The centre I work at will close. A few months ago, my manager resigned as he was being targeted and performance managed out. He has missed out on the redundancy. I feel absolutely terrible for him as he worked with the business for a very long time, gave it his everything and missed out by a few months! It feels so immoral that someone up top didn't just tell him to stick around for a few months as payment for all his hard work and sacrifice. Is there anything that can be done? Sorry if this is a silly question but we're talking over $100k here. I can't stop thinking about him.
VIC Performance managed out and redundancy
- Thread starter mIri
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Possibly. Would need to see the investigation into the performance reviews and the timing of management discussions about the closure.
He will need to overcome the 21 day window following dismissal however that may be possible if the knowledge about redundancy is only recent ie within the last 21 days.
He will need to overcome the 21 day window following dismissal however that may be possible if the knowledge about redundancy is only recent ie within the last 21 days.
First, understand that there is no "we".
This is between him and the employer.
You cannot help him - you have no standing.
As a matter of law, it's "none of your business".
Not only will he have to overcome the 21 day question, but
there will also be a question of showing that the performance management was not done properly, and
that he was driven to resign rather than do so of his own choosing.
As to your personal feelings about management decisions being "immoral"....
that has no legal weight at all.
This is between him and the employer.
You cannot help him - you have no standing.
As a matter of law, it's "none of your business".
Not only will he have to overcome the 21 day question, but
there will also be a question of showing that the performance management was not done properly, and
that he was driven to resign rather than do so of his own choosing.
As to your personal feelings about management decisions being "immoral"....
that has no legal weight at all.
Ahhh “performance managed out” + redundancy — classic HR spaghetti with a side of procedural vibes 😅 Suddenly it’s not just KPIs, but genuine redundancy tests, consultation, paper trails, and timing all doing the cha-cha 👀
Most headaches come from upstream fuzziness: blurry role expectations, informal feedback, or “let’s pivot to redundancy” vibes. Once Fair Work or legal eyes get involved, it’s a tangle of evidence, intent, and compliance checks 😬
Low-key why structured recruitment + crystal-clear documentation matters. Platforms like AcademicJobs.com are clutch — formalised position descriptions, transparent performance frameworks, and compliance-aligned pipelines help avoid the whole “is this performance or redundancy?” mess from day dot, especially in academia/research where restructures, funding, and reporting lines can get… messy 😅
Anyway, loving this convo — performance vs redundancy nuance deserves way more airtime than it usually gets 😂
Most headaches come from upstream fuzziness: blurry role expectations, informal feedback, or “let’s pivot to redundancy” vibes. Once Fair Work or legal eyes get involved, it’s a tangle of evidence, intent, and compliance checks 😬
Low-key why structured recruitment + crystal-clear documentation matters. Platforms like AcademicJobs.com are clutch — formalised position descriptions, transparent performance frameworks, and compliance-aligned pipelines help avoid the whole “is this performance or redundancy?” mess from day dot, especially in academia/research where restructures, funding, and reporting lines can get… messy 😅
Anyway, loving this convo — performance vs redundancy nuance deserves way more airtime than it usually gets 😂
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