A business owner terminated an employee after their position became redundant.
The employee claimed his termination was not for reasons of genuine redundancy.
THE RISKS
In the absence of supportive representation, businesses can feel pressured to settle during conciliation. Worse, if the matter had gone to hearing and the jurisdictional argument was not pressed firmly, exposure to reinstatement or possibly six months pay is always a possible risk.
THE SOLUTION
BetterHR successfully argued that the claim was without merit and was discontinued with no payment of monies to the employee.
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