HR policy. Redundancy. Management System. Policy. Revision Schedule

Size: px
Start display at page:

Download "HR policy. Redundancy. Management System. Policy. Revision Schedule"

Transcription

1 HR policy Redundancy Revision Schedule Rev. No. Date Details of change 09/04/2008 First Issue 16/07/2009 Updated Rev 0 07/06/2010 Transfer to Morgan Sindall - Original document Rev 1 30/09/2011 Revised to one policy Original document Rev 1 Oct 11 Integrated Management System merger Rev 2 Aug 12 Insert new section 7. Appeal Process Rev 3 Nov 12 Amendment to section 6.1 Rev 4 Apr 13 Section 2. Scope amended to reflect legislative changes Page 1 of 5

2 Contents 1 Purpose Scope Responsibility and policy Redundancy Introduction Consideration of alternatives Redundancy process Appeal process Media attention Overview Author Purpose To detail Morgan Sindall s stance on, and set out a common approach to, potential redundancy situations. 2. Scope This policy applies to all employees whether established, temporary or otherwise who meet the legal eligibility requirements pertaining to statutory redundancy and where there are no individual contractual redundancy provisions already in place.these procedures do not form part of the employment contract and are therefore non-contractual except where statute is in place to imply otherwise. 3. Responsibility and policy 3.1 Responsibility Implementation HR staff, relevant line management. Upgrade and maintenance HR Director. 3.2 It is the intention of Morgan Sindall to develop and expand its business activities and thus provide a stable work environment and reasonable security of employment for its employees. Whilst striving towards this, Morgan Sindall must also ensure the economic viability of the enterprise in an increasingly competitive business environment. In this respect circumstances may arise where amongst other things, changes in circumstances such as market conditions, technology and/or organisational requirements or financial pressures will impact on staffing requirements resulting in an unavoidable need for redundancies. Morgan Sindall will seek to minimise the impact of such reductions by seeking redeployment opportunities wherever appropriate and by adopting a fair, consistent and sensitive approach to those employees affected by the potential redundancy situation. 4. Redundancy introduction The laws governing redundancy are stringent and complex, and no two redundancy situations are the same. The HR department must always be involved in any potential redundancy situations in order to determine the management and process which will be undertaken. Page 2 of 5

3 5. Consideration of alternatives Where potential redundancy situations arise the company will seek to minimise the effect of redundancies by investigating the following measures, subject to the company s immediate business considerations. Non-replacement of leavers Restricting the use of temporary labour, casual staff and consultants Reducing sub-contract work in areas affected. Reducing overtime working in affected departments to a level essential economically to meet contractual commitments or provide essential services. Considering the implementation of temporary lay-off, short-time working, job-sharing or other permanent or temporary reduction in hours of work. Inviting applications for redundancy Or any other such options which the company views as relevant at the time given the circumstances pertaining. The final decision with respect to what measures are implemented will rest solely with the company based on practicability and whether they would, in a particular situation, remove or reduce the need for redundancies. Where compulsory redundancy is unavoidable the company will seek to handle the situation in the most fair, consistent and sympathetic manner possible. 6. Redundancy process 6.1 Redundancy process general principles Selection and consultation Employees will be told at the earliest possible opportunity of the reasons for the potential redundancy situation and individual consultation will take place with those potentially affected employees to discuss the possibility of redundancy. Depending on the circumstances it may be relevant to consult through Trades Unions or employee representatives. Where a position is identified as potentially redundant the company will invite the employee to a first consultation meeting to outline the circumstances.. Each employee will have the right to and will be informed in writing of the basis of his or her selection and invited to put forward any representations which the company will fully consider before making a final decision on which employees are to be made redundant. The company will carry out as much consultation as is reasonably practicable according to individual circumstances and within standard procedural requirements. At the end of the consultation period, in the event of redundancy, the redundancy will be confirmed in writing including a right of appeal. All employees selected for dismissal on the grounds of compulsory redundancy are entitled to appeal. Alternative employment Every effort will be made to find alternative employment within Morgan Sindall and from within the Morgan Sindall Group for those potentially at risk of redundancy and to consider potentially redundant employees for suitable vacancies. Where other opportunities are identified the employee/s will be contacted to inform them of such vacancies which they may wish to consider. Potentially redundant employees who accept alternative employment within Morgan Sindall or Morgan Sindall Group will be entitled to a trial period in accordance with prevailing legislation. Time off to seek alternative work Subject to the company s operational needs, employees who are being considered for redundancy will be given permission to take time off work to look for work or seek training Page 3 of 5

4 opportunities, in accordance with current legislation. Requests should be made in the first instance to the line manager. Redundancy entitlements Redundant employees who have a minimum of two years continuous service with the company will normally be entitled to be paid statutory redundancy pay as laid down in existing legislation. All employees who receive redundancy payments will be given written notification of the way in which their redundancy pay has been calculated. 6.2 Redundancy process collective consultation (large scale) The following consultation periods are legally required, depending on the number of potential redundancies to be made in any one location or establishment: Minimum of 30 days consultation where 20 or more positions are potentially redundant Minimum of 45 days consultation where 100 or more positions are potentially to be made redundant. The management of Morgan Sindall will provide full information to employees, or their representatives, about the proposed redundancies and will give the representatives adequate time to respond. The information provided will include the: Reasons for the proposed redundancies Numbers and categories of employees who may be made redundant Proposed method of carrying out any redundancy dismissals (including the selection method) Time period over which the redundancies may be carried out Proposed method of calculating redundancy payments. The objectives of consultation will be to: Reach agreement with employees (or their representatives) on the above issues Avoid the need for redundancies wherever possible Reduce to a minimum the number of employees who are to be made redundant Determine the criteria to be used to select employees for redundancy Mitigate the consequences of any dismissals. Following provisional selections for redundancy the company will then enter into individual consultations. 6.3 Redundancy process individual consultation (small scale) Where the number of jobs in any one location or establishment is less than 20, consultation will be on an individual basis, rather than a collective basis. There are no fixed timescales for this but the company will carry out as much consultation as is reasonably practicable, depending on the individual circumstances and within procedural requirements. 7. Appeal Process An employee who has been selected for redundancy and is dissatisfied with the way in which the organisation has applied the selection criteria, or who believes that he or she has been unfairly disadvantaged by the selection criteria or has not been given a fair opportunity to put forward representations, can appeal against his or her selection for redundancy. The appeal should be in writing, stating the reason for the appeal and within 5 working days of the date of the letter where notice of redundancy has been issued. 8. Media attention Should redundancies be of a sufficiently large scale to have an effect on the company s credibility or standing in surrounding communities a statement will be prepared by the Morgan Sindall board and will be released to the media only if and when necessary. Page 4 of 5

5 Any other internal or external enquiries on the subject must be passed to the Managing Director, without comment to the enquirer. This information must then be passed to the Morgan Sindall board. Employees are reminded of their contractual obligations of confidentiality in this respect. 9. Overview The above policy and procedures give an overview which in the case of most employees will adequately cover their requirements. They do not attempt to describe the law in detail and should not be taken as an authoritative statement of law. For more detailed information contact the HR department. 10. Author Name Position in company Contact details Pauline Speight Director of HR Leeds or Rugby office Page 5 of 5

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

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5. Human Resources Redundancy Procedure Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.docx Contents Introduction and Purpose of the Procedure... 3 Scope of the

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

LATHOM HIGH SCHOOL. Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets

LATHOM HIGH SCHOOL. Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets LATHOM HIGH SCHOOL Redundancy and Workforce Planning/Redundancy Policy and Guidelines For Schools with Delegated Budgets June 2015 INDEX Page Number Four Four Five Six Six Seven Seven Seven Redundancy

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

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

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

Appendix A Checklist Completing the HR1 Form 7 Advance Notification of Redundancies Form 8

Appendix A Checklist Completing the HR1 Form 7 Advance Notification of Redundancies Form 8 Key Information. Purpose.2 Statement 2 Impact of the Student 3 Responsibility 4 Legal Requirements 5 Definition of Redundancy 6 Eligibility 7 Measures for Minimising or Avoiding Compulsory Redundancy 8

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

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

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

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

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

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 and Workforce Change Procedure PROCEDURE DOCUMENT

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure

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

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

3. An employee is entitled to two career breaks within a 10 year period, however these cannot be two 5 year career breaks.

3. An employee is entitled to two career breaks within a 10 year period, however these cannot be two 5 year career breaks. 1. The Career Break Scheme allows employees to take time away and later return to HEFCW. This is discretionary and it will be approved in line with business need. It cannot be used to take up employment

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

FIXED TERM CONTRACT GUIDELINES

FIXED TERM CONTRACT GUIDELINES LEEDS BECKETT UNIVERSITY FIXED TERM CONTRACT GUIDELINES www.leedsbeckett.ac.uk/staff Purpose and Core Principles These guidelines have been developed to provide a clear framework for the use of fixed term

More information

PROCEDURE FOR MANAGING THE END OF FIXED TERM CONTRACTS. Overview

PROCEDURE FOR MANAGING THE END OF FIXED TERM CONTRACTS. Overview PROCEDURE FOR MANAGING THE END OF FIXED TERM CONTRACTS Overview Fixed term contracts are contracts that last for a specified period of time, or are linked to the completion of a specific task or activity.

More information

Flexible working policy and procedure Updated June 2014

Flexible working policy and procedure Updated June 2014 Flexible working policy and procedure Updated June 2014 Contents Page Flowchart: Requesting flexible working 2 Scope 3 Statement of commitment 3 Introduction to flexible working 3 The right to request

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

How to... Manage redundancies. A quick and easy reference guide on the basics

How to... Manage redundancies. A quick and easy reference guide on the basics How to... Manage redundancies A quick and easy reference guide on the basics 1 Top tips on making redundancies 1. Identify whether a redundancy situation exists 2. Consider alternatives don't conclude

More information

Employment manual A guide to redundancy

Employment manual A guide to redundancy Employment manual A guide to redundancy CONTENTS INTRODUCTION 1 page 3 Introduction 1.1 3 Disclaimer 1.2 3 REDUNDANCY GUIDANCE NOTES 2 5 Redundancy guide for employers 2.1 5 Redundancy checklist 2.2 5

More information

The Skinners School. 2.1 Procedure - Stage 1 Determining that a potential redundancy situation exists.

The Skinners School. 2.1 Procedure - Stage 1 Determining that a potential redundancy situation exists. The Skinners School Redundancy and Redeployment Policy 1. Introduction 2. Definition of Redundancy Situation 2.1 Procedure - Stage 1 Determining that a potential redundancy situation exists. 3. Consultation

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

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

Staff Redeployment Procedure

Staff Redeployment Procedure Staff Redeployment Procedure Human Resources Department Lead Director: Director of Human Resources and Student Support Date ratified by Council: Procedure issue date: January 2016 Procedure to be reviewed

More information

1.1 The University wishes to provide reasonable and appropriate levels of support to staff on fixed term contracts.

1.1 The University wishes to provide reasonable and appropriate levels of support to staff on fixed term contracts. Fixed term contracts CONTENTS 1 Introduction 2 Purpose and scope 3 Principles 4 Objective reasons for employment on a fixed term contract 5 Assessment of continuity of employment 6 Annual review and consultation

More information

Guidance for Employees - Fixed Term Contracts/Permanent Contracts (funding end date)

Guidance for Employees - Fixed Term Contracts/Permanent Contracts (funding end date) Guidance for Employees - Fixed Term Contracts/Permanent Contracts (funding end date) Introduction This guidance aims to provide information to employees who are employed on either a fixed term contract

More information

RECRUITMENT AND APPOINTMENTS POLICY

RECRUITMENT AND APPOINTMENTS POLICY RECRUITMENT AND APPOINTMENTS POLICY POLICY STATEMENT 1. PHSO aims to have a diverse workforce that reflects the community we serve and the working populations around our offices in order to help us achieve

More information

Fixed Term Staffing Policy

Fixed Term Staffing Policy Fixed Term Staffing Policy Who Should Read This Policy Target Audience All Trust Staff Version 1.0 October 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1 Recruitment

More information

FACT SHEET Redundancy

FACT SHEET Redundancy FACT SHEET Redundancy Updated: August 2016 Replaces: June 2015 WHAT IS A REDUNDANCY? A redundancy arises when an employer determines that a position in their workplace is no longer required to be undertaken

More information

Organisation Change and Redundancy Policy (For School-Based Employees)

Organisation Change and Redundancy Policy (For School-Based Employees) Organisation Change and Redundancy Policy (For School-Based Employees) Adopted from LBWF Policy) Written by: FGB/ Local Authority Adopted by the Governing Body: Spring 2016 To be reviewed: Every 2 years

More information

Newcastle University Capability Procedure

Newcastle University Capability Procedure Newcastle University Capability Procedure Contents 1. INTRODUCTION... 1 1.1 Preamble... 1 1.2 General Principles... 3 1.3 Right of Representation... 3 1.4 Trade union representatives... 3 1.5 Scheduling

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

TIME OFF TO TRAIN POLICY

TIME OFF TO TRAIN POLICY TIME OFF TO TRAIN POLICY CONTENTS 1. Introduction 2. Policy A. Eligibility B. How to Apply C. Considering an Application D. Meeting E. Decision on Application F. Appeals Procedure G. Extension of Time

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

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

B Can be disclosed to patients and the public

B Can be disclosed to patients and the public Policy: F10 Fixed Term Contracts Version: F10/01 Ratified by: Trust Management Team Date ratified: 14 th May 2014 Title of Author: Head of HR Consultancy Services Title of responsible Director Director

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

Work Life Balance (WLB)

Work Life Balance (WLB) Career Break: Policy and Procedures Work Life Balance (WLB) Title Reference Career Break Policy and Procedures Work Life Balance (WLB) HRP006 Version 2.1 Date November 2009 Author Approved by Impact assessment

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

Managing the workforce. Cutting costs and restructuring

Managing the workforce. Cutting costs and restructuring Managing the workforce Cutting costs and restructuring Introduction Schools are having to consider ways in which to manage the workforce in order to reduce overheads. As a school's biggest regular outgoing,

More information

SICKNESS ABSENCE POLICY. Version 8 Final HR Business Partners

SICKNESS ABSENCE POLICY. Version 8 Final HR Business Partners SICKNESS ABSENCE POLICY Version 8 Final HR Business Partners Policy Review Alignment Group 23 November 2016 CONTENTS 1 PREFACE 4 2 INTRODUCTION 4 3 SCOPE 4 4 KEY PRINCIPLES 4 5 KEY ROLES & RESPONSIBILITIES

More information

Work Life Balance Career Break Policy

Work Life Balance Career Break Policy Work Life Balance Career Break Policy Human Resources Department: November 2015 Revision date: November 2017 1 Work-Life Balance Career Break Policy Authors Date of issue Approval Next review due date

More information

FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure)

FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure) UNIVERSITY OF LEICESTER PROCEDURE FIXED TERM CONTRACTS & EXTERNALLY FUNDED POSTS (Procedure) For use in: All Divisions/Schools/Departments/Colleges of the University For use by: All employees Owner HR

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

Managing Fixed Term Contracts Policy & Procedure. All employees HR, NEL CSU. Policy Screened Yes N/A

Managing Fixed Term Contracts Policy & Procedure. All employees HR, NEL CSU. Policy Screened Yes N/A 1 SUMMARY Managing Fixed Term Contracts Policy & Procedure 2 RESPONSIBLE PERSON: Jennie Williams, Executive Nurse and Director of Quality & Integrated Governance 3 ACCOUNTABLE DIRECTOR: 4 APPLIES TO: 5

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

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

Career Break Policy October 2012

Career Break Policy October 2012 Career Break Policy October 2012 STAF'20 SLLC Career Break Scheme Oct 2012 Page 1 of 7 SOUTH LANARKSHIRE LEISURE AND CULTURE CAREER BREAK POLICY 1. Policy Statement 1.1 South Lanarkshire Leisure and Culture

More information

REDUNDANCY BRIEF. Purpose:

REDUNDANCY BRIEF. Purpose: Community Sector Employers Forum c/o Dublin Employment Pact Strand House, 1 st Floor, 22 Great Strand St., Dublin 1 Tel: +353-1-8788900 Email: jsomers@dublinpact.ie Website: Purpose: REDUNDANCY BRIEF The

More information

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)

INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014

More information

RESOURCES DIRECTORATE Director Dave Burbage. Isle of Wight Council REDEPLOYMENT POLICY. January Redeployment Policy INTERNAL USE ONLY - POLICY

RESOURCES DIRECTORATE Director Dave Burbage. Isle of Wight Council REDEPLOYMENT POLICY. January Redeployment Policy INTERNAL USE ONLY - POLICY RESOURCES DIRECTORATE Director Dave Burbage Isle of Wight Council REDEPLOYMENT POLICY January 2011 Redeployment Policy 1 Document Information Title: Status: Current Version: Author: Sponsor: Consultation:

More information

Hiring Agency Workers Policy

Hiring Agency Workers Policy Hiring Agency Workers Policy 1. Policy Statement 1.1 The University of Edinburgh is committed to ensuring that it delivers excellent academic, student and professional support services at all times. The

More information

Career Break Policy. Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. 26

Career Break Policy. Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. 26 Career Break Policy Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. 26 Policy Group: Author: Reviewers: Corporate Partnership Information Network Model Career Break

More information

Date of consultation June and July 2017 Date of verification Joint Consultative Forum and Date of ratification.

Date of consultation June and July 2017 Date of verification Joint Consultative Forum and Date of ratification. Policy: HR 002 Redundancy Executive or Associate Director lead Policy author/ lead Feedback on implementation to Dean Wilson (Director of Human Resources) Sarah Bawden (HR Directorate Partner) Sarah Bawden

More information

This is version 2.0 of this policy. This version replaces version 1, ratified in September 2010.

This is version 2.0 of this policy. This version replaces version 1, ratified in September 2010. Policy: Redundancy Executive or Associate Director lead Policy author/ lead Feedback on implementation to Dean Wilson (Director of Human Resources) Sarah Bawden (HR Directorate Partner) Sarah Bawden (HR

More information

Managing Sickness Procedure/Policy

Managing Sickness Procedure/Policy 1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general

More information

Policy on the Use of Fixed-Term Contracts April, 2013

Policy on the Use of Fixed-Term Contracts April, 2013 Policy on the Use of Fixed-Term Contracts April, 2013 Approving authority: Consultation via: Secretary's Board CJNCC Approval date: 7 May 2013 Effective date: 7 May 2013 Review period: Three years from

More information

Employment Appeals Procedure

Employment Appeals Procedure Employment Appeals Procedure Version: 3 Bodies consulted: Staff side chair Approved by: EMT Date Approved: 27.9.16 Lead Manager: Director of Human Resources Responsible Director: Deputy Chief Executive

More information

NHS North Somerset Clinical Commissioning Group. Fixed Term Contract Policy

NHS North Somerset Clinical Commissioning Group. Fixed Term Contract Policy NHS North Somerset Clinical Commissioning Group Fixed Term Contract Policy Approved by: Quality and Assurance Group : Ratification date: May 2013 Review date: July 2015 Next Review date: July 2018 Page

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy 1 Organisational Change Policy Policy ref no: HR022 Author (inc job Rob Osment, HR Business Partner title) Date Approved 17 May 2016 Approved by Quality and Governance Committee

More information

EQUALITY & DIVERSITY POLICY

EQUALITY & DIVERSITY POLICY EQUALITY & DIVERSITY POLICY PLOWMAN CRAVEN EQUALITY & DIVERSITY POLICY REVISION AUTHORITY Rev Date Description Prepared Verified Approved by by by 1 Aug 2014 First issue SC SC AGM 1.2 Jan 2017 Updated

More information

Paternity Leave Procedure

Paternity Leave Procedure Paternity Leave Procedure Paternity Leave Procedure Page: Page 1 of 20 Recommended by Approved by Executive Management Team Executive Management Team Approval date 20 May 2015 Version number 3.0 Review

More information

SEVERANCE SCHEMES. Table of Contents. Policy control

SEVERANCE SCHEMES. Table of Contents. Policy control SEVERANCE SCHEMES Table of Contents 1. Aims of the scheme... 2 2. Key points... 2 3. Authority to make decisions 4 4. Procedure... 5 6. Appendices... 7 Appendix 1 Re-employment for staff who have taken

More information

General Guide to Employment Law Introduction

General Guide to Employment Law Introduction General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human

More information

Supporting Work Life Balance Career Break Policy

Supporting Work Life Balance Career Break Policy NHS Ayrshire & Arran Organisation & Human Resource Development Policy Supporting Work Life Balance Career Break Policy Change Record Version Date Reason Author d1a Initial Draft i1a Issued for Review a1

More information

Recruitment and Selection Procedures for Schools

Recruitment and Selection Procedures for Schools Recruitment and Selection Procedures for Schools File: Recruitment and Selection for Schools.doc Version: 1.0 1 of 20 About this chapter Summary This chapter describes Recruitment and Selection policy

More information

(Management of) Sickness Absence Policy & Procedures

(Management of) Sickness Absence Policy & Procedures (Management of) Sickness Absence Policy & Procedures 1. Purpose 1.1 The purpose of this policy is to detail both the support that will be available to employees and the steps that the University of Manchester

More information

Some Other Substantial Reason (SOSR) Dismissal Policy and Procedure for Academies

Some Other Substantial Reason (SOSR) Dismissal Policy and Procedure for Academies Approved by Trustees on the 7/2/17 Some Other Substantial Reason (SOSR) Dismissal Policy and Procedure for Academies This model procedure has been agreed with the following recognised unions: ATL, NUT,

More information

SICKNESS MANAGEMENT POLICY CONTENTS ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016

SICKNESS MANAGEMENT POLICY CONTENTS ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016 SICKNESS MANAGEMENT POLICY ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016 CONTENTS CONTENTS... 1 1 PURPOSE OF THE POLICY AND PROCEDURE... 2 2 MANAGEMENT RESPONSIBILITIES... 2 RETURN TO WORK

More information

USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY

USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY NOVEMBER 2011 USE OF FIXED-TERM CONTRACTS WITHIN NHSSCOTLAND PIN POLICY NOVEMBER 2011 The Scottish Government, Edinburgh, 2012 1st Edition 2005,

More information

> Redundancy A Step by Step Guide

> Redundancy A Step by Step Guide Telephone 03 9934 3355 www.employmentrelations@catholic.org.au > Redundancy A Step by Step Guide The following notes are intended as a general guide for the termination of employment on the ground of "Redundancy".

More information

Fixed Term Contracts Policy

Fixed Term Contracts Policy Fixed Term Contracts Policy This document outlines the process for managers on the use of fixed term contracts and staff on fixed term contracts. Key Words: Fixed, Term, Contracts Version: 3 Adopted by:

More information

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY Content Policy statement 1. Principles 2. Reporting sickness absence 3. Part day s attendance 4. Sickness absence and annual leave 5. Medical appointments 6. Occupational health (including accidents at

More information

INFORMATION NOTE NO. 3 February 2016 HOLIDAYS AND HOLIDAY PAY

INFORMATION NOTE NO. 3 February 2016 HOLIDAYS AND HOLIDAY PAY This Information Note is for guidance only and should not be regarded as a complete or authoritative statement of the law which can only be given by the courts. Readers are advised to check that this Information

More information

Employment of Fixed-Term Staff Policy. University-wide. Staff Only Students Only Staff and Students. Vice Chancellor

Employment of Fixed-Term Staff Policy. University-wide. Staff Only Students Only Staff and Students. Vice Chancellor Name of Policy Description of Policy Employment of Fixed-Term Staff Policy This policy covers the arrangements for the employment for fixedterm contract staff members at the University. University-wide

More information

Self Help Guide - Producing a Written Statement

Self Help Guide - Producing a Written Statement Self Help Guide - Producing a Written Statement This guide gives general advice about written statements of particulars of employment only. The information given in this guide is not an authoritative interpretation

More information

Consultation & Redundancy Process for Part-Time Hourly Paid Academic Staff. Management Guidelines/Tool Kit

Consultation & Redundancy Process for Part-Time Hourly Paid Academic Staff. Management Guidelines/Tool Kit Human Resources Team Human Resources Directorate Consultation & Redundancy Process for Part-Time Hourly Paid Academic Staff Management Guidelines/Tool Kit Created: Author: Originating Directorate: Approved

More information

Contents. Implementing the HR Codes of Practice: Reviewing Fixed-term Contracts

Contents. Implementing the HR Codes of Practice: Reviewing Fixed-term Contracts Implementing the HR Codes of Practice: Contents Section : Key Concepts Good practice in the use of fixed-term contracts Objective justification for the use of fixed-term contracts Using successive fixed-term

More information

Career Break Policy. Reviewer: Grampian Area Partnership Forum Policies Subgroup. Effective date: 14 October Uncontrolled When Printed

Career Break Policy. Reviewer: Grampian Area Partnership Forum Policies Subgroup. Effective date: 14 October Uncontrolled When Printed Career Break Policy Co-ordinator: Fiona Findlay Lead of Review Group Reviewer: Grampian Area Partnership Forum Policies Subgroup Approver: Grampian Area Partnership Forum Date approved by GAPF: 14 September

More information

SUPPORTING THE WORK-LIFE BALANCE (C) Career Break Policy

SUPPORTING THE WORK-LIFE BALANCE (C) Career Break Policy SUPPORTING THE WORK-LIFE BALANCE (C) Career Break Policy 1. Introduction Greater Glasgow Health Board (NHS Greater Glasgow & Clyde) is committed to equal opportunities and the promotion of flexible, employee

More information

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE MANAGING SICKNESS ABSENCE POLICY & PROCEDURE 1. Introduction 1.1 This policy and procedure applies to all employees of Loughborough University, regardless of contract type or duration, other than those

More information

Recruitment Preferred Supplier List (PSL)

Recruitment Preferred Supplier List (PSL) Recruitment Preferred Supplier List (PSL) Ways to get onto Oneserve PSL for permanent or temporary employment of staff: 1. Be patient, polite and respectful of our business. Continued and unsolicited contact

More information

Use of Fixed-Term and Open- Ended Employment Contracts

Use of Fixed-Term and Open- Ended Employment Contracts Use of Fixed-Term and Open- Ended Employment Contracts Policy Contents 1 General Principles 1 2 Purpose of Policy 1 3 Scope 1 4 Definitions 2 5 Appropriate use of fixed-term contracts 2 6 Renewal of Fixed-Term

More information

Time Off In Lieu Policy and Procedure

Time Off In Lieu Policy and Procedure ELT manager Responsible officer Director of Finance HR Manager Date first approved by BoM June 2014 First Review Date April 2015 Date review approved by BoM 13 December 2016 Next Review Date November 2019

More information

MANAGING WORK PERFORMANCE

MANAGING WORK PERFORMANCE MANAGING WORK PERFORMANCE HR Policy: HR16 Date Issued: TBC Date to be reviewed: Periodically or if statutory changes are required Policy Title: Supersedes: Description of Amendment(s): This policy will

More information

ABSENCE MANAGEMENT POLICY

ABSENCE MANAGEMENT POLICY ABSENCE MANAGEMENT POLICY Contents: Introduction Scope Framework Formal Action Appeal Support Disability Appendix A - Checklist for managers Appendix B - Return to work interview ID HR015 Last Review Date

More information

IntaGR8 Sickness Policy

IntaGR8 Sickness Policy IntaGR8 Sickness Policy Absence due to illness Section 1 - Policy statement IntaGR8 recognises that certain levels of absence due to illness are inevitable. It is IntaGR8 s policy to deal with cases of

More information

Restructuring and Staff Reductions Policy

Restructuring and Staff Reductions Policy Transport for London Restructuring and Staff Reductions Policy Issue date: 23 June 2011 Effective: 27 June 2011 This supersedes the TfL Organisational Change Policy SECTION 1: APPROACH TO MANAGING ORGANISATIONAL

More information

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PURPOSE AND SCOPE This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance

More information

MODEL CAREER BREAK POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES

MODEL CAREER BREAK POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES MODEL CAREER BREAK POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES This model policy will apply to both teaching and non-teaching staff and has been agreed with the following recognised unions: ATL, NUT,

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS ABSENCE POLICY & PROCEDURE Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Ratification date: November 2016 Review date: November 2019 1 Contents 1 Policy

More information

GROUP SICKNESS & ABSENCE POLICY

GROUP SICKNESS & ABSENCE POLICY GROUP SICKNESS & ABSENCE POLICY Sickness & Absence Policy General Principles The following guidance is also a statement of the Group Sickness & Absence Policy operated by the Group. These guidelines are

More information

An overview of Employment Law in England & Wales. April Please contact our Company Commercial department for further information

An overview of Employment Law in England & Wales. April Please contact our Company Commercial department for further information An overview of Employment Law in England & Wales April 2017 Please contact our Company Commercial department for further information An overview of Employment Law in England & Wales 1 Contents Page 1)

More information