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Clare Brass
Member - 2 posts
We have an admin assistant in her probationary period who we will have to let go, as the requirements of the (Marketing) dept. necessitate a skilled and experienced marketing assistant. she's not up to the Admin role really, but I don;t want to dismiss on capability as we actually need to change the spec of the role.
Is it better to follow redundancy procedure, as effectively we are making the admin role redundant and replacing it will a marketing assistant/junior manager role, and if so, what is the best way to go about this?
Thank You!
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James Fairchild
Member - 171 posts
Well the person has only been there a couple of months, so technically you could dismiss.
However, as they have not done anything wrong, I do think that you need to be fair to them, and in your explanations you should use the word redundancy, calmly explaining to her that she doesn't have entitlement to redundancy pay, but that as a goodwill gesture you'll pay her one months' notice (or whatever) and allow her time off for interviews. Obviously you should agree a fair reference with her.
By the sounds of it, your marketing manager specced the person wrongly.
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