Originally Posted by Ruffy (Post 3135828)

.... Doesn't need to be in national ownership to protect the national interest. Appropriate use of licences and regulation backed up by legislation could be used to provide adequate governance and protection when services are provided by other party privatised owner/operators. How complex this is depends on whether there's a real market or if it's just pseudo-competition.

Originally Posted by Luckypants (Post 3135790)

If you are referring to the sit-in and 'redundancies with immediate effect' I completely agree. You cannot make staff redundant with immediate effect, there has to be consultation and compensation at the very least. Furthermore people are not made redundant, the job is and the post holder is moved or let go. You cannot have a whole new set of workers come in and do the same job for less money if the post is redundant.
So they are sacking people for no reason and without notice, which last time I looked is not legal in the UK (despite Brexit). I know sea-farers terms are likely to be a special case, but do not know the rules in this regard.
It does sound and look like P&O acting outside the law?

Originally Posted by svenrico (Post 3135851)

in this country anyway a worker can't be made redundant without any notice and their post filled immediately by another person.

Originally Posted by Bibio (Post 3135868)

which is whats wrong with the UK workforce. once you hire a idiot your stuck with them. someone i know caught one of their workers using a table saw without a guard. he told them to stop using it and fitted the guard back on, he came back later on and found the guard off again and told the worker to fit it back on. a few days later the worker cut some fingers off. my mate then got taken to court and the worker won. thousands of pounds down the drain and his insurance premium raised.

another person i know took on an eager apprentice and put him through all his certs the once they had gained all their qualifications they turned into a lazy git so he fired them and guess what they took him to court and won.... as a result he no longer takes on apprentices.

if you had a broken or crap tool you would get rid of it... i see no difference in workforce.

no wonder there are so many 0hr contracts.

Originally Posted by Biker Biggles (Post 3135871)

Some confusion here between redundancy and dismissal for misconduct or poor performance. If an employee is "a lazy git" then a process should be followed to warn them and discipline them officially. Failure to improve results in dismissal. Same can be done with failures to comply with health and safety rules or any other company rules. Problems arise with lazy employers who dont bother to follow the legal proceedure, lose at the tribunal then moan about it.

Redundancy is where you cant just dismiss someone for no reason and pretend its all about the job ending. Strict rules apply including consultation and some very limited compensation.

Originally Posted by Biker Biggles (Post 3135871)

Some confusion here between redundancy and dismissal for misconduct or poor performance. If an employee is "a lazy git" then a process should be followed to warn them and discipline them officially. Failure to improve results in dismissal. Same can be done with failures to comply with health and safety rules or any other company rules. Problems arise with lazy employers who dont bother to follow the legal proceedure, lose at the tribunal then moan about it.
Redundancy is where you cant just dismiss someone for no reason and pretend its all about the job ending. Strict rules apply including consultation and some very limited compensation.

Originally Posted by Bibio (Post 3135882)

yes well its about time it stopped. hire/fire days back please. if you are a lazy stupid current then you are going to be poor.... or are we supposed to keep spoon feeding people that dont deserve it.

btw my mate did go through all the procedures and warnings but still lost.