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I have previously posted about the need for employers to go about disciplinary processes in a manner that is fair and open-minded (see, for example, this post).

The same applies to all other processes that are likely to have an effect on the employment of members of staff. This includes redundancy selection processes.

I am reminded of this having read a newspaper report of an ongoing Employment Tribunal case in which Mr Tony Shiret is claiming that he was the victim of a redundancy selection process by Credit Suisse in which he was preselected without any consultation and which was weighted against him and inherently unfair. Mr Shiret is claiming unfair dismissal through age discrimination. The tribunal case is presently continuing, and so we do not know the outcome.

However, may I please encourage readers of this blog not to go about things in a way that can give rise to any suggestion that the outcome of the particular process has been decided in advance. I would really prefer my clients not to have written internal e-mails such as written by one Credit Suisse executive to another saying

Can we offer Tony retirement? He’s 55 this year.

That will take some explaining; it may be that there is an explanation, but this e-mail has certainly given Mr Shiret’s lawyers something to get their teeth into.