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Redeployment Policy and Procedure
Employee Guidance
 Purpose, Scope, Principles, Roles &  Trial Period
 How will I be notified?
Responsibilities
 How long will my trial period last?
 Application and Selection







How do I know if I am eligible for
redeployment?
What do I need to do to progress my
redeployment status?
Do I wait for suitable jobs to become
available?
What type and range of jobs will be
available for redeployment
opportunity?
What grades of job can I apply for?
I missed an opportunity to apply for a
job before it went out to external
advert, can I still apply with
preferential status?
What assistance is available to me
during this process?
o Mock Interview Training
o Training Opportunities




How many trials can I undertake?
Can I extend my trial period?
What happens at the end of the trial?
Can a trial period be terminated early?
 Pay Protection

What protection am I eligible to?
 Flexible Retirement

Can I request flexible retirement?
 Excess Travelling and Care Expenses
 Compensation

What grounds can redundancy be
withheld?
 Time off to arrange Training or seek
alternative employment

What additional time off can I have?
Purpose, Scope, Principles and Roles and Responsibilities
(Back to Top)
What is the purpose of the policy?
This policy sets out the arrangements to deal with the redeployment of staff and the
circumstances where action may be taken. The policy is designed to facilitate the
redeployment of staff within the County Council and to provide guidelines on the
treatment of staff that require redeployment.
There will be occasions when the County Council will need to redeploy staff following a
restructure or reorganisation and indeed times when staff will need to be redeployed as
a result of their personal situation; such as following medical advice, domestic
circumstances, professional circumstances or other appropriate circumstance.
Redeployment is a positive action which enables the County Council to retain the skills
and experience of valued employees, as well as meeting legislative requirements.
The redeployment policy and procedure is designed to assist, advise and encourage all
employees requiring redeployment to achieve an appropriate outcome to their situation.
The aim is to ensure consistent and fair treatment for everyone finding themselves in a
situation requiring redeployment.
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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Who does it apply to?
The policy and procedure applies to all employees, (including temporary staff with at
least 2 years service), of Leicestershire County Council where they meet the eligible
criteria.
This policy is not applicable to casual workers or employees based in schools and
colleges with delegated budgets.
What will my manager do when they become aware of my redeployment status?
The manager will support you through the redeployment process themselves or identify
a suitable officer within the Department to do so. This support will include assisting you
in the completion of your redeployment profile, providing advice and guidance as
necessary throughout the process and submitting your profile for job vacancies at your
request.
Application and Selection
(Back to Top)
How do I know if I am eligible for redeployment?
There are two categories of redeployment; ‘At Risk’ and ‘Other’, within each is identified
eligibility for redeployment as follows:

Redeployment – ‘At Risk’.
o Redundancy/Organisational Change.
o Medical Capability.
o Expiry of a Fixed Term Contract (the duration of which must have been at
least two years).
o An apprentice in the last 6 months of training and not employed in a
permanent post. (For posts at Grade 6 or below)

Redeployment – ‘Other’. (Eligibility to be agreed by Director)
o Breakdown of working relationships.
o Change in domestic circumstances. (once all other options have been
explored)
o As advised by a Director.
What do I need to do to progress my redeployment status? (Back to Top)
You will need in the first instance to obtain and read the Employee Assistance Toolkit.
This will assist you in completing the Redeployment Profile, which will need to be
submitted to your line manager or nominated officer. You should ensure you keep a
copy of the profile for reference at interview.
Following this you will receive a copy of the redeployment vacancies list for the duration
of your redeployment status, this list is issued on Thursday afternoon each week.
Additionally and following the list you may receive notification by e-mail of any available
jobs that have been identified as possibly being suitable for you, this would be a simple
matching process (based on grade, hours and location) from details provided by you
within your redeployment profile.
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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Once a job has been identified to you or you have identified a job, you should inform
your line manager / nominated officer of the job details, who will submit your
redeployment profile to the appropriate Recruiting Manager for review / shortlisting.
If your profile meets or comes close to meeting the essential job requirements as
detailed in the person specification you can expect to be interviewed. Should you not
meet the necessary criteria you will receive written explanation from the Recruiting
Manager of the reason for this. Equally, following any interview for the job you will
receive written notification if you have not been successful.
Do I rely on my line manager or HR to identify vacancies for me?
(Back to Top)
Absolutely not; you have a direct responsibility to manage you own career and seek
alternative employment. The County Council will make every effort to assist you in
seeking alternative employment, but you need to be active and timely in this process.
This will include you reviewing the Redeployment vacancies list and regularly checking
advertised positions with LCC. You are also encouraged to review any vacancies in
other local and neighbouring authorities, links to which can be found on CIS. Please
note that preferential status is not available for jobs external to the County Council or to
vacancies within schools.
What type and range of jobs will be available for redeployment opportunity?
(Back to Top)
It is the intention jobs at all grades are initially advertised internally and exclusively to
redeployees. These jobs will be placed on the redeployment vacancies list about one
week before submitting for external advertising. The timeline is therefore quite tight, so
it is important that you progress your application in a timely manner. That said you will
still retain preferential status in most cases for vacancies that have gone to external
advert.
What grade of job can I apply for? (Back to Top)
You will receive preferential status for jobs of an equal grade or below, in competition
with any other employee on the redeployment list at your grade. You may apply for jobs
at a higher grade, but these applications for promotion will be in open competition with
other applicants and you must apply for these jobs with a standard application form. If
you are at risk of redundancy and apply for a job at a lower level, you will be entitled to
pay protection for a period of up to 3 years. For apprentices seeking redeployment,
preferential status will only apply for jobs at Grade 6 or below.
I missed an opportunity to apply for a job before it went out to external advert,
can I still apply with preferential status? (Back to Top)
Yes, in most cases you will retain preferential status for vacancies that have gone to
external advert. This may however be dependent upon the stage in the recruitment
process the vacancy is at, i.e. if the vacancy has closed and shortlisting has already
commenced.
What assistance is available to me during this process? (Back to Top)
In addition to your line manager / nominated officer, you will receive a copy of the
Employee Assistance Toolkit; all employees have access to the Employee Welfare
Service which can provide counselling support and information. In addition there may
also be opportunities to undergo some interview training.
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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Mock Interview Training (volunteers) (Back to Top)
There are opportunities throughout the year for employees to undertake interview
training as part of the Manager’s Recruitment and Selection Training Course. Only
volunteers for this process would be required and you would act as a candidate
undergoing a ‘real time’ interview, this could prove to be invaluable tool, gaining
interview practice in a less pressured environment. Useful feedback is provided to you
by the course tutor. This mock interview training would normally last approximately 2
hours. Priority would be given to ‘at risk’ staff if there are a high number of volunteers.
Training Opportunities (Funding until December 2010) (Back to Top)
To assist redeployees to learn new skills or enhance existing skills, the Council allows
employees’ reasonable time away from the workplace to undertake training courses
which are part of the ‘Response to Redundancy – Getting Back to Work’ programme.
Training is free and covers a variety of different areas including IT, finance and
customer service training and has been designed to ensure employees under threat of
redundancy can access an extensive range of training courses to help them on the next
steps of their career. The flexibility of the program allows employees to work at their
own pace and courses can be delivered in the workplace or on line. Further details can
be obtained from Mandy Baughurst Learning and Development Adviser (3057546).
Trial Period(s)
(Back to Top)
How will I be notified that I have gained a trial period?
Following your interview for a job you will be informed directly by the recruiting
manager. A start date for the trial period will then need to be agreed with your current
line manager, yourself and the manager offering the trial period.
How long will my trial period last?
Trial periods are subject to a statutory four week period, but a longer period up to 12
weeks could be set depending on the nature and complexity of the role. Trial periods
may be extended beyond four weeks, by agreement with the manager and yourself, for
the purposes of retraining only. Any extension will be confirmed to you in writing.
How many trial periods may I undertake? (Back to Top)
There are no limits to the number of trial periods, however it will be limited to the length
of your stay on the redeployment list and any notice period you are subject to. You will
be expected to complete each trial period undertaken.
Can I extend my trial period? (Back to Top)
Trial periods can be extended but this would need to be jointly agreed with the recruiting
manager and would be to cover a period of retraining required to undertake the job.
Trial periods may also be extended if you have had a period of absence during the trial
period; this extension should be equitable to the length of the absence. Any periods of
extension must be confirmed in writing, specifying the date on which the trial period is to
end and setting out the terms and conditions after it ends.
What happens at the end of a trial period? (Back to Top)
For the duration of the trial you will be subject to a number of regular meetings to chart
your progress. At the end of the trial period the following options are available:
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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 Extend the period if retraining is required.
 A contract offer is made following successful completion.
 You will be informed that you have been unsuccessful and will not be offered a
contract for that job.
If the latter option is the outcome, then the options will be:
 ‘At Risk’ Employees - Return to the redeployment list if your notice period has not
been reached and your length of stay on the list has not been exceeded.
 ‘Other’ Category Employees - If your length of stay on the redeployment list has
been exceeded and your Director has not agreed for this to be extended, then
you will return to your substantive post, or your contract will be terminated in
accordance with any notice already issued, depending on the stage reached in
the process.
Can a trial period be terminated early? (Back to Top)
There is a statutory obligation that employers must allow a trial period of at least four
weeks to be undertaken. That said if you consider that you are not suitable for the job,
or the job is not suitable for you, you must discuss this with the manager.
Please give considered thought about terminating any trial period. If, in the view of the
Director, you have unreasonably terminated a trial period any redundancy payment may
be negated and/or your redeployment status may be terminated. The decision as to
whether the refusal is unreasonable will take account of:
 whether you can reasonably be expected to do the work, taking into account your
level of seniority and skills
 whether the terms and conditions are substantially less favourable
 the rate of pay and value of any contractual benefits
 the duties, level of responsibility and status
 the place of work and its proximity to your current workplace (and whether there
is a mobility clause in your contract)
 the number of hours and working pattern
 the working environment.
How will I know how I am progressing during my trial period?
The manager should be conducting regular reviews, at least weekly, to allow them to
make an informed decision at the end of the trial period and to make you aware how
you are progressing – there should be no surprises at the end of your trial period.
What pay will I receive whilst undertaking a trial period?
You will continue to receive the salary that you would normally get in your original post.
Following any appointment, if you are at risk of redundancy then see below regarding
pay protection. If you are a redeployee for a reason other than redundancy then your
salary will be adjusted on appointment to the grade and paypoint of the new post.
Pay Protection
(Back to Top)
What pay protection will I be eligible to?
Pay protection will only be available to you if your job has been put at risk of
redundancy and if the post to which you are to be appointed is one grade lower than
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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you currently hold. In such circumstances and following any successful redeployment
your salary will be protected for 3 years or until the maximum salary for the new post
becomes higher than the frozen post, whichever is earlier. During this period you will
receive no incremental progression or pay award.
If the post to which you are to be appointed is more than one grade lower than your
current grade then your salary will reduce to the maximum of one grade above the
grade of the new post and be frozen as above.
Only salary will be protected and there will be no protection of any other payments (e.g.
allowances, enhancements) and all other conditions of service will be those pertaining
to the new post.
Pay protection will not apply where Flexible Retirement has been agreed.
Flexible Retirement
(Back to Top)
Can I request flexible retirement?
Where eligibility exists all County Council employees who are members of the Local
Government Pension Scheme may request flexible retirement. This will need to be
discussed with your new line manager and further information can be found on CIS.
Losing managers would not be expected to approve any flexible retirement requests
that would need to be honoured by your new line manager.
Please be aware that if any entitlement to pay protection will cease to apply once
flexible retirement has been agreed.
Excess Travelling and Care Expenses
(Back to Top)
What additional expenses am I eligible to claim?
Please see the policy regarding Disturbance.
Compensation
(Back to Top)
I have an entitlement to a redundancy payment, are there any grounds on which
this payment could be withheld?
There are a number of reasons for which any redundancy payment would be withheld:
 If, in the view of the Director, you unreasonably refuse an offer of suitable
alternative employment, including declining confirmation in post, unreasonably
terminating a trial period or refusal to submit an application or redeployment
profile, for a suitable alternative job(s).
 There is no entitlement to a redundancy payment if an employee accepts an offer
of a new contract of employment with this authority, or another employer covered
by the Redundancy Payments Modification Order:

where the offer is made before their redundancy notice expires; and

the new contract is to commence within four weeks of termination.
 If you resigned at any time during a trial period or following successful
appointment to an alternative post then the employment will be considered to
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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have terminated by reason of voluntary resignation rather than redundancy and
no payments will be made.
 If you work beyond the end of the four week trial period (or initial agreed
duration), or any jointly agreed extended period, any redundancy entitlement will
be lost because you will be deemed to have accepted the new employment.
You would be advised in writing of any decision to withhold a redundancy payment.
Time off to arrange training or seek alternative employment
(Back to Top)
Am I entitled to any additional time off work to seek training or employment?
If you are under notice of redundancy you will be granted reasonable time off work with
pay during your notice period to look for new employment, make arrangements for
training for future employment or to attend mock interview training.
This will include time off to attend job interviews, visit an employment agency or job
centre in connection with new employment.
Redeployment Procedure – Employee Guide version 1.0
Last date amended: 00/00/0000
Date created: February 2010
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