HR Update Redundancy

1
HR UpdateRedundancy Redeployment

• Current Practice
• National Position
• Pay Negotiations
• Job Security - No compulsory redundancy
• Collective Consultation prior to individual
  consultation
• Best Practice

2
Model StatuteOrdinances

• Temporary Working Group (TWG)
• Review of employment policies
• Disciplinary
• Grievance
• Redundancy
• Ill health/capability
• JNCC New Structure

3
Current Arrangements

• Fixed Term Contracts
• Collective Agreement with UCU
• Research Staff 4th contract or 6 years service
• Redundancy Policy/Procedure
• Redeployment Policy/Procedure
• Agreed with unions
• All potential redundancy situations
• Need to treat staff on Open Contracts same as
  those on FTCs

4
Redundancy

• Redundancy situation arises when -
• University has ceased or intends to cease to
  carry out work for which employee employed in
  place where employee employed
• Requirements for employees to carry out work of a
  particular kind have ceased or diminished

5
Redundancy

• Consider -
• Pool for redundancy (may include staff on
• fixed-term and open contracts)
• Business case including rationale for
  selection

6
Pool for Redundancy
Funded Research
7
Redundancy

• Principles of fair redundancy dismissal
• Warning currently 3-6 months for FTCs,
  potentially 6 months for FTCs and Open
  Contracts
• Right to Statute
• Right to representation (TU rep or colleague) at
  all formal meetings
• Consultation
• Objective selection criteria
• Fair selection in accordance with criteria
• Alternative employment

8
Redundancy

• Right to trial period
• Reasonable time off to look for work or arrange
  training
• Re-training consider whats reasonable
• Redundancy payment 1 weeks pay for each
  complete year of service after 2 years

9
Procedure for the Management of Redundancy

• Initial informal discussion to issue information
  sheet regarding consultation arrangements
• 2. Letter inviting individual to first
  consultation meeting
• 3. At meeting outline position invite
  individual to make suggestions as to how
  employment could be maintained
• 4. Complete consultation meeting pro-forma
• 5. Send letter to individual confirming outcome
  of consultation meeting

10
Procedure for the Management of Redundancy (cont)

• Follow-up suggestions from consultation meeting
  (interim meetings/discussions)
• Letter to invite individual to second
  consultation/decision meeting
• Review actions and consider representations.
  Confirm employment to terminate
• Letter to confirm outcome of meeting
• Written confirmation from HR of termination date,
  redundancy payment and right of appeal

11
Redeployment

• Employer required to take reasonable steps to
  avoid or minimise redundancy by redeployment
• Suitable alternative employment determined by-
• Nature of work
• Qualifications, skills and experience required
• Aptitude or capability of individual to undertake
  the work
• Working arrangements i.e. hours, shift-work
• Level of responsibility relative to previous role
• Grade and pay
• Location

12
Redeployment

• Staff subject to redeployment given access to
  vacancies before advertised more widely through
  -
• HoDs identifying suitable opportunities for
  re-deployment within department available to
  all redeployees
• Redeployment register/e-bulletin

13
Redeployment Procedure

• As part of redundancy consultation process
  individual informed about redeployment register
• Individual required to register for redeployment
  e-bulletin by sending message to hr-redeployment
  _at_york.ac.uk
• Individual receives regular e-bulletins detailing
  forthcoming vacancies
• Individual advises HR if wish to be considered
  for vacancy and submits CV/application
• CV/application form forwarded to recruiting
  manager

14
Redeployment Procedure

• Recruiting department -
• Shortlist candidate against person specification
• If candidate meets essential criteria arrange
  interview at earliest opportunity
• At interview assess candidate against essential
  criteria
• If candidate meets essential criteria will be
  appointed to post before consideration of other
  candidates
• Provide feedback to unsuccessful redeployment
  candidates