A change in the terms of the employment contract will often be involved, in which case redeployment can only take place with the employee's consent. Acas run practical training courses to equip managers, supervisors and HR professionals with the necessary skills to deal with employment relations issues and to create more productive workplace environments. Redeployment Frequently Asked Questions The following questions and answers try to identify and answer some of the frequently asked questions (FAQs) about redeployment caused through organisational change and the process involved. Redeployment Where possible and if reasonable, the redundant person may be offered a different position within the organisation as an alternative to a redundancy dismissal: this is known as redeployment. This could mean turning down a job because of its location could risk your right to redundancy pay. It is committed to maintaining staff in employment where this is consistent with its overall aims and statutory obligations and this policy outlines the University’s approach to supporting individuals who are subject to redeployment. • A trade union or other representative (employed by the Comhairle) may accompany the employee during any meeting held under the Policy on Medical Redeployment. endobj 74 0 obj This policy follows best practice as provided for by ACAS (Advisory, Conciliation and Arbitration Service). Notifying job vacancies to those subject to redeployment. You can use the Code alongside Discipline and grievances at work: the Acas … 76 0 obj 5) accompany a worker.” (ACAS Code of Practice). 2019-04-03T14:05:52Z They can be found at: acas.org.uk Redundancy is a legal process covered by s.139 of the Employment Act 1996 and due attention and diligence to process is imperative. ‘Redeployment’ is the process of securing suitable alternative employment for an employee who it is identified will be displaced, at a stated future date, from their post as a result of organisational change, or, following application of formal processes relating to capability (whether due to ill-health or performance), or, in advance of the non-renewal of a fixed term contract upon expiry. Instead of being made redundant, you might be able to take another job with your employer if you have redundancy rights (‘suitable alternative employment’). %���� If an employee wants to be moved from their current job they will need to apply for advertised posts in the normal manner. Those staff identified as being at risk of losing their job and who enter the redeployment process to seek suitable alternative employment. That means we keep right up-to-date with today’s employment relations issues – such as discipline and grievance handling, preventing discrimination and communicating effectively in workplaces. This recruitment process must be a fair one. Redeployment is the process of finding suitable alternative employment for an employee at risk of redundancy. You need to tell your employer in writing during the trial period if you think the job is not suitable. If not, you’ll still qualify as redundant and should get redundancy pay. TUPE Redeployment of staff for reasons other than redundancy. The Redeployment Procedure follows ACAS guidance, as well as “Best Practice”. Whether an alternative role is ‘suitable alternative employment’ depends upon a number of factors, including: pay; status; capability; qualifications; location; working environment; hours of work; terms and conditions; nature and content of the role. UK employers take note – the Employment Appeal Tribunal has recently ruled that an employer was obliged to continue paying a disabled employee his full salary even though he had been redeployed into a less well paid role because he could no longer carry out his normal duties as a result of his disability. stream The redeployment process is currently being reviewed and will be updated in due course. This means that, in certain circumstances, dismissal on the grounds of redundancy is not strictly limited to where there has been a cessation or diminution of the work carried out by the dismissed employee. Show. Did you get the information you need from this page? The Redeployment Process Annex E. Making an application for support Annex F. Inclusion in a Programme Leader’s application for support. The Acas Code mainly applies to anyone legally classed as an employee. Reorganisation, Redeployment & Redundancy Procedure 1. To help working relationships, employers might want to use the same procedure for workers. Redeployment in redundancy and disability discrimination issues. 7. The ACAS mandate was applicable only to civil aircraft. endstream This could be due to a musculoskeletal problem or injury, for instance. The new job should also start within 4 weeks of your current job ending. Redeployment Rights . <> If you have a question about your individual circumstances, call our helpline on 0300 123 1100. Redeployment can be an anxious process for employees and employers are expected to provide support to their employees and maintain communication to keep them informed of the procedure and to learn of and respond to their specific concerns. Automating and simplifying administrative features of DoD’s vulnerability and risk management process has reduced the need to hire contractors and freed up DoD personnel who had spent their time doing lower value work, Katzman said. Filter. 5) Nitro Pro 9 (9. The duty to make reasonable adjustments in relation to disabled employees is long established in the UK. Page of 1. If they still do not accept your reasons, call the Acas helpline and we'll talk through your options. The new job should also start within 4 weeks of your current job ending. Redundancy and restructuring. Using the ACAS recommended redundancy plan structure, here are some points to consider that will help manage each stage of the redundancy planning process. Consider: Voluntary Redundancy scheme The movement of an employee into a different role or department within the employer's business or that of an associated employer, often as a means of avoiding dismissal due to redundancy. What happens if an employee's performance or attendance at work needs to be reviewed. %PDF-1.4 If an employer wrongly treats a job offer as a suitable alternative and refuses to pay an employee redundancy pay as a result, the employee may lodge a claim for a statutory and/or enhanced redundancy pay and unfair dismissal. 0. Redeployment. redundancy, sickness, capability. You can obtain Free Expert & Confidential ACAS Code Based Employment Law Advice directly from ACAS by calling 0300 123 1100. The process to be followed in applying for a job. Redeployment. stream Whether a job is suitable usually depends on: The offer of another job should come before your current job ends. If you like, you can tell us more about what was useful on this page. 2.3 Explain the process for planning and managing redeployment. You have the right to a 4-week trial period in an alternative job. x�|�?hQǿ I�V) All you need to know in 30 seconds. Every year Acas helps employers and employees from thousands of workplaces. When you should get a job offer The offer of another job should come before your current job ends. (Please see below Suitable Alternative Employment and appropriate Trust Guidance). If you both agree it’s not working out during the trial period, you can still get redundancy pay. All Discussions only … application/pdf <> 2019-04-03T14:05:54Z Click to view related Acas training and course dates in your area for: Managing change. redeployment process. 3. Redundancy is a legal process covered by s.139 of the Employment Act 1996 and due attention and diligence to process is imperative. =���5{$v]e�s��x JX�c�*�+T>B��T �� Ͱh This duty applies before, during and potentially after a disabled person’s employment, including where the employee is among a group of employees facing redundancy. follow a full and fair procedure in line with the Acas Code of Practice on disciplinary and grievance procedures; make a decision that's balanced, consistent and as fair as possible; If you do not, the employee could make a claim for unfair dismissal, even if the reason you dismissed them was valid. If as a result of restructuring, organisational change, ill health, disability or lack of capability to perform your current role it may result in your employment coming to an end and the Trust will follow the redeployment process. A fellow worker is someone employed or managed by the Trust. The process to be followed by the recruiting manager Staff at Risk . They can be found at: acas.org.uk. totingere20 Have an informal chat with your employer and ask them why they do not accept your reasons. 7. o��p$աҤiSbHSc�Kz��\{�;�]�v���Cu��8Gqppp*�"�c�N)���0��w��ߟ����T-K0�i8��M��K�ldA�YU���bq�c��_��3$�� ���‚6$:F�>_py��9�o9�C|�e�QU�-�(��ď���xe�Un+��ėKP�@�x���ݞ{IJ�j�g�'U[iSm�;��N�:y�זm`�9pz��E� �*��d_�/y��>صd“�P Redeployment The process of supporting employees to find suitable alternative roles within the Trust when their own role is At Risk. One exception is Germany, where the January 2005 deadline included “military transport aircraft”, but the German authorities put in place transitional arrangements and an exemption process.