened to other long term employees before?

Making a long term employee redundant is never an easy thing to do, and unless you have done something to seriously piss someone off then I do not logically see why they would not give you what you are entitled to. You mention that it is a large company, so it is not the case I would imagine that cash is an issue, as it could be at e.g. a small company.

Springfields

nervousemployee wrote: »

I’ve been a very loyal staff member of a large multinational for about 15 years.

Every year I have done very well in performance reviews and have never had any issues with successive managers. The last three years, my performance has been rexognised as going above and beyond. My mid year has been very solid this year.

Fast forward to now. My manager is flying over to have a “chat” with me. There is a new line of managers over him and I’m pretty sure my role is going to be made redundant during the conversation. It’s something that many on my side of the business could expect given the changes in how we operate and if that is the case, so be it. That doesn’t concern me.

Here’s the thing. I’m very wary that something is going to be pulled on that day to stop me getting a redundancy. I have had the feeling over the last 6 weeks that there is something not right. My manager is openly blaming me on a call for a project not being done when I specifically told him twice via mail and during conversation that we were on track. He also alluded that I was responsible for not getting a monthly report done when in fact he knows it’s not my responsibility, again openly on a mail. I discuss both issues with him last week and discussed the in detail. He understands the position now. It’s as if my chalice is being poisoned.

It’s as if I’m being set up for a fall. He told me she cannot discuss what the catch up is about.

So nothing out of the ordinary may happen - I may be made redundant cleanly or this is actually no bad news, but my gut is telling me to prepare for someone from HR rocking up via phone where I’ll be placed on a performance improvement plan, which will be the first step in a dismissal. That’s the way people are managed out at times.

So I’m looking for advice on how to prepare for this eventuality. Any advice line I can ring? Should I get an employment solicitor to guide me through certain do’s and dont’s.

Dont think a solicitor will be able to advise until the company have actually taken a step towards disciplinary route....
They cant pre empt wrong doing ..
Sounds like they have no reason or evidence to go down this road.
And you have plenty of.evidence in your favour. Continue to put everything on email and print as you go.
Hopefully you have nothing to worry about but just in case you will need your facts
Good luck with the meeting
If it starts going down disciplinary route as for a witness to be present.

Giblet

nervousemployee wrote: »

I’ve been a very loyal staff member of a large multinational for about 15 years.

Every year I have done very well in performance reviews and have never had any issues with successive managers. The last three years, my performance has been rexognised as going above and beyond. My mid year has been very solid this year.

Fast forward to now. My manager is flying over to have a “chat” with me. There is a new line of managers over him and I’m pretty sure my role is going to be made redundant during the conversation. It’s something that many on my side of the business could expect given the changes in how we operate and if that is the case, so be it. That doesn’t concern me.

Here’s the thing. I’m very wary that something is going to be pulled on that day to stop me getting a redundancy. I have had the feeling over the last 6 weeks that there is something not right. My manager is openly blaming me on a call for a project not being done when I specifically told him twice via mail and during conversation that we were on track. He also alluded that I was responsible for not getting a monthly report done when in fact he knows it’s not my responsibility, again openly on a mail. I discuss both issues with him last week and discussed the in detail. He understands the position now. It’s as if my chalice is being poisoned.

It’s as if I’m being set up for a fall. He told me she cannot discuss what the catch up is about.

So nothing out of the ordinary may happen - I may be made redundant cleanly or this is actually no bad news, but my gut is telling me to prepare for someone from HR rocking up via phone where I’ll be placed on a performance improvement plan, which will be the first step in a dismissal. That’s the way people are managed out at times.

So I’m looking for advice on how to prepare for this eventuality. Any advice line I can ring? Should I get an employment solicitor to guide me through certain do’s and dont’s.

Print off any and all emails now.