Im an HPE employee wondering whether to jump in advance of the CSC takeover.
What are the current redundancy terms offered by CSC in the UK please? If what we have now is better then it's probably best to jump. Thank you.
7 replies (most recent on top)
re "you will find pressure to move to a standard contract , just ask ex-iSoft employees" - they only put pressure on for a short while then there was no further option to move. Some isoft contracts were more 'lucrative' than others (if you had company cars/expenses paid etc). If in doubt - use your companies 'employee helpline' or the local CAB.
"The csc terms will only apply if you move to a csc contract." - kind of, you will find pressure to move to a standard contract , just ask ex-iSoft employees ( if you can find one! ), also don't assume TUPE protection will apply.
This is a takeover/merger not an outsource to CSC.
The csc terms will only apply if you move to a csc contract. Under tupe rules your existing terms should still stand. csc has a lot of previously transferred in staff on much better terms as they retained their previous contract terms.
CSC standard redundancy entitlement is calculated as follows:
0.5 week’s pay for each full year of service where your age was under 22.
1 week’s pay for each full year of service where your age was 22 or above, but under 41.
1.5 week’s pay for each full year of service where your age was 41 or above.
Employees must have 2 years’ continuous service to qualify for redundancy pay and a maximum of 20 years’ service is taken into account for the calculation. Statutory redundancy pay is normally capped at £475 per week; however CSC's terms (for employees on standard CSC terms and conditions of employment) offer a week's normal pay without applying the statutory cap.
28 quartets out of 29 have seen redundancies across ITO
It ceased to be "Wow" long ago.
wow...
http://www.theregister.co.uk/2016/06/02/hpe_layoffs_500_more_uk/