Unify Bullets Settlement Gratis

so how much you should get in your settlement agreement exit package is probably the question that we get asked the most here at monaco and the answer to that really obviously depends on your case the strength of your evidence now it's not a tribunal situation it's a negotiation so why would anyone care about evidence i hear you say well if you think about it your employer isn't probably going to give you a good deal unless they really believe that you've been really badly treated and more than half the time they don't really know what's gone on it might be different rungs of management you might be talking to hr you might have had a problem with your line manager or you might have had you know something that happened to you that basically they either didn't know happened or they don't believe it or they don't really understand the way it's affected you so the first thing to do is look at your evidence now what's what's what's good in terms of evidence we've got a whole article about evidence for a whole section about evidence on the site so definitely read more about that elsewhere but in a nutshell written evidences you're probably your number one best thing because no one can really say that an email wasn't sent or a whatsapp or a text or something wasn't sent other than that you know keep a diary of events and then witnesses very difficult to get you might think that your colleagues will be witnesses for you but when when it comes to the crunch they're employees too and they probably don't want to leave their jobs right now and so they don't really want to get on the wrong side of management but if you can get witnesses great get some witnesses other considerations apart from evidence is the type of case now broadly there's two situations you'll probably find yourself in one is redundancy and one is a dispute so looking at those separately before redundancy situations um these are pretty difficult if lots of people are going so for example if a whole department's going then you know perhaps they're outsourcing that particular type of work to a different country offshoring it or on shoring it back to another country or just closing down a whole location whether it's an office or a factory it's very difficult to to argue that you know you should be entitled to a better deal in those situations because it's often a very genuine economic need and an employer is is perfectly entitled to change up their structure and make a whole bunch of people redundant now if on the other hand it's just you going so it's just that one person or a small group of people going and you have got grounds to say that perhaps it shouldn't be you it should be someone else so perhaps that person wasn't considered and put in the pool with you so the pool is the the group of people who you're objectively scored against or you might have a problem with the objective scoring itself so that you were considered against that person but um the criteria perhaps it's the criteria...