Organisational and Workforce Change Procedure PROCEDURE DOCUMENT

Size: px
Start display at page:

Download "Organisational and Workforce Change Procedure PROCEDURE DOCUMENT"

Transcription

1 Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure HR To underpin Organisational and Workforce Change Policy 532 Executive Director of Delivery Director of Human Resources Approved By: Executive Director of Delivery On: 12 February 2013 Review Date: February 2016 Distribution: Essential Reading for: Directors, People Managers, T.U. Representatives Information for: All Employees

2 1.0. Introduction to Procedural Document for Managers This document provides people managers with procedures that underpin the Organisational and Workforce Change Policy Procedure for implementation of Organisational and Workforce Change Policy The Organisational and Workforce Change Policy and this associated procedural documentation and guidance is based upon current legislation including the Employment Rights Act The procedure for redundancy dismissals meets the requirements of the statutory dismissal procedures Implementation 3.1. Once the decision regarding the proposed change has been made the proposed new structure and workforce plan for the services affected and details of all current posts affected will be outlined. The services affected will be identified at the beginning of the process. If further services become affected this will be reviewed with Staff Side at the earliest opportunity. Staff Side will be consulted about the workforce plan and the process for implementation Staff in the affected areas will be ring fenced for the new posts in the Workforce Plan There are four potential outcomes of the Organisational Change Identical number of identical posts: Where a post is identical in the new structure to that in the previous structure a staff member will be slotted in. This will apply where there are the same number of identical posts as in the new structure as the old structure Fewer jobs, same post: In this case there will be a process to identify the preferences of the affected staff. Staff will be required to complete a preferences form indicating which posts they are interested in. This will include a consideration of whether staff want to remain in the service area, move to another service area or reduce hours of work. A desk top assessment of preferences will be conducted. Page 1 of 10 Version: 9

3 3.3.3 New types of posts with new competence where the number of jobs remains the same: Where the nature of work changes and posts are different competency based selection interviews will take place. The interviews will be structured against the job description, person specification and the selection criteria. In such circumstances the interview panel will have at least one member from outside the immediate work area and will include a HR Practitioner. If the competence based interview fails to result in the right number of staff per post of the staff involved, the attendance record over the past 2 years and current disciplinary record will be used. If this is to be used the staff will be given a copy of their relevant record so as to ensure a transparent, accurate process is followed. If these criteria do not separate candidates the final stage will be the employee s total NHS service. The panel will have to carefully consider the position of all new staff to the Trust. This is to ensure that the process neither advantages nor disadvantages new or longer serving staff. The decisions of the panel and supporting documentation will be subject to a quality assurance and impact assessment by a joint management /staff side overview. This will take place before decisions are communicated. The impact assessment will include the consideration of the race, disability, gender, sexual orientation, religion or belief and age of all staff involved. This will take place within 2 working days of the interviews ending. Once posts have been filled any remaining staff will be declared at risk. The letter at Appendix 2 must be sent to the individuals affected New types of posts with new competences and fewer jobs: The same selection process as described in will apply Individual Meetings with Staff (at risk interview) 4.1. This will apply after jobs in the immediate work area have been allocated Staff at risk of redundancy will meet with the appropriate manager and HR representative and staff representative to discuss: Current skills, training and experience Willingness/ability to increase/decrease hours and/or change shift pattern Page 2 of 10 Version: 9

4 Willingness/ability to retrain Other areas they may like to work Career prospects Other relevant personal circumstances 4.3. The resulting information will be retained so that the attention of staff affected by change may be drawn to relevant vacancies. At these meetings the manager/hr representative will explain: Why redundancies are necessary Why the staff member is in the pool of staff being considered Discuss options available e.g. suitable alternative employment (redeployment) See Sections 6 & 7. Discuss the requirement to issue formal notice of redundancy and to explain procedures to be followed during notice period Procedure for Dealing with Potential Redundancy UHB will take reasonable steps to avoid compulsory redundancy for affected staff, including: 5.1 A recruitment freeze Not replacing staff who leave Reduction in overtime Reducing use of agency/temporary staff Review of temporary/fixed term contracts (subject to the requirements of the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 At risk staff being given priority for any vacancies Working with other local NHS employers to help redeploy staff and by using the NHS jobs to support staff Voluntary reductions in hours of work/job share Redeployment and/or re-training Voluntary early retirement Voluntary redundancy 6.0. Redeployment Decisions about redundancy requests will be made taking into consideration of operational efficiency and financial cost Staff at risk of redundancy will be given priority for suitable vacancies. This will be done by curtailing external recruitment for any permanent posts within the Trust, or within that location, until it is certain that the vacancy could not have been filled by an appropriate member of staff internally Any offer of redeployment will be in writing confirming details of post, location, pay, changes to terms and conditions and agreed Page 3 of 10 Version: 9

5 protection arrangements Suitable Alternative Employment 7.1. Suitable alternative employment is determined by reference to Section 16 of the AfC Terms and Conditions Handbook, and as defined in the Employment Rights Act 1996.* 7.2. In considering whether a post is suitable alternative employment, regard should be had to the personal circumstances of the individual. Staff will, however, be expected to show some flexibility Suitable alternative employment may not always be at the same grade or place. The following factors may be taken into account Place of work Hours of work Time and cost of travelling Pay, grade and protection of earnings Skills Qualifications Status Career prospects Personal circumstances 7.4. A staff member who unreasonably refuses suitable alternative employment will lose their right to redundancy pay. Where a member of staff fails to make any necessary application, they will be deemed to have refused suitable alternative employment Suitable alternative employment will be brought to the staff member s notice in writing before the end of the contract Trial Period 8.1. Where suitable alternative employment is offered and accepted, an individual under notice of redundancy has statutory right to a trial period of 4 weeks in the new job. This will be extended by agreement for people with specific disabilities The 4 week trial period can be extended for retraining purposes subject to a written agreement. This period allows both the member of staff to confirm that he/she wishes to accept the post, and the new manager to ensure that the employee can meet the required standard. If for good reason either party finds the situation unacceptable during the trial period, redundancy pay will be not be affected. Page 4 of 10 Version: 9

6 Trial periods will be reviewed at fortnightly intervals Assistance for Staff The Trust will so far as is reasonably practicable assist redundant staff by liaising with the Job Centre, and other local NHS employers where requested, in order that information about other employment and/or training opportunities is made available to redundant employees. 9.1 If a member of staff wishes to appeal against a decision to dismiss them due to redundancy they must do so in writing. This must be to the Senior Manager described in the letter sent to them. The individual must detail their reasons for appeal. (See section 12.0) 10.0 Retraining/Updating Skills Where an individual wishes to change to a new post within the Trust, which requires retraining, this will be encouraged wherever possible. This may involve induction training, on-the-job training, courses, seminars or refresher training, or training to meet the new KSF outline (where applicable) Retraining to seek new professional or occupational qualifications will be considered individually and the current skills, experience and wishes of the individual member of staff will be taken into account Reasonable time off work with pay will be given to receive training which will assist him or her to secure alternative employment. Assistance with appropriate training costs will be considered on an individual basis Permanent staff who are considered to be at risk due to organisational change will be offered the opportunity of tasters/visits/secondments temporarily to another department in order to try the work. The duration of this will be consistent with Section 8 of this document Selection for Redundancy Where redundancies are necessary the Trust will aim to handle these in the most fair, consistent and sympathetic manner possible A person is at risk of redundancy after posts in the new structure have been filled. When a person is identified as at risk a letter should be sent to the individual confirming this and the reasons for it. Page 5 of 10 Version: 9

7 11.3. The selection of staff at risk will be made in a fair and consistent way based on objective and non-discriminatory procedure. It will take account of the need to maintain operational efficiency and the financial position of the Trust The Trust will take steps to agree the pool of staff and the criteria for selection with recognised Trade Unions as part of the consultation process. The pool will include all those whose contracts include the work now diminishing Right To Appeal If the individual wishes to appeal he/she must inform the relevant Senior Manager; The relevant Senior Manager must invite the individual to an appeal meeting; The individual must take reasonable steps to attend the meeting; After the meeting, the relevant Senior Manger must inform the individual in writing of the final decision. This will be within 7 working days of the decision Time Off Provisions Staff will be given reasonable time off during the final notice period to look for future employment Staff should request this time off at the earliest opportunity through the normal leave procedures and they should not have these requests unreasonably refused Exclusion from Eligibility 14.1 Employees shall not be entitled to redundancy payments or early retirement on grounds of redundancy if: They are dismissed for reasons of misconduct, with or without notice; or At the date of the termination of the contract have obtained without a breaks, or with a break not exceeding four weeks, suitable alternative employment with the same or another NHS employer; or Unreasonably refuse to accept or apply for suitable alternative employment with the same or another NHS employer; or Page 6 of 10 Version: 9

8 Leave their employment before expiry of notice, except if they are being released early (paragraphs below); or Are offered a renewal of contract (with the substitution of the new employer for the previous NHS one) Where their employment is transferred to another public service employer who is not an NHS employer. Suitable Alternative Employment 14.2 The Trust has a responsibility before making a member of staff redundant or agreeing early retirement on grounds of redundancy to seek suitable alternative employment for that person, either in their own organisation or through arrangements with another NHS employer. Employers should avoid the loss of staff through redundancy wherever possible to retain valuable skills and experience where appropriate within the local health economy Suitable alternative employment should be determined by reference to Sections 138 and 142 of the Employment Rights Act In considering whether a post is suitable alternative employment, regard should be had to the personal circumstances of the employee. Employees will, however, be expected to show some flexibility Suitable alternative employment must be brought to the employee s notice in writing or by electronic means agreed with the employee before the date of termination of contract and with reasonable time for the employee to consider it. The employment should be available not later than four weeks from that date. Where this is done, but the employee fails to make any necessary application, the employee shall be deemed to have refused suitable alternative employment. Where an employee accepts suitable alternative employment the trial period provisions in Section 138 (3) of the Employment Rights Act 1996 will apply. See Section 8 of this procedure. Early Release of Redundant Employees Employees who have been notified of the termination of their employment on grounds of redundancy, and for whom no suitable alternative employment in the NHS is available, may, during the period of notice, obtain other employment outside the NHS If they wish to take this up before the period of notice of redundancy expires we the Trust will, unless there are compelling reasons to the contrary, release such employees at Page 7 of 10 Version: 9

9 their request on a mutually agreeable date. The date will become the revised date of redundancy for the purpose of calculating any entitlement to a redundancy payment under this agreement. Claim for Redundancy Payment Claims for redundancy payment or retirement on grounds of redundancy must be submitted within six months of date of termination of employment. Before payment is made the employee will certify that: They had not obtained, been offered or unreasonably refused to apply for or accept suitable alternative health service employment within four weeks of the termination date. They understand that payment is made only on this condition and undertake to refund it if this condition is not satisfied. Retrospective Pay Awards If a retrospective pay award is notified after the date of termination of employment, then the redundancy payment and/or pension will be recalculated, and any arrears due paid. * In the case of medical staff, the appropriate documents are Temporary Appendix VI (iii) of the Terms & Conditions of Service for Hospital, Medical & Dental Staff or Temporary Schedule 26 of the Terms & Conditions - Consultants (England) Page 8 of 10 Version: 9

10 APPENDIX 1 Definitions Skills and Competence : Those required for the post as outlined in the person specification Attendance Record: This relates to short term absence (unless disability related) and overall time keeping but excludes long term absence, work related injury, special leave, carer leave and Trade Union activity. The reference period will be two years prior to the change. Disciplinary Record: This relates to formal disciplinary warnings which are current. MEDICAL STAFF: In the case of medical staff, the skills & competencies will be assessed against the Job Description/Person specification and work performance using all appropriate and available information including appraisals, performance statistics, benchmarking, and local assessments which will be shared with the individual and their representative. Page 9 of 10 Version: 9

AGENDA ITEM: 5(c) Management of Change Policy and Procedure

AGENDA ITEM: 5(c) Management of Change Policy and Procedure AGENDA ITEM: 5(c) Management of Change Policy and Procedure Review Date: September 2006 Reviewed by: Head of Employment Services 1. Introduction & Policy Statement The Trust aims to provide job security

More information

Redeployment & Redundancy Policy

Redeployment & Redundancy Policy Redeployment & Redundancy Policy NORTHERN IRELAND AMBULANCE SERVICE HEALTH AND SOCIAL CARE TRUST REDEPLOYMENT AND REDUNDANCY POLICY 1. INTRODUCTION It is the aim of the Trust, as far as possible, to ensure

More information

Registered Redundancy Policy

Registered Redundancy Policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

More information

Policy on Redundancy. Created: October 2016 Review: October 2018 Person Responsible for Policy : HR Director

Policy on Redundancy. Created: October 2016 Review: October 2018 Person Responsible for Policy : HR Director Policy on Redundancy Created: October 2016 Review: October 2018 Person Responsible for Policy : HR Director 1 Contents Page Introduction 3 When does redundancy apply? 3 Scope 3 Consultation 3 Voluntary

More information

References Other CLC policies relating to this policy. Legislation relating to this policy

References Other CLC policies relating to this policy. Legislation relating to this policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

More information

Redundancy Policy and Procedure

Redundancy Policy and Procedure Redundancy Policy and Procedure September 2018 1. Introduction... 2 2. What is Redundancy?... 2 3. Consultation... 3 4. Avoiding Redundancies... 4 5. Selection Methods... 4 6. Voluntary Redundancy... 5

More information

ENERGY COAST UTC REDUNDANCY POLICY

ENERGY COAST UTC REDUNDANCY POLICY ENERGY COAST UTC REDUNDANCY POLICY 2016-2018 1 Approved: Barbara Stephens, Chair of Governors Signed: Date: October 2016 Date for Review: October 2018 Revision History: Revision History Revision Date Owner

More information

LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE

LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE Originator: Human Resources Manager Date of Last Approval: 21 March 2012 Approval/review by: Resources Committee Review interval (years):

More information

Redeployment Policy & Procedure

Redeployment Policy & Procedure Redeployment Policy & Procedure Version 2.0 Important: This document can only be considered valid when viewed on the PCT s intranet/u: Drive. If this document has been printed or saved to another location,

More information

Reorganisation and Redundancy Policy for Further Education employees

Reorganisation and Redundancy Policy for Further Education employees Reorganisation and Redundancy Policy for Further Education employees Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust and consulted on with unions.

More information

Redundancy Policy. Policy Code: Policy Start Date: September Policy Review Date: September 2019

Redundancy Policy. Policy Code: Policy Start Date: September Policy Review Date: September 2019 Redundancy Policy Policy Code: HR10 Policy Start Date: September 2016 Policy Review Date: September 2019 Please read this policy in conjunction with the policies listed below: HR11 Teachers Pay Policy

More information

Redundancy Policy. Last reviewed: October This document applies to all academies and operations of the Vale Academy Trust.

Redundancy Policy. Last reviewed: October This document applies to all academies and operations of the Vale Academy Trust. Redundancy Policy Last reviewed: October 2017 This document applies to all academies and operations of the Vale Academy Trust. www.vale-academy.org Document Control Review period 36 Months Next review

More information

Redundancy and Variation to Contract Policy and Procedure September Office use. Lead: Gary Corban Chief Operating Officer

Redundancy and Variation to Contract Policy and Procedure September Office use. Lead: Gary Corban Chief Operating Officer Redundancy and Variation to Contract Policy and Procedure September 2017 Office use Published: September 2016 Reviewed: September 2017 Next review: September 2018 Statutory/non: Non Statutory Lead: Gary

More information

South Staffordshire and Shropshire Healthcare NHS Foundation Trust

South Staffordshire and Shropshire Healthcare NHS Foundation Trust South Staffordshire and Shropshire Healthcare NHS Foundation Trust Document Version Control Document Type and Title: Authorised Document Folder: Redundancy Policy BLUE HRODE New or Replacing: Document

More information

Reorganisation and Redundancy Policy and Procedure. Approved by: Trustees

Reorganisation and Redundancy Policy and Procedure. Approved by: Trustees Reorganisation and Redundancy Policy and Procedure Approved by: Trustees Date: October 2017 Reorganisation and Redundancy Policy 1. Introduction 1.1 The Trust is committed to ensuring its workforce operates

More information

REDUNDANCY POLICY. This policy has been written in accordance with legislative requirements and ACAS guidance.

REDUNDANCY POLICY. This policy has been written in accordance with legislative requirements and ACAS guidance. REDUNDANCY POLICY 1) Introduction Chesterfield Borough Council is committed to ensuring that wherever possible, employees enjoy continuity of employment. However, the Council recognises that changes in

More information

York Mind will seek to minimise the effect of redundancies through the provision of measures described in this policy.

York Mind will seek to minimise the effect of redundancies through the provision of measures described in this policy. Redundancy Policy It is the policy of York Mind, by careful forward planning, to ensure as far as possible security of employment for its employees, backed up by appropriate staff development. However,

More information

SECURITY OF EMPLOYMENT (REDUNDANCY POLICY)

SECURITY OF EMPLOYMENT (REDUNDANCY POLICY) SECURITY OF EMPLOYMENT (REDUNDANCY POLICY) The purpose of this policy is to detail the way in which Transport for the North (TfN) aims to maintain and enhance the efficiency and financial sustainability

More information

Redundancy Policy Introduction

Redundancy Policy Introduction Redundancy Policy 1. Introduction The University of Nottingham is committed to ensure as far as possible security of employment for its employees. However, it is recognised that occasionally a post or

More information

WITH EFFECT FROM 24 JUNE 2015

WITH EFFECT FROM 24 JUNE 2015 REDEPLOYMENT PROCEDURE 1. INTRODUCTION WITH EFFECT FROM 24 JUNE 2015 1.1 The University is committed to attracting and retaining excellent and dedicated staff and values the diversity staff bring to the

More information

Saint Robert Lawrence Catholic Academy Trust Redundancy Policy

Saint Robert Lawrence Catholic Academy Trust Redundancy Policy Redundancy Policy Approval Approved by Approval date Review Date Directors March 2016 March 2017 TABLE OF CONTENTS 1 PURPOSE OF THE POLICY...3 2 REDUNDANCY PROCESS...3 3 REDUNDANCY PAYMENTS...4 4 MONITORING

More information

Reorganisation and redundancy Policy for academy-based employees. [Name of academy] [Date]

Reorganisation and redundancy Policy for academy-based employees. [Name of academy] [Date] Reorganisation and redundancy Policy for academy-based employees [Name of academy] [Date] Contents 1. Introduction... 3 2. Policy statement... 3 3. The purpose of the policy... 4 4. Planning... 4 5. Avoiding

More information

YATTON FEDERATED SCHOOLS. REDUNDANCY POLICY AND PROCEDURE (based on the NSC Model Policy dated September 2015)

YATTON FEDERATED SCHOOLS. REDUNDANCY POLICY AND PROCEDURE (based on the NSC Model Policy dated September 2015) YATTON FEDERATED SCHOOLS REDUNDANCY POLICY AND PROCEDURE (based on the NSC Model Policy dated September 2015) Document Information Reviewed by: Business Responsibility: Business Last Review: 24 November

More information

Guidance note on dealing with redundancies from a pool of employees (for less than 20 people)

Guidance note on dealing with redundancies from a pool of employees (for less than 20 people) Guidance note on dealing with redundancies from a pool of employees (for less than 20 people) Always check the terms of any collective agreement which may apply. Royds Withy King can provide suggested

More information

Organisational Change Policy and Procedure

Organisational Change Policy and Procedure Organisational Change Policy & Procedure Document Type Author Owner (Dept) Organisational Change Policy and Procedure Senior Management Team Human Resources Date of Review July 2013 List of Contents Page

More information

Learning Accord Multi Academy Trust. Redundancy Policy

Learning Accord Multi Academy Trust. Redundancy Policy Learning Accord Multi Academy Trust Redundancy Policy Version 12/16 Name of Policy Writer EducateHR Ltd Date Written April 213 Last Reviewed December 216 Next Review Due December 217 Page 1 of 21 Contents

More information

2.2 Redeployment Ahead of Redundancy Scheme Launch

2.2 Redeployment Ahead of Redundancy Scheme Launch 1. Introduction The Forestry Commission (FC) is committed to taking all practical and reasonable steps to avoid or, if that is not possible, minimise the need for compulsory redundancies. This procedure

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy Author(s) (name and post): Version No.: Version 5 Lisa Kelly, HR Business Partner, MLCSU Approval Date: 15 th January 2019 Review Date: January 2022 1 Author/s: NHS Staffordshire

More information

Redundancy and Restructuring Policy

Redundancy and Restructuring Policy Redundancy and Restructuring Policy Date of adoption: 01.09.2018 Date to be reviewed: 01.09.2020 AS Introduction This policy applies to all employees of Spencer Academies Trust. The Trust Scheme of Delegation

More information

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE Version 5 September 2014 This procedure is applicable to all Academy employees. Approved by the Executive/SLT on: March 2014 Staff Consultative Group advised

More information

Huddersfield New College Further Education Corporation

Huddersfield New College Further Education Corporation Huddersfield New College Further Education Corporation Policy and Procedure for Handling Redundancy 1.0 Policy Statement 1.1 It is the College s policy to avoid making compulsory redundancies amongst its

More information

Wales Council for Voluntary Action Supporting charities, volunteers and communities

Wales Council for Voluntary Action Supporting charities, volunteers and communities Wales Council for Voluntary Action Supporting charities, volunteers and communities 6. Employing and managing people 6.11 Redundancy policy Changes in the demand for services, levels of funding, and/or

More information

Redundancy: Avoidance and Handling Policy and Procedure

Redundancy: Avoidance and Handling Policy and Procedure 2013 Redundancy: Avoidance and Handling Policy and Procedure 1. What is meant by Redundancy? 1.1 Redundancy arises when employees are dismissed because: The employer has ceased, or intends to cease, to

More information

This policy applies to all employees of the school, including teaching and associate staff.

This policy applies to all employees of the school, including teaching and associate staff. Redundancy Policy Last update: January 2017 1. Introduction In a continually changing environment, schools need to adapt and to manage change. Changes in curriculum, budgets and student numbers, as well

More information

Redundancy Policy & Procedure

Redundancy Policy & Procedure Redundancy Policy & Procedure June 2018 Policy Control Reference Date approved June 2018 Approving Bodies Redundancy Policy and Procedure HR Committee, Board of Governors Implementation Date June 2018

More information

2.2 Further details of the statutory requirements for consultation and notification of redundancy situations are set out as Appendix 1.

2.2 Further details of the statutory requirements for consultation and notification of redundancy situations are set out as Appendix 1. ORGANISATIONAL CHANGE POLICY 1. Introduction 1.1 As the needs and expectations of students, funding bodies, stakeholders and partner organisations change, there will inevitably be the need to remodel service

More information

Working Together. Redundancy. Policy and Procedure. March Uncontrolled Copy. Redundancy Policy and Procedure

Working Together. Redundancy. Policy and Procedure. March Uncontrolled Copy. Redundancy Policy and Procedure Redundancy Policy and Procedure Redundancy Working Together Policy and Procedure March 2017 Borders College 28/4/2017 1 Working Together Redundancy Policy History of Changes Version Description of Change

More information

Organisational Change, Redundancy and Redeployment Policy and Procedures

Organisational Change, Redundancy and Redeployment Policy and Procedures Appendix 1 Organisational Change, Redundancy and Redeployment Policy and Procedures Document Control Date of Last version November 2010 Latest review August 2013 Name of Reviewer Susan Gardner- Craig Consultation

More information

Redundancy Standard Operating Procedure

Redundancy Standard Operating Procedure Human Resources Redundancy Standard Operating Procedure Document Control Summary Status: Replacement Version: V1.0 Date: January 2017 Author/Title Owner/Title Sarah Guy, Workforce and Development Manager

More information

REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE

REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE 1. Purpose 1.1 The need to make changes to the shape of the workforce and the numbers employed can arise for a range of reasons which can include technology,

More information

nov Redundancy (Policy & Procedure)

nov Redundancy (Policy & Procedure) nov Redundancy (Policy & Procedure) Publication Scheme Y/N Can be published on Force Website Department of Origin HR Policy Holder Head of HR Author Business Change Team Related Documents Authorised Professional

More information

Reorganisation, Redundancy and Redeployment Policy & Procedure Academies

Reorganisation, Redundancy and Redeployment Policy & Procedure Academies Reorganisation, Redundancy and Redeployment Policy & Procedure Academies THE Star Multi Academy Trust Date adopted by Academy Trust Body (based on NYCC model policy) This policy is scheduled for review

More information

REDUNDANCY MANAGEMENT

REDUNDANCY MANAGEMENT REDUNDANCY MANAGEMENT Version V3 Name of responsible Department Human Resources Date ratified Date Ratified by JCC Document Manager (job title) Human Resources Date issued 01.10.16 Review date October

More information

1.1 This policy sets out how the Constabulary will manage employee redundancies.

1.1 This policy sets out how the Constabulary will manage employee redundancies. Procedural Guidance Security Marking: Redundancy Policy Not Protectively Marked 1. Introduction 1.1 This policy sets out how the Constabulary will manage employee redundancies. 1.2 Wherever reasonably

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. Policy Group Corporate Author J Glendinning Version no. 2 Reviewers Jim Beattie David

More information

REDEPLOYMENT POLICY. 1. Introduction

REDEPLOYMENT POLICY. 1. Introduction REDEPLOYMENT POLICY 1. Introduction It is the aim of the University by careful forward planning, to ensure as far as possible, security of employment for all its employees. However, it is recognised that

More information

Redeployment Policy and Procedure

Redeployment Policy and Procedure Operational Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on

More information

Redeployment Policy and Procedure

Redeployment Policy and Procedure Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on equality and

More information

Restructure Policy and Procedure

Restructure Policy and Procedure APPENDIX 1 Restructure Policy and Procedure Version & Policy Number Version 2.0 Guardian Carol Snell Date Produced October 2015 Next Review Date October 2018 Approved by SMT 26 October 2015 Approved by

More information

REDEPLOYMENT POLICY AND PROCEDURE

REDEPLOYMENT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY REDEPLOYMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staffsite RDP1.5 Redeployment Policy 1. Introduction Leeds Beckett University (the University) is committed to protecting

More information

The joint union claim for the 2010/11negotiating round included a point referring to the need for

The joint union claim for the 2010/11negotiating round included a point referring to the need for DRAFT 1 FILENAME: May 2010 Job security agreement principles INTRODUCTION The joint union claim for the 2010/11negotiating round included a point referring to the need for National negotiations on the

More information

The Athelstan Trust Policy

The Athelstan Trust Policy Date of Review Approved by Date of Approval Spring 2018 Spring 2017 Next Review Date Website Athelstan Trust Redundancy Procedure The Trust recognises that there will be times when it must rationalise

More information

organisational change, redundancy, sickness Medical & Dental Whitley Handbook; and

organisational change, redundancy, sickness Medical & Dental Whitley Handbook; and Human Resources Redeployment Policy Document Control Summary Status: Replacement. Replaces: Redeployment Policy H/BLU/r&s/02 Version: v2.0 Date: May 2015 Author/Owner/Title: Sarah Guy - Operational HRODE

More information

Redundancy Policy. Version 1. Greater Manchester Police

Redundancy Policy. Version 1. Greater Manchester Police Redundancy Policy Version 1 Greater Manchester Police Date: May 2013 POLICY IMPLEMENTED: May 2013 REVIEW DATE: May 2014 POLICY OWNER: Policy and People Relations, HR Branch APPROVED BY: Head of HR and

More information

This policy is also available in large print and other formats and languages, upon request.

This policy is also available in large print and other formats and languages, upon request. NHS Grampian Fixed Term Contracts Policy This policy is also available in large print and other formats and languages, upon request. NHS Grampian will pay for Language Line telephone interpretation or

More information

ORGANISATIONAL CHANGE POLICY (H29)

ORGANISATIONAL CHANGE POLICY (H29) ORGANISATIONAL CHANGE POLICY (H29) If you require a copy of this policy in an alternative format (for example large print, easy read) or would like any assistance in relation to the content of this policy,

More information

EQUITAS ACADEMIES TRUST

EQUITAS ACADEMIES TRUST Equitas Academies Trust EQUITAS ACADEMIES TRUST REDUNDANCY POLICY Review Date: July 2017 To be Reviewed: July 2018 Agreed: F & GP Board Policy Lead: Zoe Donnelly 1 REDUNDANCY POLICY 1. INTRODUCTION This

More information

MANAGEMENT OF CHANGE POLICY

MANAGEMENT OF CHANGE POLICY MANAGEMENT OF CHANGE POLICY Rev Date Purpose of Issue/Description of Review Date Change 1. 2 3. Policy officer Senior Responsible Officer Approved By and Date Equality Impact Assessed and date Director

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy Contents 1. Context and Policy Statement... 2 2. Eligibility... 2 3. Procedure... 3 3.1 Step 1 - Planning and Proposals... 3 Establishing the need for change... 3 Minor Changes...

More information

NHS Grampian Fixed Term Contracts Policy

NHS Grampian Fixed Term Contracts Policy NHS Grampian Fixed Term Contracts Policy Co-ordinator: Reviewer: Approver: Lead of Review Group GAPF Policies Subgroup Grampian Area Partnership Forum (GAPF) Date Approved by GAPF: 17 June 2015 Refresh

More information

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE September 2017 Reorganisation, Redundancy and Redeployment Procedure INTRODUCTION This document provides guidance on consulting primarily for the purpose

More information

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment

More information

Redundancy Policy. Royal Northern College of Music. Policy & Procedure. Department: Human Resources

Redundancy Policy. Royal Northern College of Music. Policy & Procedure. Department: Human Resources Royal Northern College of Music Redundancy Policy Policy & Procedure Department: Human Resources Document owner: Head of Human Resources Approval Committee: Executive Committee / RSSC Revised: January

More information

REDUNDANCY POLICY. Approved by Board of Directors 2 July To be reviewed by Board of Directors July 2020

REDUNDANCY POLICY. Approved by Board of Directors 2 July To be reviewed by Board of Directors July 2020 REDUNDANCY POLICY Approved by Board of Directors 2 July 2018 To be reviewed by Board of Directors July 2020 Contents 1. Introduction... 3 2. Scope and purpose of this policy... 3 3. Planning... 3 4. Avoiding

More information

Yes. Management of Organisational Change REFERENCE NUMBER. IMPLEMENTATION DATE August 2014 NEXT REVIEW DATE: July 2019 RISK RATING

Yes. Management of Organisational Change REFERENCE NUMBER. IMPLEMENTATION DATE August 2014 NEXT REVIEW DATE: July 2019 RISK RATING POLICY/ PROCEDURE Security Classification OFFICIAL Disclosable under Freedom of Information Act 2000 Yes POLICY TITLE Management of Organisational Change REFERENCE NUMBER A001 Version 2.1 POLICY OWNERSHIP

More information

Redeployment Policy. Human Resources Policies and Procedures. UCD/HRO/Redeployment/020

Redeployment Policy. Human Resources Policies and Procedures. UCD/HRO/Redeployment/020 Human Resources Policies and Procedures Redeployment Policy UCD/HRO/Redeployment/020 1 Version Issued : October 2014v1.1 Policy: UCD/HRO/Redeployment/020 Title: NHSBT Redeployment Policy This document

More information

Policies, Procedures, Guidelines

Policies, Procedures, Guidelines Policies, Procedures, Guidelines Document Details Title Employment Break Scheme Policy Trust Ref No 883-35410 Local Ref (optional) Main points the document This policy sets out the eligibility criteria

More information

Redundancy Policy. Policies, Guidance & Procedures. Date Reviewed: 25 March 2019 Review Period: Periodically Staff Responsibility: Stephen Hoult-Allen

Redundancy Policy. Policies, Guidance & Procedures. Date Reviewed: 25 March 2019 Review Period: Periodically Staff Responsibility: Stephen Hoult-Allen Policies, Guidance & Procedures Redundancy Policy Date Reviewed: 25 March 2019 Review Period: Periodically Staff Responsibility: Stephen Hoult-Allen Date for Next Review: 1 September 2021 This policy is

More information

Redundancy Policy. "Where the employer has ceased, or intends to cease, to carry on the business for the

Redundancy Policy. Where the employer has ceased, or intends to cease, to carry on the business for the Redundancy Policy POLICY STATEMENT It is the College s policy to aim to provide security of employment through its planning of staffing needs and thus avoid making compulsory redundancies amongst its employees

More information

Redundancy Policy. Sue Ellis Director of Workforce. Corporate Lead. Date approved by Joint Negotiating Consultative Forum.

Redundancy Policy. Sue Ellis Director of Workforce. Corporate Lead. Date approved by Joint Negotiating Consultative Forum. Redundancy Policy Author (s) Collette Smith Corporate Lead Sue Ellis Director of Workforce Document Version Date approved by Joint Negotiating Consultative Forum Final Version 16 September 2015 Date ratified

More information

Organisational Change Policy P078. Version Date Revision Description Editor Status

Organisational Change Policy P078. Version Date Revision Description Editor Status Document Information Board Library Reference Document Author Assured By Review Cycle P078 Head of HR Employment Strategy and Engagement Committee 3 Years Note: This document is electronically controlled.

More information

POLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES

POLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES St Crispin's School Policy POLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES Version Number Date Changes or reason for Update Date Approved Created V1 11/2010 First Issue Draft V2 18/3/13 Edited to

More information

1. INTRODUCTION We recognise the contribution of our staff towards the achievement of our strategic ambitions set out in our corporate strategy.

1. INTRODUCTION We recognise the contribution of our staff towards the achievement of our strategic ambitions set out in our corporate strategy. REDUNDANCY PROCEDURE This procedure should be read in conjunction with: Employee Relations Appeals Procedure 1. INTRODUCTION We recognise the contribution of our staff towards the achievement of our strategic

More information

Policy Summary. Policy Title: Redundancy Policy and Procedure. Reference and Version Number: HR57 Version 4

Policy Summary. Policy Title: Redundancy Policy and Procedure. Reference and Version Number: HR57 Version 4 Policy Title: Redundancy Policy and Procedure Reference and Version Number: HR57 Version 4 Author and Job Title: Elizabeth Morrell, ER Manager Executive Lead Director of Human Resources and Education Validated

More information

Organisational Change Policy for NHS Wales

Organisational Change Policy for NHS Wales Organisational Change Policy for NHS Wales Reference Date Purpose of Issue/Description of Change Planned Review Date HR023 January 2010 April 2011 Responsible Officer Approved by Committee/Board/Group

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001. This guidance is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001. This guidance is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDPLOYMENT GUIDANCE POLICY REFERENCE 05/001 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date

More information

Guidance for Employees at Risk of Redundancy

Guidance for Employees at Risk of Redundancy Guidance for Employees at Risk of Redundancy 1. Definition of Redundancy Redundancy is a form of termination of employment, which results from the need to reduce the workforce. Reasons for this could include:

More information

Organisational Change

Organisational Change Organisational Change Who Should Read This Policy Target Audience All Trust Staff Staff on secondment from other organisations or agency staff Version 1.1 October 2016 Ref. Contents Page 1.0 Introduction

More information

Policy and Procedure on Contracts of Employment

Policy and Procedure on Contracts of Employment Policy and Procedure on Contracts of Employment 1. Scope This policy clarifies the types of contracts that the University uses for different working arrangements and explains the use of fixed term contracts

More information

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE BISHOP WORDSWORTH S SCHOOL INTRODUCTION REDUNDANCY PROCEDURE 1. The Governing Body seeks to ensure, as far as possible, security of employment for employees by forward planning. However, it is recognised

More information

Organisational Change. Register No: Status: Public. Best Practice. Contributes to: CQC Standard 18. Version Number 4.0

Organisational Change. Register No: Status: Public. Best Practice. Contributes to: CQC Standard 18. Version Number 4.0 Organisational Change Policy Register No: 07062 Status: Public Developed in response to: Staff/Management need Best Practice Contributes to: CQC Standard 18 Consulted With Individual/Body Date Staffside

More information

WITH EFFECT FROM 1 MAY 2013

WITH EFFECT FROM 1 MAY 2013 WITH EFFECT FROM 1 MAY 2013 REDUNDANCY AVOIDANCE PROCEDURE 1. INTRODUCTION 1.1 The University recognises the value of retaining staff skills and experience which contribute to the achievement of its strategic

More information

Constantine Primary School. Redeployment and Redundancy Policy

Constantine Primary School. Redeployment and Redundancy Policy Constantine Primary School Redeployment and Redundancy Policy Preamble Our school policy is derived from the Model Redeployment and Redundancy Policy of the Cornwall Local Authority, with no amendments.

More information

Redundancy Policy. HR Policy and Procedure for Schools and Academies. Last Reviewed: May 2018

Redundancy Policy. HR Policy and Procedure for Schools and Academies. Last Reviewed: May 2018 Redundancy Policy HR Policy and Procedure for Schools and Academies Last Reviewed: May 2018 Redundancy Policy Page 1 of 10 May 2018 Policy Outline Policy Statement The aim of this policy is to provide

More information

Human Resources Policy No. HR37

Human Resources Policy No. HR37 Human Resources Policy No. HR37 Employment Break Scheme Additionally refer to HR01 Equal Opportunities HR16 Grievances and Disputes HR18 Reviews and Appeals in relation to Assimilation under Agenda for

More information

VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE

VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE July 2009 NO. OF PAGES 11 SECTION 1 SECTION 2 SECTION 3 SECTION 4 SECTION 5 SECTION 6 SECTION 7 SECTION 8 SECTION 9 SECTION 10 SECTION 11

More information

Technical factsheet Redundancy

Technical factsheet Redundancy Technical factsheet Redundancy This factsheet is part of a suite of employment factsheets and a pro forma contract that are updated regularly. These are: The contract of employment The probationary employee

More information

Redundancy Policy and Procedure

Redundancy Policy and Procedure Southend East Community Academy Trust Strong Partnerships, Strong Community, Strong Schools Redundancy Policy and Procedure September 2018 REVIEW: BI-ANNUAL TARGET: ALL STAFF Status : Statutory Next revision

More information

Managing Workforce Change and Staff Reduction

Managing Workforce Change and Staff Reduction Date of Review: September 2015 Approved by: Trust Board Next Review Date: September 2018 Policy and Procedure 1. Introduction Managing Workforce Change and Staff Reduction Changes in the way the academy

More information

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF Human Resources Department London South Bank University April 1996 Updated June 2006 Temporary variations to this procedure

More information

Redeployment Policy. Human Resources. Contents

Redeployment Policy. Human Resources. Contents Redeployment Policy Human Resources Contents 1 Introduction 1 2 Eligibility for Redeployment 1 2.1 For the Purpose of Avoiding Redundancy 1 2.2 End of Fixed Term Contracts 1 2.3 Medical Circumstances 1

More information

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services:

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services: Redundancy and Redeployment Policy Date approved: 15 July 2015 Approved by: Executive Board Review date: July 2018 Responsible Manager: Head of Human Resources Executive Lead: Group Director (HR and OD)

More information

Redundancy Policy 01 September 2016

Redundancy Policy 01 September 2016 Redundancy Policy 01 September 2016 Version Control Current version Previous version 01 Sep 2016 21 Apr 2016 21 Apr 2016 14 Apr 2016 Summary of changes made The payment for compensation for loss of hours

More information

NHS Organisation. Organisational Change Policy

NHS Organisation. Organisational Change Policy NHS Organisation Approved by: Welsh Partnership Forum Issue date: 23 March 2017 Review date: March 2020 1 C O N T E N T S 1. Introduction 2. Scope of the policy 3. Policy statement 4. Principles to be

More information

This process may apply to any Grade 1 9 posts within the University covered by the Framework Agreement.

This process may apply to any Grade 1 9 posts within the University covered by the Framework Agreement. Matching and Slotting Process 1. Aims and application of the process This process aims to reduce the potential negative impact on staff involved in organizational change e.g. re-shaping or restructuring

More information

Management of change policy and procedure (incorporating procedures for redeployment and selection for redundancy)

Management of change policy and procedure (incorporating procedures for redeployment and selection for redundancy) Code: HR3.10 Issue number: 2 Management of change policy and procedure (incorporating procedures for redeployment and selection for redundancy) Lead executive Author with contact details Responsible Committee/Sub

More information

Organisational Change

Organisational Change Organisational Change Contents Policy Statement... 2 Principles... 2 Organisational Change Process... 3 Phase 1: Engagement Period... 3 Phase 2: Formal Consultation Period... 5 Phase 3: Implementation...

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy North West Surrey CCG Policy Reference: HR5 v2.1 This policy replaces or supersedes Policy Ref: HR5 v1 Target Audience Brief Description (max 50 words) Action Required Governing

More information

Discovery School Policies and Procedures

Discovery School Policies and Procedures Discovery School Policies and Procedures Redundancy Policy Author(s): Bursar Date Written Date Reviewed: 13/7/15 *Reviewed By: Board Next Review Due: Spring Term 2018 **Review Cycle: Every three years

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information