Redundancy - what questions should or can I ask?

[Firefox]

I work for a city bank and was recently made redundant It came as a surprise and I still feel rather sad about it. I'm scheduled to see HR - and my manager will be there. I'm not sure what questions I should be asking. Can anyone help? I would desperately like to know why I was chosen, and why there are still temp staff around - but I honestly don't think I'll get a straight answer and nonetheless I don't think it would change the outcome anyway.

Also my job role changed a few years ago but my contract was never changed. I'm desperately worried that this will mean I won't get a reference for doing that job role and that will then effect my chances of getting another job.

Any help would be gratefully appreciated.

[mumof2222222222222222boys]

Suggest you look here for general advice on redundancy: www.berr.gov.uk/whatwedo/employment/redundancy/index.html
There are a number of factors involved in deciding who will be chosen, but if I was you I wouldn't focus on that...you need to move on. You may be able to get career advice etc as part of redundancy package - find out what they are offering. Ensure that your reference is as full as possible. The fact that you didn't sign up formally to your new role shoudn't matter - but it will def be worth pointing that out to them and making it clear that you want the reference to make special mention of it.
When you prepare your CV, ensure that you cover everything you did for the bank - some companies policy is just to say that X worked for us from date to date. Check what your bank's policy is.

[Firefox]

has anyone else got any other words of advice? I'm getting nervous about the meeting. I know the outcome won't be changed, but I would like to know how best I can make the most of the meeting.

[flowerybeanbag]

This is very user friendly Firefox, directgov on redundancy. There are links on the page telling you about selection, pay and other entitlements, have a browse through. It will hopefully answer some of your questions or at least clarify a few points and give you a basis to work out exactly what you need to ask.

In terms of what you need to get from the meeting, I would expect the following to be covered as a basic -

-How the selection process was conducted, why you were selected. As you can see from the directgov link, often there are several criteria used, sometimes with 'points' systems.

-When your employment will finish.

-Pay arrangements, redundancy pay, notice pay if any.

-References - if there are lots of people being made redundant they will probably have worked out how references will be done, this is obviously when you make sure your current job is on record rather than your previous one. Your manager will hopefully have at least some input into your reference so that's obviously good.

-Any support available to you - time off for interviews, career counselling, other support.

Hope that helps a bit, sorry you are going through this, but hopefully after the meeting the sense of the unknown will reduce slightly and will enable you to work out your next steps.

[RibenaBerry]

What Flowery said

Any sensible employer would not just rely on your contract when giving a reference, but talking about it will put your mind at ease.

Oh, and if they ask to speak "without prejduice", I would agree. It means that they want to talk about package but want it off the record. If they ask this and you say no, they will have been told to end the meeting and not talk about package until a later meeting. You want to get numbers as soon as possible, then you know how much fuss it's worth making about selection, etc.