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To Complete Redundancy Benefit Claim Form 99KB ACIRT, Follow the Steps Below:

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Hand-in-Hand Teaching Guide to create Redundancy Benefit Claim Form 99KB ACIRT

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How to employ The Redundancy Benefit Claim Form 99KB ACIRT?

if you are facing redundancy for thefirst time it can be a stressfulexperience but if you know what toexpect and how it works it can at leastmake the process a little easier so inthis video we're going to explain how aredundancy process works and what youneed to expect firstly no one likes badsurprisesbad surprises like getting maderedundant out of the blue so there arecertain signs that you can look out forthat indicate whether redundancies arelikely to be coming your wayfirstly if there is a rumor from severalemployees that redundancy is it going tobe coming on their way there's probablyno smoke without fire secondly and lessobviously there may be movementelsewhere in the company this could bedown to job losses restructuring plansall sorts of things like that but evenif they're in different departments andeven different parts of the country thatdoesn't mean to say they're not going tofind their way to your department inyour part of the country and the thirdsign which often leads on from thesecond sign is that profits are downturnovers taking a bit of a hit in partsof the company if that's the case a goodsavvy employee should always keep theireye on what's going on with theiremployer from that angle becausetherefore you can get an earlyindication of what might be on thehorizon but let's presume you've keptyour ear to the ground and kept your eyeout for all of the possible signs butnevertheless for whatever reason aredundancy has come out of the blue nowthe first part of the process itself isthat you'll be invited into a meetingwith typically HR but also the mostsenior manager that you directly reportto and in that meeting they'll explainthat they have the intention to make youredundant now in some cases it may justbe a surprise letter coming through thepost but typically these days it tend tobe a meeting as the first formal processto give you actual confirmation thatyou're going to be made redundant nowthis meeting will have a set ofobjectives these objectives are tonotify you of the company's intention tomake you redundant to give you anexplanation of why they are making youredundant to explain the process andtheir process from here to answer anyquestions you have and to issue you withwhat's called a settlement agreement solet's explain these objectives in alittle more detail firstly theirintention to make you redundant can bepresented in two ways the first of whichis basically a straight redundancy or itmay be referred to as a mandatoryredundancythe second of which is known as avoluntary redundancy and a differencebetween the two is that a straightredundancy or mandatory redundancy isone where you don't have a choiceyou simply be made redundant you don'thave an option in it where is avoluntary redundancy they give you analternative option and do bear in mindif you are offered a voluntaryredundancy this may sound like a greatthing at a time but in some instancesand depend on the companythere can be an ulterior motive at playyou see some companies will have apublic image certainly big company sothey won't want to be seen to be unfairand just forcing people to be maderedundant plus you gotta also considerin all companies they'll probably beother people that are retained in theirworkforce that you may be friends withyou may still keep in contact with andthey don't want to sully theirrelationship with those people who areexisting employees if they were seen tobe treating you badly so therefore byoffering you a voluntary redundancypackage it is seen that they're givingyou a choice they're treating you fairly1they're giving you another option but1often that voluntary redundancy1alternative isn't exactly the best1option for example they may say look1we've got an opening in a different1department elsewhere but basically the1job opening we've got we can create one1for you but it's basically you doing the1job that normally free people will be1doing but we're gonna pay you the same1money or on now now most people are1probably going to look at an option like1that and think that's not really the1kind of option I'm gonna want so it's1almost designed specifically for that1purpose to kind of put you off so to1give you the illusion that you have a1choice in the matter but the reality1even though there is a choice it's not1really much of a choice that most people1are going to want to pick in some1instances the company may have to make1people in your department redundant they1may even want to make you redundant but1actually they see a use for you in the1business now the weight typically works1in companies is that unofficially what1will happen before a redundancy package1is coming about1but we've someone from above in a senior1position who's certainly in this1decision-making process if they want1actually to retain you in the business1what they'll probably do is take you1aside for an off-the-record conversation1look keep this to yourself we want to1keep you onboard there's gonna be a1spate of redundancies in the business1but look there's gonna be a role that's1going to come up you're going to be1given an alternative option to apply for1it as part of a voluntary redundancy1package let's just say if you were to1apply to it you've got a very good1chance of getting it before we get on to1the other objectives of that meeting1which is the process itself and any1questions that you may have let's first1of all clarify what the settlement1agreement is a settlement agreement is a1legal document outlining the terms of1your redundancy this includes the1proposed money that you would receive if1you were to sign the redundancy document1now settlement agreement can actually be1quite a long document it's not unusual1to find a settlement agreement it's 101to 15 pages long and with any long legal1document there can be quite a lot of1small details in there so it isn't1actually unusual and don't be surprised1if your company says look we're willing1to give you some money say up to 5001pounds for you to go and have a1solicitor read through it and explain1what that document means now most of the1content in a settlement document isn't1exactly worth going through to be honest1RIA it's pretty rudimental stuff but1there are three key areas worth1highlighting the first of which which is1the obvious one is the settlement1agreement figure ie the money that you1would receive if you were to sign that1document now there is a minimum1statutory formula of how redundancy1money is calculated and any employer1making you redundant has to base their1minimum offer to you for redundancy1money on this statutory requirement I'm1actually going to put the calculations1on the screen itself because it differs1under different circumstances so if you1want to pause the video and make a note1of those by all means do so now it isn't1unusual for a company to offer you more1than what the minimum statutory1calculation would stipulate now whilst1this could simply be down to trying to1maintain a good PR image or an image to1existing workers it could also be down1to genuine respect for yourself and the1contribution you've made to the company1regardless of whatever the settlement1figure is I'd always urge someone to try1to negotiate a fair package think of the1years of service you've put in the1sacrifices you've made the impact it1could have on your family if you put1your points across in a big no fide and2professional manner2you never know your employer may well2concede and offer you a slightly better2redundancy settlement package the worst2is going to happen is they'll simply say2no so you've got nothing to lose the2second thing to highlight on that2settlement agreement comes under2property and equipment if you've got a2laptop car company mobile phone for2example you'll need to return them and2there'll be a laid out set process of2what you need to do and timescales in2order to return them so you can meet the2legal obligations the third thing to2highlight on that settlement agreement2is whether you have any PO2termination restrictions post2termination restrictions can also be2known as restrictive covenants or other2terms such as non-compete clauses post2termination restrictions in their2simplest form are basically legal2obligations that you need to follow even2after leaving your employer it might be2even free six months down the line and2you're working for a new company but if2you don't follow these post termination2restrictions you could be Umbridge the2law and you could be taken to court and2sued now there are many people out there2that don't even know that they have post2termination restrictions as part of2their contract so it is worth checking I2realize I'm being quite brief on post2termination restrictions there are quite2a complicated subject and there's a lot2of advice out there that people would2want so it is an idea of asked to do a2possible future video explaining it in a2lot more depth if that's something you2want to see put your comments in the box2below and we'll prioritize that one so2just to clarify with post termination2restrictions if they are in your2contract and you're being made redundant2it might be a good idea to have them2written out now what you'll need to do2is you'll need to bring them up in that2meeting or have your solicitor write2back and ask whoever the managing2director or hey char is all whoever's in2charge of the employment contracts2within the business to rewrite a clause2in or add a clause in to amend you and2therefore release you from certain post2termination restrictions if you don't it2may hinder your job opportunities and2earning potential and you could even be2sued in future if you're in breach of2those with this point if you do have any2changes made make sure you get them in2writing a verbal agreement will not2stand up in a court of law and that2highlights the three main things to keep2an eye out for in the settlement2agreement but do bear in mind that there2may be other things that are very2important in your particular settlement2agreement and therefore it's always2advisable to get second expert advice2from your very employment solicitor or2even a union representative you have no2obligation to have to seek external2legal support or see a union2representative that settlement agreement2itself is something that there and then2if you really want to you can simply2just sign and be done with it but once2that document is signed that's the legal2obligation that's gone through you've2signed the agreement and you've moved on2and it is considered that you are made2redundant from that point the actual2process of redundancy from start to2finish can actually be very very quick2it's not unusual for some companies to2see the whole process as something2please to be in and out of that meeting2and out of the business with the2redundancy money in their bank account2moving two days but it is worth knowing2dependent on the sensitivity of your2individual job role the process and the2speed of that process can differ now a2sensitive job role basically means that2in the type of role you are doing you2may have access to sensitive information2it could be very valuable to one of the2company's competitors therefore from3that meeting itself let's say for3example you wanted to seek legal advice3so we wanted to meet a reunion3representative and that wasn't available3immediately that may mean the company3say look because you have access to3sensitive information about the business3what we're going to do is send you home3on full pay you can have a read you can3have external support with a solicitor3and therefore once you're happy of what3you want to do we can sign off and be3done with it but until that point you're3going to be exported off-site that isn't3the employer trying to be rude or out of3order to you it's just to protect their3own interest and they're perfectly3entitled to do so now the final point I3want to make is that a redundancy3process in the UK has to abide by law3there are rules and regulations in place3that your employer has to follow3therefore they cannot lie to you mislead3you and the whole process has to be open3and transparent so that pretty much sums3up the video but I presume you may have3some questions if you do put them in the3comments below or do our very best to3answer them as soon as possible now if3you like this video don't forget to3click the like button subscribe to our3channel and click the bell icon so you3won't miss any one of our forthcoming3videos

How to generate an electronic signature for the Redundancy Benefit Claim Form 99KB ACIRT online

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Redundancy Benefit Claim Form 99KB ACIRT FAQs

Here you can gather explainations to the most FAQs about Redundancy Benefit Claim Form 99KB ACIRT. If you have specific problems, pick 'Contact Us' at the top of the page.

Need help? Contact support

How can I claim the VAT amount for items purchased in the UK? Do I need to fill out any online forms or formalities to claim?

Easy to follow instructions can be found here Tax on shopping and services The process works like this. Get a VAT 407 form from the retailer - they might ask for proof that you’re eligible, for example your passport. Show the goods, the completed form and your receipts to customs at the point when you leave the EU (this might not be in the UK). Customs will approve your form if everything is in order. You then take the approved form to get paid. The best place to get the form is from a retailer on the airport when leaving.

In what cases do you have to fill out an insurance claim form?

Ah well let's see. An insurance claim form is used to make a claim against your insurance for financial, repair or replacement of something depending on your insurance. Not everything will qualify so you actually have to read the small print.

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