LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE

Size: px
Start display at page:

Download "LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE"

Transcription

1 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): 3 Date of next review/approval: June 2018 Redundancy Policy and Procedure

2 REDUNDANCY POLICY AND PROCEDURE INTRODUCTION 1 Longley Park Sixth Form College recognises the importance of job security and will act to prevent redundancy where possible. It is the aim of the College to maintain and enhance the efficiency, quality and viability of the organisation s work in order to safeguard the current and future employment of employees. The College, in consultation with employees through the recognised trade unions, will seek to minimise the effect of redundancies by looking at alternative options. Where compulsory redundancy is unavoidable, the College will handle the redundancy in the most fair, consistent and sympathetic manner possible and minimise, as far as possible, any hardship that may be suffered by the employees concerned. The overriding aim of the College policy in relation to staffing levels and redundancy is, however, the future viability of the organisation. The College will endeavour to follow best practice at all times when redundancies become necessary. DEFINITION OF REDUNDANCY 2 The Employment Rights Act 1996 defines redundancy as a situation when: there has been an actual or prospective cessation of the business for the purposes of which the employee was employed there has been an actual or prospective cessation of the business in the place where the employee was so employed here has been an actual or prospective cessation or diminution of the requirements of the business for employees to carry out work of a particular kind there has been an actual or prospective cessation or diminution of the requirements of the business for employees to carry out work of a particular kind in the place where the employee was employed by the employer 3 The list below gives examples of situations when the College will have to consider making redundancies (this list is not exhaustive and other issues or circumstances may arise which may cause this policy to be invoked): financial constraints the number of students required for course viability is not met development plans which have not been realised changes to College policy or mission relocation issues CONSULTATION PROCEDURES 4 The College recognises the benefit of early consultation with the trade unions and its statutory obligations in respect of consultation. Consultation will include consideration of the steps to avoid or, failing that, to minimise compulsory redundancy and will be with a view to reaching an agreement. Wherever possible, consultation regarding the appropriateness of these steps will take place prior to formal notification of a redundancy situation, at the point where a potential Redundancy Policy and Procedure

3 redundancy situation is identified. The timescale for consultation will be in line with that required by legislation and will never be less than a minimum period of 30 days before the first dismissal takes effect. The College will provide recognised trade union representatives with the following information: reasons for the proposals, including information about the College s financial situation; number and description of employees whom it is proposed to dismiss as redundant; total number of employees of that description employed at the College; proposed method of selecting the employees for redundancy; proposed method of carrying out the dismissals with due regard to any agreed procedure, including the period over which the dismissals are to take effect; proposed method of calculating the amount of any redundancy payments made to employees who may be dismissed. The College will consult trade union representatives and employees about ways of: avoiding the dismissals; reducing the number of employees to be dismissed; and mitigating the consequences of the dismissals with a view to reaching agreement with the trade unions(s) Once the consultation has taken place and, if following the consultation process, it is still necessary to make redundancies, then the group or groups of staff affected will be notified, together with details of the criteria adopted to determine selection for redundancies. 5 Individual employees at risk of redundancy will also be informed and consulted about changes in staffing levels and arrangements which may directly affect them. They will be provided with the same information as the trade union representatives and have the process explained to them. All individuals consulted with will have the right to be supported at that meeting by a trade union representation or workplace colleague. ALTERNATIVES TO REDUNDANCY 6 The College will give consideration to the appropriateness of the following measures on each occasion that a redundancy situation arrives: trying to make savings in other areas; reduction of staffing levels by natural wastage; reduction in short-term temporary or agency staff in areas where redundancies have been identified; seeking volunteers for redundancy, including where practicable, from areas where staff possess transferable experience and skills to enable possible redeployment; redeployment and if possible, retraining to other parts of the organisation; reduction or elimination of overtime working; Redundancy Policy and Procedure

4 restricting or freezing external recruitment where appropriate; considering volunteers for part-time working or job-sharing (where appropriate); considering suggestions from trade union/employees. SELECTION CRITERIA FOR REDUNDANCY 7 On each occasion where redundancies are required, the College will consult with trade union representatives on the selection criteria to be used, and ensure that the confirmed criteria are as fair, consistent and objective as possible. The precise criteria used will be appropriate to the particular situation. As an equal opportunities employer, the College will ensure that no employee will be selected for redundancy on the grounds of race, ethnic origin, disability, gender, sexual orientation, religion or any other protected characteristic. 8 Selection for redundancy will normally be made on the basis of: the degree of involvement in the area of work which has ceased of diminished; the skills, experience, qualifications and aptitude of the employees concerned; the standard of work performance; attendance record over the past two years with reference to associated reasons; disciplinary record over the past two years, with reference to associated reasons; the potential of the employee to be adaptable should alternative work be offered; length of service (N.B. this does not allow for a policy of last in, first out and will be considered after other criteria as appropriate); voluntary redundancy and/or early retirement (the College reserves the right to refuse any application for voluntary redundancy or early retirement. Applications for either will be judged on the needs of the business). This list is not exhaustive, and neither will it always be appropriate to use each of the items on this list. In some circumstances, it may be preferable to determine selection criteria appropriate to a particular situation rather than specify criteria to be applied in each and every situation. In this way, the interest of the College at the time in question and in future years will best be protected. However, on each occasion, the College will seek to consult with trade union representatives on the criteria to be used and ensure that the confirmed selection criteria are as fair and objective as possible. 9 Employees selected for redundancy will be informed in writing as soon as possible and invited to a meeting to discuss their selection. All employees will have the right to be supported at that meeting by a trade union representation or workplace colleague. 10 The College will consider whether Employees affected by redundancy can be offered suitable alternative work. The College will provide Employees with sufficient detail to enable them to decide whether to accept or not. It will be up to the Employee to decide whether the alternative work is suitable. In making an offer of alternative employment, the College will consider the following in ensuring the offer is comparable: pay; Redundancy Policy and Procedure

5 status; location; working environment; hours of work. ALTERNATIVE EMPLOYMENT AT THE COLLEGE 11 An employee who is offered suitable alternative employment and unreasonably refuses it may lose any entitlement to redundancy pay. Any employee accepting suitable alternative employment will have a trial period in accordance with employment legislation. Redundancy rights will not be lost if the employee or the College decides before the end of the trial period in the new post that it is not suitable.. In this case, either party may terminate or give notice. On termination, that employee will be treated as though they had been made redundant on the date the old post ended. The College will assume an employee has accepted the alternative employment if the employee works beyond the end of the trial period. 12 The College will also be entitled to invite employees to apply for vacancies not directly comparable to the position from which they are being made redundant. An employee successful in their application will not be considered to be redundant and will not qualify for redundancy payments or other compensation for the loss of their old post, although they will retain continuity of employment from the date of their initial employment with the College. Employees who do not take up the invitation to apply for such vacancies will continue with the redundancy process. NOTICE PERIOD 13 Where selection for redundancy has been confirmed, those selected for redundancy will be given notice in accordance with contractual entitlement. Employees will normally be required to work their period of notice. In certain circumstances, where it is considered appropriate, employees may leave with payment in lieu of notice. COMPULSORY REDUNDANCY PAY 14 Compulsory redundancy pay will be calculated in accordance with contractual terms and statutory provisions. The relevant statutory provisions are based on the employee s age, length of continuous employment and either the statutory maximum for each week of service, or actual weekly wage, if this is lower than the statutory minimum. Consideration will be given to the relevant provisions of the local Government and Teachers Pensions Schemes. 15 Employees subject to termination of employment on grounds of voluntary redundancy will not normally be re-employed by the College for a period of 12 months from the effective date of contract termination. APPEAL 16 All employees will have the right to appeal against dismissal for redundancy. To exercise this right they must apply to the Human Resources Manager within 10 working days of being notified of the dismissal. Employees who appeal will have the right to be accompanied by a trade union representative or a workplace Redundancy Policy and Procedure

6 colleague to the appeal hearing. Appeals will be heard by the Principal. If the Principal has been involved in the detail of the dismissal, the appeal will be to the Corporation. RIGHT TO TIME OFF TO SEEK OTHER EMPLOYMENT AND OTHER AVAILABLE ASSISTANCE 17 The College will assist employees to find other employment. Employees under notice of redundancy will be given reasonable paid time off to seek alternative work and/or to arrange training appropriate to future employment. Requests for time off should be made to the Principal and will not be unreasonably refused. Employees will also be able to use College resources to assist in finding employment. Requests for the use of College resources should be made to the Principal and will not be unreasonably refused. 18 Provision of approved employee assistance will be offered. Redundancy Policy and Procedure

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

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 & Procedure

Redundancy Policy & Procedure Redundancy Policy & Procedure November 2012 Policy control Reference Redundancy Policy & Procedure Date approved TBC Approving Bodies HR Committee, Board Governors Implementation Date December 2012 Supersedes

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

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

TRUST REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE

TRUST REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE TRUST REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE Issued: April 2016 Reviewed: August 2017 Next Review Due: August 2018 Page 1 of 9 Introduction The purpose of this policy is to provide a consistent

More information

Academy Redundancy Policy

Academy Redundancy Policy Academy Redundancy Policy Consultation Period: 21 st September 2015 11 th December 2015 Date Approved by NET: 16 th December 2015 Next Review Date: Under Review Redundancy Policy Contents Page 1. Introduction

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

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

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

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

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

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

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

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 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

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

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

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

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

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

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

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

Guidance on the Process for Redundancy of Staff Employed by Princes Risborough School

Guidance on the Process for Redundancy of Staff Employed by Princes Risborough School Redundancy Policy Policy Date: January 2016 Approved by Governors on: 14 th July 2016 Review Date: As Necessary 1. Introduction 2. Roles & Responsibilities 3. Avoiding Redundancies 4. Voluntary Redundancies

More information

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

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

More information

POLICY AND PROCEDURE FOR REDUNDANCY AND RESTRUCTURE IN SCHOOLS

POLICY AND PROCEDURE FOR REDUNDANCY AND RESTRUCTURE IN SCHOOLS POLICY AND PROCEDURE FOR REDUNDANCY AND RESTRUCTURE IN SCHOOLS Adopted from Wokingham Borough Council s Model Policy Policy Last Reviewed: March 2017 Approval Minuted: Resources Minutes 23/3/17 Date of

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

SCHOOLS REDUNDANCY POLICY October 2011

SCHOOLS REDUNDANCY POLICY October 2011 St Thomas Primary School Redundancy Policy Date adopted 18-June-2013 Version 6 th April 13 Last Reviewed 18-June-2013 Review Cycle Two Years Revision Ref Author/Owner Personnel Committee SCHOOLS REDUNDANCY

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

(i) As a result of institutional/departmental re-structuring, or a change in strategy and focus;

(i) As a result of institutional/departmental re-structuring, or a change in strategy and focus; Redundancy Avoidance Policy 1. Introduction Aberystwyth University is committed to ensuring continuity of employment for employees and strives to avoid compulsory redundancies wherever possible. It also

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

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

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

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

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

Redundancy. A Guide Lawyers 92 Firms 60 Countries

Redundancy. A Guide Lawyers 92 Firms 60 Countries Redundancy A Guide 4600 Lawyers 92 Firms 60 Countries INTRODUCTION The decision to make employees redundant is never one that is taken lightly. In a situation likely to cause anxiety and stress to both

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

Cardiff and Vale University Health Board. Organisational Change Policy

Cardiff and Vale University Health Board. Organisational Change Policy Cardiff and Vale University Health Board Organisational Change Policy Approved by: Welsh Partnership Forum Issue date: 23 March 2017 Review date: 23 March 2020 Adopted by UHB: 29 March 2017 (Chair s Action)

More information

Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016

Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY SICKNESS ABSENCE POLICY Implementation Date: 01 April 2013 Review Date: 01 April 2016 April 2013 V1.0 Page 1 of 12 Contents POLICY OVERVIEW... 3 Purpose... 3 Who this Policy applies to... 3 Key Principles...

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

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

Management of Organisational Change Policy Controlled document This document is uncontrolled when downloaded or printed.

Management of Organisational Change Policy Controlled document This document is uncontrolled when downloaded or printed. Management of Organisational Change Policy Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 5 Author & Job Title Executive Lead WHHT: HR048 Caroline

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

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

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

Advice on handling redundancy

Advice on handling redundancy Advice on handling redundancy May 2017 Labour Relations Agency Head Office, 2-16Gordon Street, Belfast BT1 2LG Phone: 028 9032 1442 Regional Office, 1-3 Guildhall Street, Londonderry BT48 6BB Phone: 028

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

All Wales Organisational Change Policy

All Wales Organisational Change Policy All Wales Organisational Change Policy 2 Policy Number: Version No Date of EqIA: 573 Supersedes: Classification Employment Date of Date made Review Approved by: Approval: Active: Date: Welsh Partnership

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

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

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff Human Resources People and Organisational Development Disciplinary Procedure Manual Staff December 1998 Revised November 2015 Contents 1. Purpose and Scope... 3 2. General Principles... 3 3. Procedure...

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

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

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

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

Pay Policy. Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017

Pay Policy. Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017 Pay Policy Adopted by Board of Directors on 3 October 2017 Consulted with trade unions on 29 September 2017 1 Page Whole School Pay Policy Contents Introduction 3 P2. Support Staff 3 P3. Teaching Staff

More information

The Right to Request Flexible Working

The Right to Request Flexible Working The Right to Request Flexible Working What is Flexible Working? There are many different forms of flexible working; it can describe the place you work or the kind of contract you are on. Common kinds of

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

ABSENCE MANAGEMENT POLICY

ABSENCE MANAGEMENT POLICY ABSENCE MANAGEMENT POLICY REFERENCE NUMBER Absence Management Policy VERSION V1.0 APPROVING COMMITTEE & DATE Clinical Executive Committee 17.6.15 REVIEW DUE DATE May 2018 CONTENTS 1. Policy statement 1

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

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

ABSENCE MANAGEMENT POLICY

ABSENCE MANAGEMENT POLICY ABSENCE MANAGEMENT POLICY DOCUMENT CONTROL Policy Title: Purpose: Supersedes: This policy applies to: Circulation: Absence Management Policy This Managing Attendance Policy sets out the procedure for reporting

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

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

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

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

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: New or Replacing: Managing Attendance Policy BLUE HRODE

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

REPORT FORM. TERMINATION OF EMPLOYMENT CONVENTION, 1982 (No. 158)

REPORT FORM. TERMINATION OF EMPLOYMENT CONVENTION, 1982 (No. 158) Appl. 22.158 158. Termination of Employment, 1982 INTERNATIONAL LABOUR OFFICE GENEVA REPORT FORM FOR THE TERMINATION OF EMPLOYMENT CONVENTION, 1982 (No. 158) The present report form is for the use of countries

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

Managing Work Performance Policy

Managing Work Performance Policy MWP001 April 2014 Managing Work Performance Policy Policy Number Target Audience Approving Committee MWP001 CCG staff CCG Executive Date Approved 9 th April 2014 Last Review Date April 2014 Next Review

More information

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees Brook Learning Trust Procedure for the Management of Absence & Special Leave for Employees At Brook Learning Trust we bring together our unique academies in our belief in the power of education to change

More information

Capability Policy Teaching staff. Formally adopted by the Governing Body of Mulbarton Primary School On:- 28 th September 2017

Capability Policy Teaching staff. Formally adopted by the Governing Body of Mulbarton Primary School On:- 28 th September 2017 Capability Policy Teaching staff Formally adopted by the Governing Body of Mulbarton Primary School On:- 28 th September 2017 Chair of Governors Glynis Tucker To be updated:- September 2019 Contents (Click

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY SICKNESS ABSENCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/045/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY VERSION DATE

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

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

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

Fixed-Term Contracts Policy

Fixed-Term Contracts Policy Fixed-Term Contracts Policy Responsible Director Director of Human Resources Approved By Area Partnership Forum Equality Assessed We are working to ensure that no-one is treated in an unlawful and discriminatory

More information

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE)

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) DISCIPLINARY AND APPEALS Procedure 1. This procedure does not form part of The Employee s contract of employment, except

More information

Career Break Policy and Procedure

Career Break Policy and Procedure Career Break Policy and Procedure Policy Identification Policy Ownership Department: Human Resources Owner: Head of Human Resources Author: Human Resources, Staff Officer Screening and Proofing Section

More information

LANCASHIRE COUNTY COUNCIL

LANCASHIRE COUNTY COUNCIL LANCASHIRE COUNTY COUNCIL MODEL PROCEDURE FOR THE APPOINTMENT OF SUPPORT STAFF ARISING FROM THE AMALGAMATION, REORGANISATION OR OTHER STATUTORY CHANGE IN DELEGATED SCHOOLS (JULY 2016) 1. INTRODUCTION (c)

More information

your hospitals, your health, our priority ATTENDANCE MANAGEMENT TW10/055 HR COMMITTEE DEPUTY DIRECTOR HR STAFF SIDE CHAIR HUMAN RESOURCES DIRECTORATE

your hospitals, your health, our priority ATTENDANCE MANAGEMENT TW10/055 HR COMMITTEE DEPUTY DIRECTOR HR STAFF SIDE CHAIR HUMAN RESOURCES DIRECTORATE Policy Name: ATTENDANCE MANAGEMENT Policy Reference: TW10/055 Version number : 10 Date this version approved: FEBRUARY 2011 Approving committee: HR COMMITTEE Author(s) (job title) DEPUTY DIRECTOR HR STAFF

More information

ANNUAL LEAVE POLICY 1 INTRODUCTION

ANNUAL LEAVE POLICY 1 INTRODUCTION ANNUAL LEAVE POLICY This policy should be read in conjunction with the information on Maternity, Paternity, Parental, Adoption, and Compassionate Leave and the Time off for Dependants section of the Employee

More information

Guidance on the Statutory Right to Request Time to Train

Guidance on the Statutory Right to Request Time to Train Guidance on the Statutory Right to Request Time to Train 1. Introduction Employees who meet certain criteria have the statutory right to request time to undertake study or training ( time to train ). This

More information

Policy Number SSCSD006. Policy Name. Policy Type Accountable Director Author

Policy Number SSCSD006. Policy Name. Policy Type Accountable Director Author Policy Number SSCSD006 Policy Name Policy Type Accountable Director Author Recommending Committee Approving Committee SUPPORTING POSITIVE ATTENDANCE - Long Term Sickness Absence Procedure Divisional Director

More information

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles Leeds Beckett University aims to provide a healthy working

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

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

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 NEW STATUTORY GRIEVANCE & DISCIPLINARY PROCEDURES Introduction The new statutory minimum grievance and disciplinary procedures come into effect on 01 October

More information

Absence Management Policy

Absence Management Policy Absence Management Policy 1. Policy Statement The University is committed to developing a working environment and working practices which help maintain and improve the health of our employees. As such,

More information

GUIDELINES FOR MAKING A CLAIM AND COMPLETING THE CLAIM FORM

GUIDELINES FOR MAKING A CLAIM AND COMPLETING THE CLAIM FORM GUIDELINES FOR MAKING A CLAIM AND COMPLETING THE CLAIM FORM WHAT DOES THE EMPLOYMENT AND DISCRIMINATION TRIBUNAL DO? The Employment and Discrimination Tribunal (Tribunal) hears cases and makes decisions

More information

Thinking Schools Academy Trust Transforming Life Chances

Thinking Schools Academy Trust Transforming Life Chances Thinking Schools Academy Trust Transforming Life Chances Special Discretionary Leave Policy This policy was adopted on September 2017 The policy is to be reviewed on September 2021 Page 1 of 16 Contents

More information

MODEL EQUAL OPPORTUNITIES AND DIVERSITY POLICY

MODEL EQUAL OPPORTUNITIES AND DIVERSITY POLICY inspired MODEL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Inspired Recruitment embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF

DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF Issue Date:- 8/9/09 Final DEALING WITH HARASSMENT AND BULLYING AT WORK POLICY AND PROCEDURE FOR STAFF 1. Policy statement The College is committed to the elimination of discrimination on the grounds of

More information