Organisational Change Policy P078. Version Date Revision Description Editor Status
|
|
- Quentin Grant
- 5 years ago
- Views:
Transcription
1 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. The master copy is maintained by the author department within the document library on OurSpace. Once printed, this document becomes uncontrolled. Document Version Tracking Version Date Revision Description Editor Status Jan 2011 by Quality & Healthcare Governance on TW May 2011 Deletion of Redeployment Form from Appendices to be replaced with an electronic version approved by MWMG on 6 April 2011 and noted by Q&HCG on 10 May. TW Nov 2011 Administrative amendments agreed and noted by QHCG on 1 November 2011, plus extension of review date to 30 th June 2012 TW Mar 2012 Review date extension to 31 st October 2012 approved by Quality & Healthcare Governance Committee TW Sep 2012 Review date extension to February 2013 approved by MWMG on 8 August 2012 and noted by ESEC on 21 September TW Mar 2013 Revised Draft for consideration at GNG on 29 January 2013 and again on 26 February 2013 where it was agreed. ESEC approved on 8 March KE May 2014 Amended to reflect addition of At Risk Procedure. No change in review date. by Employee TN /06/ of 11
2 Strategy and Engagement Committee 3.0 January 2017 Expiry date extended until 30 April 2017 as agreed by Director of Nursing Head of Compliance /05/2017 Policy extended until 31/10/2017 context of linking to other policies Interim Head of HR /12/2017 Policy expiry date extended to 31/3/2018 Head of HR /06/2018 Extended to end June Head of HR /06/ of 11
3 Table of Contents 1. Introduction Policy Statement Purpose or Aim Scope Principles Underpinning all Organisational Change Processes Changes at Individual and Team Level Major service change Redundancy... Error! Bookmark not defined. 9. Suitable Alternative Employment Roles and Responsibilities Standards Training Monitoring or Audit Definitions Associated and Related Procedural Documents References /06/ of 11
4 1. Introduction 1.1. Avon & Wiltshire Mental Health Partnership NHS Trust recognises and values the contribution of all staff to the work of the organisation. In order to ensure the quality of services and to respond to local needs, it may be necessary to change organisational structures, roles and methods of service delivery from time to time. 2. Policy Statement 2.1. There is an expectation that staff will be flexible in their approach to change and engage fully with the Trust s processes for managing change Where major change projects are being envisaged or there is an anticipated reduction in posts, the Trust will engage fully with trade unions to ensure that all legal requirements for collective consultation are met. 3. Purpose or Aim 3.1. The purpose of this policy is to set out the principles for managing organisational change and to provide procedures and guidance for managing redundancy and redeployment when necessary. The policy also provides for guidance on the processes required for staff transferring into and out of the organisation under the Transfer of Undertakings (Protection of Employment) Regulations The Trust aim is to build on its existing strengths and talent, ensuring that the right people with the right skills are in the right roles. whilst maintaining employment security wherever possible. 4. Scope 4.1. This policy applies to all AWP employees This policy does not apply to bank workers This policy also relates to potential employees of the Trust in that it sets out the principles to be adopted where organisational or service change affect staff joining the Trust under Transfer of Undertakings Protection of Employment Regulations (TUPE). 5. Principles Underpinning all Organisational Change Processes 5.1. The Trust will work in partnership with recognised Trade Unions to manage change in a constructive manner Change processes should be consistent and fair, and where possible, sensitive to the needs of individual staff members All reasonable steps will be taken to avoid redundancies in order to ensure that valuable skills and experience are not lost to the service All change processes will comply with all relevant employment and equality legislation. Advice from HR should be sought where appropriate /06/ of 11
5 5.5. Managers and trade union representatives will provide appropriate support to staff affected by change processes Staff affected by change processes will be provided with information at the appropriate time and have the opportunity for a meeting with their manager at which they may be accompanied by a trade union representative or a work colleague in accordance with the Trust s Right of Staff to be Accompanied Policy 5.7. Appropriate approval must be obtained before initiating an organisational change process All changes to the banding of posts must be considered by a Service Manager at band 8b or above, and where appropriate, be made in accord with the Job Banding Policy. Specific responsibilities may be delegated but the Service Manager will be always accountable for decisions made. 6. Changes at Individual and Team Level 6.1. Where there are individual changes to a job role or work location, these will be discussed with the individual with a view to reaching an agreement. Where an agreement is not reached, more formal processes will be required. Employees may be represented by a trade union representative, and have the right to be accompanied to any meetings in accordance with the Trust s Right of Staff to be Accompanied Policy 6.2. Where there are changes to posts within a team or department and there is no overall reduction in the number of posts, consultation will take place with the individuals affected by the change with a view to reaching agreement. This may entail a preference exercise, with posts being ring fenced within the team and where changes are not significant, individuals may be slotted into suitable new posts within the team. Trade union representatives should be involved in any consultation for significant changes to a team Where there is a change of team base, consideration will be given to the circumstances of individual team members and a view taken about the reasonableness of the change of work base in each case. If it is deemed unreasonable for a member of staff to move to the new base, their post may then be deemed to be at risk and the redundancy/redeployment process should be followed. 7. Major service change 7.1. Where there is a major service change or restructuring being proposed, there will be engagement with trade unions, staff and all other stakeholders Senior managers will undertake consultation with trade union representatives to agree the arrangements for consulting with staff and on and implementing the change For large scale change the processes for both collective and individual consultation processes will be agreed with trade union representatives /06/ of 11
6 7.4. Where it is known that there is a likelihood of more than 20 redundancies, there are statutory provisions for formal consultation with trade unions during which prescribed information must be disclosed and for notifying the Department of Business and Innovation within a set timeframe. 8. Staff whose posts are At Risk 8.1. At Risk : Staff will be placed at risk of redundancy, when it becomes clear that they will not have a substantive post available to them. This may be because: i) There is an overall reduction of posts as a result of a major change exercise, for example where there is a need to close units. ii) iii) The employee has been unsuccessful in finding a suitable alternative post during a restructuring exercise, where there has been ring fencing and/or slotting in. It is not reasonable for the employee to move to a new location based on an analysis of all the circumstances, including the level of seniority of the post and the individual s personal situation. Staff should refer to the At Risk Procedure P Selection Criteria for Redundancy: Where it is necessary to reduce the number of posts, selection criteria which will be used should be considered in the formal consultation process. Both trade union representatives and individual members of staff given opportunity to comment. See Redundancy Procedure P Voluntary Severance: This policy provides for voluntary severance and early retirement. Voluntary severance may be considered subject to any recipients having received independent legal advice concerning a written proposal made by the Trust. Voluntary severance will be subject to a separate agreement between the Trust and staff side representatives, subject to Strategic Health Authority/Treasury approval as required Mutually Agreed Resignation Scheme (MARS): The Trust has an agreed MAR Scheme which it may offer to employees when deemed appropriate., for agreed time periods Time Off To Seek Alternative Employment a) A staff member who is given notice of redundancy has the right, before his or her notice expires, to reasonable paid time off from work in order to look for new employment or arrange any training for future employment. b) Management decisions about the reasonableness of requests for paid time off will be made taking account of service delivery requirements. Requests will not be unreasonably refused /06/ of 11
7 9. Suitable Alternative Employment 9.1. All staff who are at risk of redundancy will be considered for redeployment to any available suitable alternative work. Decisions on the suitability of suitable alternative work will be made in respect of the needs of the service A suitable alternative post need not be at the same pay. Where it is necessary to redeploy an employee whose job is at risk due to redundancy, the Pay Protection Policy will apply The offer of a post one grade below the post at risk (with appropriate pay protection) is generally regarded as a suitable alternative Staff should be offered posts based around their existing working hours where possible. If this is not available and they accept a post on fewer hours, they will be entitled to pay protection in accordance with the Pay Protection Policy It is reasonable to expect that staff in a higher pay band will accept redeployment within a wider geographical area and to a role with greater variation from their original role than staff in lower pay bands Trial Periods a) The purpose of a trial period is to allow both the employee and the service manager to confirm that the employee will be able to undertake the role satisfactorily after reasonable training has been provided. b) All redeployments will be subject to a trial period. This will be of at least four weeks in cases of service change An employee may forfeit their right to a redundancy payment if they do not apply for or accept an offer of suitable alternative employment Maternity Leave and Suitable Alternative Work: An employee who is given notice of redundancy during maternity leave has the right to be offered suitable alternative employment if this is available. She will be given priority for any suitable redeployment opportunities once notice of redundancy has been issued Transfer of Undertakings (Protection of Employment) (TUPE) a) Transfer of Undertakings (Protection of Employment) (TUPE) regulations may apply when services transfer in or out of the Trust. TUPE legislation is complex and the advice of HR should always be sought. The Trust will comply with prevailing regulations and legislation. These provide for staff terms and conditions not being varied because of the simple fact of the transfer of employment. b) Should a situation arise whereby the Trust and the other organisation dispute whether the TUPE regulations apply, the Trust will do all that it /06/ of 11
8 reasonably can to reach agreement through the sharing of legal advice and, if necessary, an offer of arbitration. c) If at the date of transfer an employee continues to object to the transfer and refuse to transfer, they will be deemed to have resigned at that date Grievance and Disputes Concerning Organisational Change Processes Staff retain the right to raise a grievance and/or a Trade Union organisation has the right to raise a dispute through the appropriate procedures. Where a grievance is raised by one individual or a relatively small group, during organisational change, processes in relation to other staff will normally continue. In such circumstances, HR advice should always be obtained. 10. Roles and Responsibilities All Managers will: a) always work in accordance with the Trust s Trade Union Recognition, Facilities and Partnership Working Agreement. b) liaise with trade union representatives at the earliest opportunity c) when providing sensitive and/or confidential information to trade union representative, ensure that it is explicit that the information must be kept confidential, or only shared with agreed parties. d) develop written proposals, action plans, monitoring mechanisms and any required documentation associated with the proposed change e.g. job descriptions. e) engage with staff affected by service change by regularly meeting and corresponding with them on a regular basis though the period of service change. f) facilitate attendance at consultation events for all staff whose security of employment is directly affected by organisational change Managing and Executive Directors will additionally: a) ensure service change is appropriately authorised and managed in accordance with this policy prioritising their active involvement as required Trade Union Representatives will: a) work in accordance with the Trust s Trade Union Recognition, Facilities and Partnership Working Agreement seeking to progress discussions in a timely way for instance by nominating alternatives representatives when project lead representatives are not available /06/ of 11
9 b) will respect the confidentiality of information supplied where it is particularly sensitive and they are asked to do so. c) support the members of their trade unions by correctly interpreting this policy, and supporting and/or representing them in processes including group consultation meetings and, where requested, individual consultation meetings All Staff will: a) participate conscientiously in change processes using the full range of their skills and competencies to complete processes efficiently b) actively pursue opportunities for suitable alternative work, engaging with recruitment processes and registering with NHS Jobs, if they are at risk of redundancy. c) continue to undertake their existing role throughout the process d) demonstrate commitment to agreed training and development plans e) contribute constructively to the functioning of their team (old and new) f) not object to processes generally continuing when this in the interest of the service and they themselves would not suffer a detriment from the proposed change The Director of Human Resources will: a) ensure that the Department for Business Innovation and Skills is appropriately informed of any planned redundancies (see Redundancy Procedure P078) People Directorate Staff will: a) provide advice and support to managers so that agreed procedures are followed; b) compile and maintain required workforce information including equality monitoring; c) co-ordinate relevant aspects of the process both within the Trust and with external organisations where appropriate; d) provide guidance, and where necessary active support, to line managers in their discussions with individual members of staff and Trade Union and staff representatives throughout the process /06/ of 11
10 11. Standards This policy will be measured against the requirements of employment legislation and the best practice expected from a modern health organisation. 12. Training Advice and support on managing change in accordance with this policy will be available from HR representatives and where required, for example, for major change projects, training may be provided to managers as appropriate. 13. Monitoring or Audit Representatives from trades unions formally recognised by the Trust and management representatives have drawn up this policy. Management as part of the review will provide meaningful statistics This policy will be reviewed after 3 years or earlier at the request of either party. 14. Definitions Redeployment is a process that provides for an existing member of staff identified as being at risk of dismissal due to redundancy to have prior consideration for other vacant posts within the Trust Under the Employment Rights Act 1996, a Redundancy situation may arise in the following circumstances: a) The employer ceases or intends to cease to carry on the business in which the staff member was employed; b) The employer ceases or intends to cease to carry on the business in the place where the staff member was employed; and c) The requirements of the business for staff to carry out work of a particular kind have ceased or diminished or are expected to cease or diminish. d) The requirements of the business for staff to carry out work of a particular kind in the place where the employee was employed by the employer have ceased or diminished or are expected to cease or diminish. 15. Associated and Related Procedural Documents Planning for Change Procedure P Formal Consultation Procedure P Redundancy Procedure P Redeployment to Suitable Alternative Work Procedure P Pay Protection Policy /06/ of 11
11 15.6. Relocation Policy Trade Union Recognition, Facilities and Partnership Working Agreement Policy Concerning the Right of Staff to be Accompanied 16. References This policy has been drawn up with reference to current UK and European employment legislation and relevant national terms and conditions /06/ of 11
Induction Policy. Document author Assured by Review cycle. 1. Introduction Policy Statement Purpose or Aim Scope...
Induction Policy Board library reference Document author Assured by Review cycle P091 Head of Learning and Development Quality and Standards Committee 3 Year This document is version controlled. The master
More informationRedundancy 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 informationOrganisational 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 informationREORGANISATION, 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 informationHUMAN 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 informationOrganisational 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 informationHuman 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 informationOrganisational 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 informationOrganisational 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 informationRedundancy 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 informationOrganisational 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 informationEQUITAS 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 informationRedundancy 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 informationRedundancy 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 informationLONDON 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 informationDerbyshire 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 informationRedundancy 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 informationDerbyshire 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 informationSCHOOLS 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 informationManagement 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 informationAcademy 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 informationDiscovery 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 informationPolicy on the Use of Fixed Term Contracts
Policy on the Use of Fixed Term Contracts Date: October 2012 Version number: 1 Author: Senior HR Advisor Document history: Version Control Date Version No: 1 Implementation Date October 2012 Last Review
More informationOrganisational 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 informationDate 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 informationREDEPLOYMENT WITHIN NHSSCOTLAND PIN POLICY
REDEPLOYMENT WITHIN NHSSCOTLAND PIN POLICY December 2014 ii Ministerial Foreword NHSScotland aims to deliver the highest quality healthcare services and, through this, to ensure that we are recognised
More informationLATHOM 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 informationReview 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 informationRedeployment 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 informationThis 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 informationRESTRUCTURE 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 informationFixed 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 informationTRUST 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 informationGuidance 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 informationB 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 informationThis 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 informationPOLICY 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 information1.1 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 informationGateway Ref: Commissioning A Patient-Led NHS. Human Resources Framework for SHAs and PCTs
Gateway Ref: 5832 Commissioning A Patient-Led NHS Human Resources Framework for SHAs and PCTs 1 Contents 1. Introduction 2. Scope 3. Purpose 4. Principles 5. Responsibility for Managing the Changes At
More informationLONGLEY 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 informationRedundancy 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 informationFixed 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 informationRedundancy 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 informationSICKNESS ABSENCE POLICY AND PROCEDURE
SICKNESS ABSENCE POLICY AND PROCEDURE Document Title: Sickness Absence Policy and Procedure Version control: V6.0/2017 Policy Owner: Dawn Haddrick, HR Advisor Approval Process: HR: 17 May 2017 Trade union
More informationUsing Fixed Term Contracts
Using Fixed Term Contracts Date: March 2016 Version number: 2 Author: Senior HR Advisor Review Date: March 2019 If you would like this document in an alternative language or format, please contact Corporate
More informationOrganisation 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 informationPolicy 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 informationPolicy 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 informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies & Procedures
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies & Procedures Maintaining Services During Adverse Weather Conditions and Public Transport Disruption Policy Version.: 3.0 Effective
More informationCardiff 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 informationPay Protection Policy V2.0
V2.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities... 4 5.1. Role of the Chief Executive...
More informationHow 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 informationCareer 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 informationPolicy 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 informationSupporting 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 informationThe 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 informationWork 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 informationStaff 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 informationDocument Type. Sickness Absence Policy. Document Description. Lead Author(s) Associate Director of People and Workforce Development
Document Title Sickness Absence Policy Document Description Document Type Service Application Human Resources Trust Wide Version 2.1 Policy Reference No POL 156 Ashi Williams Lead Author(s) Associate Director
More informationGrievance and Disputes Policy and Procedure
Policy: G1 Grievance and Disputes Policy and Procedure Version: G1/04 Ratified by: Trust Management Team Date ratified: 8 th August 2012 Title of Author: Alan Wishart Title of responsible Director Director
More informationManaging 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 informationA NEGOTIATOR S GUIDE TO RECOGNITION AGREEMENTS
A NEGOTIATOR S GUIDE TO RECOGNITION AGREEMENTS Introduction This guide is intended to provide basic advice on how to structure and negotiate recognition agreements, details on what should be contained
More informationFlexible 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 informationFIXED 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 informationCfBT Schools Trust Trade Union Recognition and Procedural Agreement
Trade Union Recognition and Procedural Agreement Final Agreed CST Trade Union Recognition Agreement Mar 16 TRADE UNION RECOGNITION AND PROCEDURAL AGREEMENT Section Contents Page 1 Definition of Terms 3
More informationManaging 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 informationCAREER BREAK POLICY. Reviewer: Grampian Area Partnership Forum. Signature Signature Signature. Review :
CAREER BREAK POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHS/POL/20/HR Review : This
More informationCareer 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 informationFIXED 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 informationFIXED TERM CONTRACTS
FIXED TERM CONTRACTS Document Status: Version: Approved V1 DOCUMENT CHANGE HISTORY Version Date Comments (ie. viewed, or reviewed, amended, approved by person or committee Approved 19-Sep-2006 Transition
More informationTRUST-WIDE NON-CLINICAL POLICY DOCUMENT. Career Break. Policy Number:
TRUST-WIDE NON-CLINICAL POLICY DOCUMENT Career Break Policy Number: Scope of this Document: Recommending Committee: Approving Committee: HR20 All Employees of the Trust HR Policy Group Executive Committee
More informationWork 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 informationWALSALL HEALTHCARE NHS TRUST. Document Title. Annual Leave Policy. Lead Author(s)
Document Title Annual Leave Policy Document Description Document Type Policy Service Application Trust Wide Version 2.0 Sue Wakeman Human Resources Director of HR Lead Author(s) Change History Version
More informationSUPPORTING 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 informationRedeployment Policy and Procedure
Redeployment Policy and Procedure Policy Scope This policy and procedure applies to all employees where they meet the appropriate circumstances outlined in this document. 1 Introduction 1.1 The University
More informationABSENCE 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 informationDaytime and On-Call Cover Remuneration Policy for Non Training Grade Medical Staff
Daytime and On-Call Cover Remuneration Policy for Non Training Grade Medical Staff Who Should Read This Policy Target Audience Consultants Staff Grades and Associate Specialists (SAS Doctors) Line Managers
More informationCareer 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 informationRatified Date: 28/11/2017
Document Type: POLICY Title: Organisational Change and Redundancy Policy Target Audience: Trust Wide Author / Originator and Job Title: Kerry Scholes, HR Manager Replaces: CORP/POL/255, Version 3.1, Organisational
More informationBISHOP 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 informationRECRUITMENT 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 informationTUPE Policy. TUPE is an acronym for Transfer of Undertakings (Protection of Employment) Regulations 1981.
TUPE Policy A guide to the regulations This brief describes the purpose of the TUPE regulations, what is covered by the regulations, the employer and employee position in a transfer, redundancy and union
More informationJOB EVALUATION POLICY (H11)
JOB EVALUATION POLICY (H11) 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, please
More information(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 informationTrust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012
Grievance and Disputes Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Andrew Maloney (Director
More informationLead Employer Flexible Working Policy. Trust Policy
Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:
More informationAbsence 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 informationOrganisational Change Procedure
SH HR 1.1 Version: 3 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: The Organisational Change Policy and Procedure provides information for staff and managers on organisational
More informationABSENCE 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 informationAll 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 informationAnnual Leave Policy. Nico Batinica, Head of Business Intelligence and HR Systems. Author (s) Leeds Community Healthcare NHS Trust Corporate Lead
Annual Leave Policy Author (s) Nico Batinica, Head of Business Intelligence and HR Systems Leeds Community Healthcare NHS Trust Corporate Lead Sue Ellis Director of Workforce Date approved by Joint Negotiating
More informationCareer 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 informationProbation Policy and Procedure
Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation
More informationSecondary Employment Policy
Secondary Employment Policy Reference Number: 166 Author & Title: Gayle Williams, HR Manager Steve Dunne-Howell, RCN Representative Responsible Directorate: Human Resources Review Date: 4 April 2016 Ratified
More informationWHITELEY 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 informationFlexible Working Policy
Flexible Working Policy Originator Katie Davis Personnel Adviser Lead Director Janet King, Director and Personnel and Facilities Version number 3 Implementation date 2004 Ratified by USC October 2013 Review
More information1March Reviewing Fixed-term Contracts. Section 1: Employee Application for a Permanent Contract
HR Code of Practice 6. Reviewing Fixed-term Contracts Section : Employee Application for a Permanent Contract. Preamble 2. Aim of this section 3. Key points 4. Outline of the procedure 5. Timescales 6.
More informationGrievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff
Grievance and Disputes Policy Who Should Read This Policy Target Audience All Trust Staff Version 3.0 September 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1
More information1 REDUNDANCY SELECTION CRITERIA
Redundancy Selection Criteria Formal consultation on the proposals for the restructure of the Adults & Communities Delivery Unit APPENDIX 1B 1 REDUNDANCY SELECTION CRITERIA Where it is identified that
More information