When an employer has to go through the very difficult process of
compulsory redundancy, there is necessarily some method to the
'madness'. This method involves developing some form of profile on
which to base the 'fall of the axe'.
Can anyone see how Data Protection Act 1998 (or other privacy
legislation) might force the employer into disclosing the method for who
stays and who does not?
My initial thoughts are that this is not personal data (very much
commercial confidential) and therefore not subject to any SAR. Am I
missing something?
Duncan S Smith
Principal Consultant
e-mail: [log in to unmask]
gsm: +44 (0)777 556 8180
Company Profiles
"The process of Improvement"
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