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Appendix 2 (B) APPEALS AGAINST DISMISSAL (Redundancy) PROCEDURE AT AN APPEALS PANEL HEARING Lodging an appeal An employee will have the right of appeal against their dismissal due to redundancy. Appeals

How to fill out appeals against dismissal redundancy

How to fill out appeals against dismissal redundancy

1. Step 1: Review the dismissal redundancy letter carefully to understand the grounds for dismissal.
2. Step 2: Gather all relevant documents and evidence related to your employment, including employment contracts, performance appraisals, and any communication regarding the dismissal.
3. Step 3: Consult with an employment lawyer to understand your rights and evaluate the strength of your case.
4. Step 4: Prepare a written appeal letter addressing the reasons provided for the dismissal. Clearly state your arguments and counter-evidence to support your case.
5. Step 5: Submit the appeal letter to the appropriate authority or department within the organization, adhering to any specific guidelines or deadlines.
6. Step 6: Keep a copy of the appeal letter and all supporting documents for your records.
7. Step 7: Follow up with the company or organization to ensure they have received your appeal and request updates on the progress of the review process.
8. Step 8: Attend any meetings or hearings scheduled to discuss your appeal. Present your case confidently, referencing the points mentioned in your appeal letter and providing any additional evidence or witnesses if required.
9. Step 9: Await the decision of the appeal. If the dismissal is overturned, you may be reinstated or provided with compensation. If the appeal is unsuccessful, you may consider seeking further legal advice or exploring other avenues available to you.
10. Step 10: Reflect on the outcome and consider your options for moving forward, whether it involves pursuing legal action, seeking alternative employment, or exploring other career opportunities.

Who needs appeals against dismissal redundancy?

1. Employees who believe that their dismissal redundancy was unfair or unjustified.
2. Employees who have evidence to suggest that the dismissal redundancy was based on discrimination, retaliation, or any other unlawful grounds.
3. Employees who wish to challenge the decision and potentially seek reinstatement or compensation.
4. Employees who want to have a formal record of their objection to the dismissal redundancy for future reference or legal purposes.
5. Employers or HR professionals who want to understand the process of filing appeals against dismissal redundancy to ensure compliance with employment laws and regulations.

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