Registered Redundancy Policy

Size: px
Start display at page:

Download "Registered Redundancy Policy"

Transcription

1 Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of Absence Policy Grievance Policy Procedure for Leaving Supervision and Appraisal Legislation relating to this policy Trade Union and Labour Relations (Consolidation) Act 1992 Collective Redundancies and transfer of Undertakings (Protection of Employment) (Amendment Regulations 2014 Employment Rights Act 1996 Information and Consultation of Employees Regulations 2004 Equality Act 2010 Date of Last Review July 2014 Date of last review New Policy May 2015 Date of next Review May 2016 Responsible for Policy Review Human Resources Department Addendum: Where this Policy and its Appendices/Formats states Contract Manager it also relates to the Service Manager. And where the title of Service Co-ordinator and Housing Support Co-ordinator appears - this relates to Support Manager. 1

2 INDEX: Policy Statement... Page 3 Scope... Page 3 Principles... Page 3 Policy Aim... Page 4 Avoiding compulsory redundancies... Page 4 Statutory Redundancy Pay... Page 5 Consultation... Page 5 Voluntary Redundancy... Page 6 Suitable Alternative Employment (Redeployment)... Page 7 Compulsory Redundancy Procedure... Page 9 Appeals Procedure... Page 11 Further Provisions under this policy... Page 12 Appendix 1 Selection Criteria Matrix for Compulsory Redundancy... Page 13 2

3 1. Policy Statement Community Lives Consortium (the Consortium) is committed to creating as secure an employment environment as possible by means of effective business, service and staff planning. However, the continued economic sustainability of the Consortium needs to be maintained and changes in organisational requirements may affect staffing needs. The Consortium will, in consultation with employees and Unison, seek to minimise the effect of redundancies through dedicating time and effort to finding alternative employment within the organisation for affected employees. Where compulsory redundancies become unavoidable the Consortium will manage the redundancy process in the most fair, consistent and sympathetic manner possible. This policy has been agreed with Unison and will be reviewed from time to time to ensure that it reflects our legal obligations and business needs. This policy does not form part of any employee s contract of employment and can therefore be amended at any time in consultation with Unison. 2. Scope This Policy applies to all employees of the Consortium, whether full time or part time. 3. Principles Redundancy only arises in three narrowly defined circumstances. These are; either there has been, or there is going to be: a closure of the business a closure of the workplace a diminution in the need for employees Where an employee affected by redundancy is recognised as a Representative of Unison, the Consortium will notify Unison s Regional Office. In carrying out any redundancy exercise the Consortium will not discriminate directly or indirectly on grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age. Part-time employees and those working under fixed-term contracts will not be treated differently to permanent, full-time comparators. The Consortium will comply with the statutory reporting requirements of the Secretary of State should the numbers of potential redundancies indicate that this is necessary. 3

4 4. Policy aim The Consortium will always try to avoid the need for compulsory redundancies, however sometimes this may be necessary as a result of changes to the pattern or volume of our work; changes to service delivery or methods of working or a reduction in funding, which result in the need for the number of employees reducing. The purpose of this policy is to ensure that, whenever a reduction in employee numbers may become necessary, that: (a) (b) (c) (d) we communicate clearly with all affected employees and ensure that they are treated fairly; we try to find ways of avoiding compulsory redundancies; we consult with employees and with Unison; and any selection for compulsory redundancy is undertaken fairly, reasonably and without discrimination. The Consortium needs to retain those employees best able to meet the future business needs of the Company. Therefore fair and equitable selection criteria will be used to determine those employees who will fulfil those needs, please see Appendix 1 for Selection Criteria. 5. Avoiding compulsory redundancies Where the Consortium is proposing to make redundancies we will enter into consultation with all affected employees on an individual basis and also with Unison. In the first instance we will consider steps that might, depending on the circumstances, be taken to avoid the need for compulsory redundancies. Examples of these steps may include: Reviewing the use of agency staff, self-employed contractors and consultants. Reducing spending in other areas of the business. Restricting recruitment within the affected categories of employee and in those areas into which affected employees might be redeployed. Reducing overtime in affected areas or departments to what is needed to meet contractual commitments or to provide essential services. Natural wastage i.e. not filling existing and future vacancies in an attempt to reduce staffing levels. Cessation of the use of Casual Support Workers. Freezing salaries for a specified period. Considering the introduction of short-time working or other flexible working arrangements, where these are practicable. Identifying suitable alternative work that might be offered to potentially redundant employees. Inviting applications for voluntary redundancy. In all cases the acceptance of a volunteer for redundancy will be a matter of the Consortium s discretion and we reserve the right not to offer voluntary redundancy terms or to refuse an application where it is not in the interest of the Consortium to do so. 4

5 The above list is indicative only and measures to avoid compulsory redundancies may not be restricted to those listed. Any measures adopted must not adversely affect the business of the Consortium and our ability to serve our customers. 6. Statutory Redundancy Pay Employees may be entitled to redundancy payments if they have been continuously employed for at least 2 years and are dismissed for the reason of redundancy: Statutory Redundancy Payments for affected employees, with 2 or more years continuous service with the Consortium, are calculated on the basis of: 0.5 week's pay for each full year of service while they were under 22 1 week's pay for each full year of service while they were 22 or older, but under week's pay for each full year of service while they were 41 or older. Employees can only count a maximum of 20 years' service and the 'weekly pay' is subject to an upper limit. The weekly pay and maximum redundancy award limits are set by the government each year. Redundancy payments will be calculated in accordance with employee's actual rates of pay at the time of the redundancy using the statutory calculations in force at the time of the redundancy. The Consortium may enhance redundancy payments subject to the economic and financial situation at that time. Consideration may also be given to making a redundancy payment to affected employees with less than 2 years continuous service. This will be entirely discretionary and no decision made at the time of a particular redundancy will imply a precedent for future exercises. Redundancy payments are not subject to Tax and National Insurance. Tax and National Insurance will be deducted from other termination payments, eg payment in lieu of notice or accrued but not taken holiday pay. 7. Consultation The Consortium will consult with Unison and all affected employees with a view to reaching agreement on ways of: Avoiding compulsory redundancies. Reducing the numbers of employees to be made redundant. Mitigating the consequences of those redundancies e.g. time off for job seeking, redundancy counselling etc. 5

6 The aim of consultation is to provide the opportunity for all concerned to share the problem and explore options. Good cooperation between Unison, managers and employees will aid better decision making. The duty to consult applies even when the employees to be made redundant are volunteers. The Consortium will consult with employees whether they are members of Unison or not, and all affected employees will be consulted with on an individual basis. Consultation will begin in good time but must begin: at least 30 days before the first dismissal is due to take effect if 20 to 99 employees are to be made redundant within the Company over a period of 90 days or less at least 45 days before the first dismissal is due to take effect if 100 or more employees are to be made redundant within the Company over a period of 90 days or less. The Consortium is committed to the principle of consultation, and will therefore consult with Unison and potentially affected employees if redundancy is being considered, this includes where less than 20 employees are affected. At the beginning of the formal consultation process, the Consortium will provide, in writing, the following information to the potentially affected employees and to Unison: reasons for the proposed redundancies numbers and descriptions of employees affected proposed method of selecting the employees who may be dismissed proposed method of carrying out the dismissals, taking account of any agreed procedure, including the period over which the dismissals are to take effect how redundancy payments will be calculated. During the consultation process, CLC Unison Representatives will be given access to those members potentially affected by the redundancy. They will also be provided with facilities and reasonable time off with pay in order to carry out their consultative role, in accordance with the Facilities Agreement between the Consortium and Unison. Where it is considered that a job role is no longer required, or where it is identified that a reduction in the number of employees performing a job role is required, the employees performing those roles will be informed in writing that they are at risk of redundancy. 8. Voluntary Redundancy To avoid the need for compulsory redundancies, the Consortium will firstly consider inviting employees to volunteer for redundancy. Requests for voluntary severance will be accepted solely at the reasonable discretion of the Consortium. In considering such requests, the Consortium will be guided by the Company's interest and financial considerations and the need to retain essential skills and knowledge. 6

7 The selection criteria for accepting requests for voluntary redundancy will be devised by the Management Team. Dependent on the job role this will be: - For Operational Departments - Contract Managers, Director of Operations and Human Resources Manager. - For Central Departments - the Department Head, Deputy Chief Executive and Human Resources Manager. The criteria will reflect the need to retain the essential skills and knowledge required for the future of the Consortium. Employees considered for voluntary severance may be eligible to receive a severance payment. In cases of voluntary severance the terms of any enhancement to the Statutory Redundancy payment will be made at the Consortium s discretion and may vary depending upon the circumstances of each redundancy proposal, taking account of the economic and financial situation, equality and value for money as appropriate. The Consortium will consult with Unison on the terms of each scheme for voluntary severance under each redundancy proposal. The Consortium reserves the right to reject volunteers in order to preserve skills and experience, and in the interests of retention of a balanced workforce to meet the future needs of the Consortium. If insufficient numbers volunteer or if insufficient numbers are accepted by the Consortium for voluntary redundancy then a fair, consistent, objective and non-discriminatory selection procedure for Compulsory Redundancy may be undertaken by the Consortium based on the criteria stated below. 9. Suitable Alternative Employment (Redeployment) The Consortium has a statutory duty to provide suitable alternative employment for redundant employees. The Consortium will continue to look for and inform affected employees of any vacancies until their termination dates. Alternative employment may be offered subject to a trial period where appropriate. Redeployment The Consortium will consider whether the employees potentially affected by redundancy can be offered any suitable work that may be available. If alternative work is available, information will be provided, in writing, about the work (remuneration, job role, location etc) to enable the employee to consider whether to accept the work or not. Eligible employees will be those whose posts have been formally identified as provisionally redundant, at risk, or those who have received formal notice of redundancy. The redeployment 7

8 procedure seeks to ensure that eligible employees are assisted to obtain suitable alternative posts within the Consortium. In seeking to provide suitable alternative employment, consideration will be given to the comparability of the new position with that previously held, in terms of grade, salary and hours of work. It is acknowledged that exact matches may not be possible; therefore flexibility and an openminded approach will be necessary from both employees and management. During the Redundancy process, any provisionally redundant or at risk employees who may satisfy the essential selection criteria for a vacancy, and where redeployment is being contemplated, or those who could satisfy these criteria with reasonable retraining, should be considered for any suitable vacancies that may arise. Where it is unclear whether the employee could satisfy the essential selection criteria for selection for interview, with or without retraining, they will be offered the opportunity for interview regardless. Should more than one employee be suitable for redeployment into an alternative post, the vacancy will be notified to all those at risk. Such vacancies will be ring-fenced for those affected by redundancy. Identified employees will be interviewed for the vacancy to assess their suitability. The interview panel will consist of more senior managers in the line management structure to the vacancy being filled. If an employee is unsuccessful at interview, written reasons will be provided to him/her indicating why an offer of the opportunity to be redeployed to this vacancy is not appropriate. Where an at risk employee is successful at interview they will be offered the opportunity to be redeployed to the new position, subject to a statutory four week trial period. The four week trial period can reasonably be extended by mutual agreement if it is considered that the employee could fully satisfy the essential selection criteria with a reasonable level of retraining. The nature, extent and opportunities for gaining such retraining will be agreed with Contract Manager or Department Head in discussion with the Director of Operations or Deputy Chief Executive, the employee and Staff Development Manager. Employees accept as a condition of their redeployment to undertake appropriate retraining as deemed necessary by the Consortium. The employee will be successfully redeployed to the new position subject to satisfactory completion of their trial period. A Performance Assessment will be conducted by the Contract Manager, Director of Operations, Department Head or Deputy Chief Executive to assess whether or not the employee meets the essential requirements of the role. 8

9 Where an employee is successfully redeployed into an alternative vacancy, the terms and conditions will be in accordance with the standard terms and conditions and salary for the vacancy in question. Employees who are redeployed will receive a written statement of their new terms and conditions and their continuity of service will be protected. Where a new post is offered it will not normally be appropriate for the Consortium to seek to terminate a trial period prematurely. However, following appropriate consultation between the employee, the Contract Manager or Department Head, the Director of Operations or Deputy Chief Executive and the Human Resources Manager, trial periods may be terminated by the Consortium at any time during the period if the redeployment is not considered successful for reasons arising directly from the change in role. If the trial period is unsuccessful and is ended by the Consortium, the employee will be dismissed for the reason of redundancy and, if eligible, will be entitled to receive a redundancy payment. If the employee is not informed that the redeployment has been unsuccessful before the end of the trial period, the post must be confirmed. Following appropriate consultation, the employee may terminate a trial period at any time where there are valid grounds that it is considered unsuccessful. In these circumstances the employee will be dismissed for the reason of redundancy and, if eligible, will be entitled to receive a redundancy payment. If the employee continues to work after the end of their trial period, they will be deemed to have accepted the new role, and will be treated as not having been dismissed and thereafter would have no right to a redundancy payment. Any employee who has received formal notice of redundancy and who unreasonably declines an offer of suitable alternative employment or unreasonably terminates a trial period in that employment, will normally forfeit the right to redundancy pay. If, after applying this procedure, no suitable candidates who are affected by redundancy are identified, only then will the vacancy be advertised. Employees who are redeployed and working under a Right to Request Flexible Working Agreement are advised that they would be required to reapply for their flexible working, since flexible working arrangements do not transfer from post to post. Requests will not be unreasonably refused. Where there is a dispute over the reasons for non-selection for interview or redeployment, the suitability of alternative employment, or where a trial period is considered to have been terminated unreasonably by the Consortium, the matter will be reviewed in accordance with the Consortium s Grievance Policy. 10. Compulsory Redundancy Procedure Selection criteria and procedure To determine which employees are to be selected for redundancy, a matrix will be used for each employee in the at risk pool. This matrix will score each individual on set criteria. The selection criteria are weighted to reflect their relative importance. An example of a selection matrix can be 9

10 found at Appendix 1. A new selection matrix will be prepared and agreed for each exercise dependent upon the constituents of the at risk pool. The selection criteria may include: Skills and competencies (Standard of work) Qualifications Flexibility Absence (in previous 2 years) Disciplinary record Employees will not be selected for redundancy on the basis of criteria unrelated to their role or employment or any ground contrary to good employment practice, e.g. on grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age. Part-time employees and those working under fixed-term contracts will not be treated differently to permanent, full-time comparators. Should it become apparent that a person with a disability is at risk of redundancy, the Consortium will consult with the Occupational Health Service when determining suitable alternative employment. Disability related or pregnancy related absences will be disregarded when absence scores are calculated and will not be considered as part of the selection for redundancy. Absences will be considered over the previous two years. The matrix will be completed for each employee in the at risk group by a panel of 3, including representation from the Human Resources Department. Dependent on the job role in question, the panel will consist of 3 of the following: - Contract Managers - Department Heads - Director of Operations - Director of Business and Finance - Deputy Chief Executive - Human Resources Co-ordinator - Human Resources Manager Assessments must be objective and, wherever possible, supported with documented and verifiable evidence. Additional information to support the scores will be gathered from as wide a range of sources as possible. Detailed notes must be kept at all stages of the assessment process so that these can be referred to in the event of an appeal. Preconceived opinions regarding an employee must not be allowed to influence the assessment. There must be no discrimination on unlawful grounds and the Consortium s Promoting Equality and Fair Treatment at Work Policy must be adhered to. Scores must be justifiable at appeal. 10

11 Employees will be selected for redundancy on the basis of a points system. Employees with the highest scores will be selected for redundancy. We will then consult individually with those employees who have been provisionally selected for redundancy. Notice of redundancy Following consultation and where compulsory redundancy is required, affected employees will be issued with a formal notice of their redundancy. The redundancy notice will contain: - their selection score - the date their employment will be terminated. - details of their redundancy payment. - whether or not they will be required to work their notice period in accordance with their contract of employment. - If applicable, how many weeks payment in lieu of notice they will receive. - If applicable, how many hours holiday pay they will receive. - Their right to a reasonable amount of paid time off work to secure alternative employment elsewhere. - Details of the Employee Assistance Programme. Employees who are selected for redundancy will be given their contractual notice before their employment ends. The contractual notice periods are: one week's notice if the employee is on their probationary period. one month notice during the first four complete years of continuous employment. Employees with more than four continuous year s service will receive one week s notice per completed year s service, up to a maximum of 12 week s notice for 12 or more year s continuous service. This minimum may be varied in individual cases dependent on their individual terms and conditions of employment. The Consortium reserves the right to make payments in lieu of notice to employees under notice of redundancy, however employees under notice of redundancy may be required to continue working up to the date on which their formal notice expires. Where an employee wishes to terminate their employment before the end of their formal notice issued by the Consortium, they may do so upon providing their written notice under the terms of their contract of employment. The redundancy payment will be made at the end of either the employer s or the employee s notice period. 11. Appeals Procedure Employees wishing to appeal against selection for redundancy must do so in writing within five working days of receipt of their formal redundancy notice, clearly stating the grounds for their appeal. 11

12 Appeals must be sent to the Human Resources Manager who, in consultation with the Deputy Chief Executive, Director of Operations or Director of Business and Finance, will consider the Appeal. The decision of the Appeal panel will be final. 12. Further provisions under this policy In accordance with statutory provision, the Company will provide employees who are under notice of redundancy a reasonable amount of paid time off to look for alternative employment and to attend job interviews outside of the Consortium. Time off must be authorised by their line manager prior to the event. The Consortium will provide support and counselling via the Employee Assistance programme for all employees throughout the change period. Employees who are dismissed under the Consortium s Disciplinary Policy whilst under notice of redundancy will forfeit any entitlement to a redundancy payment, regardless of whether the redundancy was to be voluntary or compulsory. If any monies are owed to the Consortium by any employee at the time of their redundancy e.g. through a Learning Loan, the Purchase of Additional Annual Leave, a salary advance, salary overpayment etc. then the total amount owed to the Consortium will be deducted from their final salary payment on termination of their employment. 12

13 APPENDIX 1 - Selection Criteria Matrix for compulsory redundancy EMPLOYEE S NAME: JOB TITLE: SELECTION PANEL: NAME: JOB TITLE: NAME: JOB TITLE: NAME: JOB TITLE: Please refer to the following documents and sources of information when using this matrix: - Supervision records and appraisal documents - Training and qualification record - Absence record - Disciplinary record * Employees with the highest scores will be selected for redundancy. CRITERIA SCORE WEIGHTING (Multiply by) TOTAL Skills and Competencies (Standard of work) x 3 Qualifications x 3 Flexibility x 2 Absence, in previous 2 years (do not include pregnancy, maternity, disability and family friendly related) x 2 Disciplinary record x 1 TOTAL SELECTED FOR REDUNDANCY: YES / NO SIGNED BY PANEL: Signed: Name: Signed: Name: Signed: Name: 13

14 SELECTION CRITERIA SCORE GUIDE CRITERIA SCORE Skills and Competencies (Standard of work) Has insufficient skills in the current role and requires close supervision 4 Displays some of the competencies required for the role, requires additional supervision and support 3 Displays competence in most aspects of current role but requires some supervision 2 Displays full competence in current role 1 Qualifications (in accordance with Care Council Qualification Framework) Unregistered or no units completed 4 Less than half of the required units completed towards full qualification 3 More than half of the required units completed towards full qualification 2 Fully qualified for role 1 Flexibility Not flexible 3 Flexible in some aspects of the role 2 Fully flexible in all aspects of the role 1 Absence (in previous 2 years - do not include pregnancy or disability related) Unacceptable levels of absence within this period 5 High level of absence within this period 4 Some absence within this period 3 Low absence within this period 2 No absence within this period 1 14

15 Disciplinary record Demoted within the last 12 months 5 Currently on a Final Written Warning 4 Currently on a First Written Warning 3 Currently on a Verbal Warning 2 No disciplinary action taken (during the previous 12 months) 1 Weightings are applied to each of the criteria to reflect the ability of the person to meet the full requirements of the role in line with the Consortium s future objectives. Weightings and maximum scores: CRITERIA WEIGHTING MAXIMUM SCORE Skills and Competencies (Standard of work) x 3 12 Qualifications x 3 12 Flexibility x 2 6 Absence (in previous 2 years - do not include pregnancy or disability related) x 2 10 Disciplinary record x 1 5 MAXIMUM SCORE 45 These weightings reflect the Company's requirements to meet its primary business targets as well as the need to maintain a balanced workforce. Employees with the highest scores will be selected for redundancy. confirmed and formal notice of redundancy will be issued. Where selection has been 15

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

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

More information

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

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

More information

Reorganisation and Redundancy Policy for Further Education employees

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

More information

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

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

More information

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

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

More information

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

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

More information

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

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

More information

ENERGY COAST UTC REDUNDANCY POLICY

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

More information

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

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

More information

SECURITY OF EMPLOYMENT (REDUNDANCY POLICY)

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

More information

Redundancy Policy and Procedure

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

More information

Saint Robert Lawrence Catholic Academy Trust Redundancy Policy

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

More information

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: Avoidance and Handling Policy and Procedure

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

More information

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

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

More information

Redundancy Policy Introduction

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

More information

LONGLEY PARK SIXTH FORM COLLEGE REDUNDANCY POLICY AND PROCEDURE

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

More information

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

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

More information

REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE

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

More information

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

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

More information

REDUNDANCY MANAGEMENT

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

More information

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

Organisational Change

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

More information

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

MANAGEMENT OF CHANGE POLICY

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

More information

The Athelstan Trust Policy

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

More information

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

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

More information

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

Managing Workforce Change and Staff Reduction

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

More information

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

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

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

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

More information

Redundancy Policy. Review date: March Revision date: March Date of meeting: 18 July 2016

Redundancy Policy. Review date: March Revision date: March Date of meeting: 18 July 2016 Redundancy Policy Originator Jane Doughty Review date: March 2016 Revision date: March 2019 Approved by: Personnel Committee Date of meeting: 18 July 2016 Name of Chairman: Marion Miles Approved by: Board

More information

Constantine Primary School. Redeployment and Redundancy Policy

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

More information

C18 Restructure and Redundancy Policy

C18 Restructure and Redundancy Policy C18 Restructure and Redundancy Policy Contents: Page 1. Introduction 1 2. Planning and Preparation 2 3. Consultation 3 4. Final Arrangements 4 5. Appointments 4 6. Pay Protection 4 7. Redundancy 5 8. Appeal

More information

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

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

More information

nov Redundancy (Policy & Procedure)

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

More information

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

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

More information

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

Huddersfield New College Further Education Corporation

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

More information

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

Redundancy and Restructuring Policy

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

More information

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

VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE

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

More information

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

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

More information

SECTION H Guide to Managing Collective Redundancies

SECTION H Guide to Managing Collective Redundancies SECTION H 2017-2020 143 144 2017-2020 H1 Legislation ------------------------------------- 146 H2 Requirement to Notify Government ----- 146 H3 Redundancy Payments -------------------- 146 H4 Definition

More information

Reorganisation and Redundancy Policy and Procedure. Approved by: Trustees

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

More information

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

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

More information

Restructure Policy and Procedure

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

More information

Redeployment & Redundancy Policy

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

More information

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

Redeployment Policy & Procedure

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

More information

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

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy June 2013 Equal Opportunities Policy Issue date June 2013, Revision date June 2014 1 Contents 1. Policy statement... 3 2. Aim and purpose of the policy... 3 3. Scope of policy...

More information

Wales Council for Voluntary Action Supporting charities, volunteers and communities

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

More information

Our Lady of Mercy Catholic Education Trust. St Anthony s Girls Catholic Academy

Our Lady of Mercy Catholic Education Trust. St Anthony s Girls Catholic Academy Our Lady of Mercy Catholic Education Trust St Anthony s Girls Catholic Academy Policy type: Policy: M.A.T. Redundancy Policy Ratified by MAT Directors: December 2018 Head Teacher signature: Chair of Directors

More information

Redundancy Policy and Procedure

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

More information

Equal Opportunities (Staff) Policy

Equal Opportunities (Staff) Policy Equal Opportunities (Staff) Policy Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust on 25/07/13 Policy consulted on with Unions on 25/07/13 Policy

More information

POLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES

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

More information

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

Equal Opportunities and Diversity Policy Statement

Equal Opportunities and Diversity Policy Statement Equal Opportunities and Diversity Policy Statement EQUAL OPPORTUNITIES AND DIVERSITY POLICY STATEMENT We are committed to and support the principle of equal opportunities in employment and in the provision

More information

REDUNDANCY POLICY AND PROCEDURE (affecting less than 20 employees)

REDUNDANCY POLICY AND PROCEDURE (affecting less than 20 employees) Adopted: 25 th April 2017 REDUNDANCY POLICY AND PROCEDURE (affecting less than 20 employees) 1 Introduction Age UK Cambridgeshire & Peterborough(AUKCAP) is committed to seeking security of employment for

More information

Redeployment Police Staff (Policy & Procedure)

Redeployment Police Staff (Policy & Procedure) 1 Redeployment Police Staff (Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be published on Force Website HR Operations Head of HR Operations

More information

Equal opportunities policy

Equal opportunities policy Equal opportunities policy 1. Policy statement 1.1 The Company is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY STATEMENT

EQUAL OPPORTUNITIES & DIVERSITY POLICY STATEMENT EQUAL OPPORTUNITIES & DIVERSITY POLICY STATEMENT Policy statement The Company is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment

More information

Redundancy & Reorganisation Policy

Redundancy & Reorganisation Policy Redundancy & Reorganisation Policy Signature: Name:.. Chair of Governors Signature: Name:.. Executive Headteacher Date: Date:. March 2016 Reviewed February 2017 SECTION CONTENTS PAGE 1. Introduction 3

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

Learning Accord Multi Academy Trust. Redundancy Policy

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

More information

Redeployment Policy and Procedure

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

More information

8. EQUAL OPPORTUNITIES POLICY

8. EQUAL OPPORTUNITIES POLICY 8. EQUAL OPPORTUNITIES POLICY 1. POLICY STATEMENT 1.1 (referred to as the Club) is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment

More information

Redeployment Policy. 1. Policy Statement. 2. Scope

Redeployment Policy. 1. Policy Statement. 2. Scope Redeployment Policy 1. Policy Statement 1.1. Teesside University recognises that continuous improvement and innovation will enable the University to meet ongoing transformation and challenges in the Higher

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

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Cheshire Academies Trust Cheshire Academies Trust This policy was written in November 2015 by the Trustees in line with Bowne Jacobson HR guidance. The Board of Cheshire Academies

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Author/owner: Principals/Directors Date adopted: Summer 2016 Anticipated review: Summer 2019 Contents 1. Introduction... 3 2. Scope and purpose... 3 3. Roles and responsibilities...

More information

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

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

More information

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

MODEL STAFFING REVIEW & REDUNDANCY PROCEDURE

MODEL STAFFING REVIEW & REDUNDANCY PROCEDURE MODEL STAFFING REVIEW & REDUNDANCY PROCEDURE Background 1. Scope This procedure shall apply to all employees employed by the Governing Body of Catholic Voluntary Aided School. 1. Definition of Redundancy

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy ADOPTED BY TRUSTEES: 14 TH JULY, 2016 Page 1 of 8 Contents 1. Introduction... 3 2. Scope and purpose... 3 3. Roles and responsibilities... 4 4. Forms of discrimination...

More information

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy [Company Name] Drafted by Solicitors Contents Clause 1. Policy statement... 1 2. Who is covered by the policy?... 1 3. Who is responsible for this policy?... 1 4. Scope and purpose

More information

Document Title: Redundancy Policy. Version control: V1/2014/ HR001. Policy Owner: Human Resources. Approval Process:

Document Title: Redundancy Policy. Version control: V1/2014/ HR001. Policy Owner: Human Resources. Approval Process: APPENDIX 1 COUNCIL 11/7/14 Document Title: Redundancy Policy Version control: V1/2014/ HR001 Policy Owner: Human Resources Approval Process: UMAG: 16th June 2014 Equality Impact Assessed: 17th June 2014

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

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

2.2 Redeployment Ahead of Redundancy Scheme Launch

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

More information

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

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

More information

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

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

More information

Equal Opportunities and Dignity at Work Policy

Equal Opportunities and Dignity at Work Policy RIVERSIDE SCHOOL Equal Opportunities and Dignity at Work Policy APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER 1. Policy statement Riverside School is committed to promoting equality of opportunity

More information

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

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

More information

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

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

More information

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

Flexible Working & Working Time Policy

Flexible Working & Working Time Policy Flexible Working & Working Time Policy Policy Number Target Audience Approving Committee FW001 CCG staff CCG Executive Date Approved January 2014 Last Review Date July 2016 Next Review Date Policy Author

More information

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy Approved by the Board: 2 December 2011 Contents Clause Page 1. Policy statement... 1 2. Who is covered by the policy?... 1 3. Who is responsible for this policy?... 1 4. Scope

More information

BRITANNIA BUSINESS MANAGEMENT SYSTEM Equal Opportunities Policy

BRITANNIA BUSINESS MANAGEMENT SYSTEM Equal Opportunities Policy COMPANY POLICY STATEMENT Britannia committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make best

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