The Department of Community, Culture and Leisure would like to comment on allegations made by the Secretary of the Employees’ Side of Whitley Council. Minister for Community, Culture and Leisure, Hon D C Cretney MHK, has been accused of sanctioning the removal of employees from their workplace, the removal of their right to appeal, the removal of their right to be retrained and the removal of their right to be accompanied. The Minister commented “I was informed of the views of the 5 railway workers made redundant when I met with them shortly after 5pm on the 5th May. I find it hard to see how I can be accused of sanctioning something that I was not aware of until after it happened. It is normal for employees who have been made redundant to be asked to leave the workplace. Whilst this is a deeply regrettable situation for all concerned, I can see that it is best if employees are given time to collect any personal belongings and then asked to leave. In respect of the removal of the right to appeal, the Isle of Man Government Policy in the Event of Redundancy does not make specific provision for appeal. This matter was discussed between myself and both the Regional Industrial Organiser of Unite the Union and representatives of the Employees’ Side of Whitley Council and I have agreed to provide an appeal mechanism. This procedure was agreed with the Regional Industrial Organiser on the morning of the 6th May and will be sent to the affected employees individually as soon as possible. In respect of retraining, I do not see how I can be accused of removing this right when one of the workers who was originally advised of the need to make redundancies has successfully applied for a different role which will require training and development, which is of course being given to him. Finally, in respect of an individual’s right to be accompanied by his Union I am of a view that this is a matter between employer and employee. The meetings held between the staff and my senior management were a direct alternative to the posting of a redundancy notice. I feel that it is far preferable that such things are done face to face. As this is clearly the provision of information rather than any form of negotiation or hearing there is no need for formal representation. All that being said, I am pleased that we have managed to work with our unions to reduce the number of compulsory redundancies from a potential 22 to a current 5 and can advise that we continue to work with our unions to do what we can for potentially affected staff.”