. The reasons for the proposed retrenchments;
The alternatives you looked into and considered before proposing retrenchment;
. The number of employees retrenchments will affect as well as the job categories they're in;
The selection criteria you plan on using when retrenching;
A specific date and period of time over which retrenchments should come into effect;
What the severance pay will be for those employees you propose to retrench;
. Any other assistance you propose to offer those employees you retrench;
. The future possibility of re-employment of the employees you retrench;
. The number of employees you employ; and
. The number of employees you have retrenched in the last 12 month period.
It's important to note that the consultation MUST be meaningful. In other words, you must work with your employees to try reach consensus.
Consultations which merely go through the motions will not be considered acceptable.
So, there were 10 points to include in your 189(3) notice when consulting over retrenchments.
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