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Meaning: The withdrawal and redistribution of forces in an attempt to use them more effectively Classified under:

To move (military forces) from one combat zone to another. 2. To shift (something) from one place or use to another for greater effectiveness: redeploy the company's e withd4.11 Redeployment Procedure General Staff Page 1 of 3 This procedure supports the process for redeployment and applies only to those staff who have an entitlement to redeployment provided for in their terms and conditions of employment. Definitions Displaced staff member means a staff member whose position has been made redundant. Retrenched means the termination of the employment of a displaced staff member. Redeployed means a displaced staff member is found suitable alternative employment within the University. Procedure 14.11.A Where a staff member has not been transferred into a position in a new structure following the finalisation of a workplace change process, they will be advised that their position is redundant. 14.11.B The displaced staff member will have ten (10) working days from the date of receipt of the letter advising that their position is redundant, to elect to be redeployed or retrenched. 14.11.C Where a staff member elects to be considered for redeployment, the University will take all reasonable steps to identify a position within the University to which the displaced staff member may be redeployed. 14.11.D A redeployment period of a maximum of six (6) months will

commence from the date when the notice of election is received in Human Resource Services. 14.11.E A displaced staff member who has elected to be considered for redeployment may not refuse a reasonable offer of redeployment or training. 14.11.F A Cost Centre may not refuse to accept a staff member awaiting redeployment who has a reasonable match of skills and experience for a vacant position. 14.11.G A displaced staff member may be redeployed to a position classified up to two levels lower than that of the position previously occupied. Once confirmed in the position, this will become the staff members classification. Placement and Review 14.11.H During the redeployment period, the displaced staff member will be provided with appropriate work in their existing Cost Centre and may undertake such training identified by the supervisor as Human Resource Management Handbook 3 September 2007 14.11 Redeployment Procedure General Staff Page 2 of 3 likely to assist in redeployment. Where there is no suitable work in the existing Cost Centre, appropriate work will be found in another Cost Centre. 14.11.I Any reasonable costs associated with retraining a staff member on the redeployment list will be met by the Cost Centre from which the position is redundant. 14.11.J The assessment of suitability for a staff members redeployment into a particular position will be based on the staff members skills, qualifications, and capacity to be trained to satisfactorily perform the duties of the position.

14.11.K In electing redeployment, a staff member agrees to be retrained, as required by the University. 14.11.L A redeployment review period of up to three months will apply before a redeployment appointment is confirmed. The redeployment review will be for the purpose of ensuring that the staff member can reasonably fulfil the duties of the position. 14.11.M Where it is determined that the staff member is unable to reasonably fulfil the duties of the new position the University will continue, for the remainder of the redeployment period, to attempt to place the staff member in a suitable position. If the redeployment period has expired during the review period the staff member will be retrenched. 14.11.N Where a displaced staff members appointment to a redeployment position is confirmed, they will have no claim on any further redeployment options. Salary Maintenance 14.11.O The staff members salary costs will remain the responsibility of the Cost Centre from which the position is redundant until such time as the staff member is placed in a suitable position or is retrenched. 14.11.P A staff member redeployed to a position which is at a lower classification level than their former position, will have their salary frozen until their salary rate is overtaken by the top step of the salary range of the new position. 14.11.Q Any additional salary cost incurred under clause 14.11.16 will be the responsibility of the Cost Centre receiving the redeployment. HRS Processes

14.11.R Human Resource Services will maintain a redeployment list and, will ensure that any displaced staff members on the redeployment list will be considered for vacant positions prior to the position being advertised. 14.11.S Staff on the redeployment list will be assessed by the Organisational Development unit with a view to identifying: Human Resource Management Handbook 3 September 2007 14.11 Redeployment Procedure General Staff Page 3 of 3 their skills and qualifications; the nature of positions for which the person may be considered suitable; and any training which may assist in finding suitable redeployment opportunities. 14.11.T This assessment will be used to determine whether a staff members skills, qualifications, and capacity to be trained meet the requirements for a vacant position. 14.11.U Where a suitable redeployment opportunity is identified, Human Resource Services will facilitate the redeployment of the staff member into the position. 14.11.V Where there is more than one staff member on the redeployment list who would appear to be suitable for a vacant position, a selection process will occur in accordance with the Universitys General Staff Selection Policy. 14.11.W All documentation regarding redeployment will be retained on the staff members personnel file. Expiry of Redeployment Period 14.11.X A displaced staff member who elects to be considered for redeployment but for whom a continuing position has not been

identified within the redeployment period will be retrenched in accordance with Redundancy/Retrenchment Policy. Further Information Senior Industrial Relations Officer ext. 2383 ext. 5019 HR Client Services: Arts & Sciences ext. 3947 or 3319 Professions ext. 3824 or 3433 Central Administration ext. 2511 or 3523 Approved Vice-Chancellor: 31 August 2007 RMO Document No.: D07/54478 Policy Review Date: June 2008 Responsibility for review: Human Resource Services Human Resource Management Handbook 3 Seprawal and redistribution of forces in an attempt to use them more effectively4.11 Redeployment Procedure General Staff Page 1 of 3 This procedure supports the process for redeployment and applies only to those staff who have an entitlement to redeployment provided for in their terms and conditions of employment. Definitions Displaced staff member means a staff member whose position has been made redundant. Retrenched means the termination of the employment of a displaced staff member. Redeployed means a displaced staff member is found suitable alternative employment within the University.

Redeployment policy and procedure

Introduction

The University recognises the importance of maintaining and enhancing the efficiency of its operations, while seeking to safeguard security of employment for members of staff. Accordingly, the University will seek to avoid compulsory termination of employment on the grounds of redundancy wherever possible. Where it is necessary to select staff to be made redundant, the University will seek to identify suitable alternative employment for affected staff in accordance with this Redeployment Policy which is intended to:

Assist members of staff to be redeployed to suitable alternative roles wherever practicable; Ensure that the University has considered suitable alternative employment for those members of staff at risk of termination of their employment due to redundancy.

This policy statement is underpinned by the following principles:


The University is unable to create posts in one department in order to minimise the need for redundancies in another. There is no guarantee that a suitable alternative post will become available during individual notice periods. Redeployees are expected to seek positions both internally and externally to mitigate any potential financial losses as a result of the ending of their employment with the University. While staff may apply for roles at a higher grade within the University, they will receive no preferential consideration for such positions and will be expected to compete alongside other internal and/or external candidates. Staff will not be redeployed to positions where there is no match to the essential criteria or where the training period required for the member of staff to demonstrate full competence in the job exceeds three months. Members of staff will not be redeployed to a different department or type of work simply because they are underperforming in their current job.

Redeployment Policy
Scope
This policy applies to all members of staff who have at least 12 months' continuous service. Members of staff who require certificates of sponsorship and visas to work in the UK cannot be offered redeployment as the University is not then able to meet the market test as required by the UK Borders Agency. Instead, such staff are encouraged to apply for vacancies once an advertisement has been published.

The University will use its best endeavours to maintain security of employment through the effective forward planning of its resources. However, there may be situations where redeployment may be necessary, for example, where posts are at risk of redundancy due to:

structural or organisational change; or individual jobs no longer being required; or the need for work of a particular type diminishing or coming to an end; or funding supporting a job or work coming to an end, e.g. fixed term contracts; or circumstances where employment is at risk because a member of staff has a disability as identified under the Disability Discrimination Act, and reasonable adjustments cannot be made to enable the member of staff to continue in his/her present post;

In any of the above circumstances full consultation will take place with the staff affected and their representatives.

Priority on Redeployment
Redeployees will normally be considered before any internal or external applicants are called for interview.

Priority 1

Note Those members of staff at risk of redundancy, with at least 12 months continuous service. (Certain legal requirements, for example maternity or sex discrimination legislation, may over-ride the normal priority given to applicants within this group.) Those Members of staff who for medical reasons can no longer carry out their current role An exceptional reason based on business requirements.

2 3

Roles and Responsibilities


Once a member of staff has been notified by HR that they are a redeployee, the following responsibilities will apply: Redeployees will be expected to:

register on redeployment site for job notifications (this facility is available during the six month notice period); consider all suitable alternative positions; consider the vacant position and apply, submitting a CV and covering letter highlighting their skills, experience and competencies against the job and person specification, that clearly demonstrates they meet the essential criteria; reply by the closing date;

update their CV regularly against the requirements of post(s) available; update the skills form considering the requirements of the post; review details of vacancies frequently and regularly; put themselves forward for suitable alternative vacancies; consider reasonable changes in working arrangements, pay and responsibilities; prepare for interviews and selection processes; keep HR aware of any planned absences; search proactively for other opportunities both internally and externally; be prepared to accept offers of suitable alternative employment.

Host Heads of Department and Professional Services Managers are expected to:

support redeployees; consider alternatives to redundancy, for example seeking further funding; allow reasonable time off for redeployees to attend interviews or training as appropriate; release members of staff to take up redeployment opportunities as soon as practicable.

Receiving Heads of Department / Line Managers are expected to:


consider members of staff who are subject to redeployment (a legal requirement); consider suitable redeployees ahead of any other applicants; assess redeployees against the essential criteria for the post as detailed in job specifications; interview redeployees where they meet essential criteria; provide detailed feedback and evidence of suitability/unsuitability of redeployees; provide essential training and support, within the department, during a trial period (usually no more than 3 months); assess redeployees against the essential criteria at the end of a trial period.

Human Resources is expected to:


confirm redeployee status and priority at the earliest opportunity; give members of staff so affected access to the University's redeployment website; notify redeployees of potentially suitable positions of the same or one grade lower than their current grade; liaise with occupational health in appropriate cases .

Occupational Health Service is expected to provide advice:

to Heads of Departments and Professional Services Managers and HR where a member of staff has a disability which may render them unable to continue in their existing position; to Heads of Departments and Professional Services Managers and HR in relation to the member of staff's capability to undertake suitable alternative employment; to identify the types of roles that may be suitable for the redeployee.

Redeployment Procedure
Status
HR will confirm redeployee status and priority with the redeployee.

Access to the system


The redeployee will be given a password, from HR, to access the redeployment portal within the e-Recruitment system during their six month notice period. Within this system the redeployee will be guided through setting up the job alerts for positions in suitable grades.

Job Alerts

Once jobs become available the redeployee will receive an email notification, alerting them to the position. A job will be advertised via the redeployment portal for 3 working days before being released internally and externally. Those members of staff with redeployee status who wish to be considered are expected to apply by the closing date.

Application
It is the redeployee's responsibility to consider the vacant position and apply without undue delay, submitting a CV and covering letter highlighting their skills, experience and competencies against the person specification.

Shortlisting Applications
The standard shortlisting process will be followed.

Selection Process
The standard University selection process will be followed to assess a redeployee's suitability for a post, including presentations, assessments and formal interviews where appropriate.

Demonstrating suitability

There will normally be a minimum 4 week trial period of redeployment. When a redeployee has been selected the trial period will begin as soon as possible.

If there are concerns by either party during this trial period then HR should be contacted immediately. The new position will be offered at the salary and terms and conditions commensurate with the grade of the new post.

Pay Protection
Where a member of staff is redeployed to a vacant lower graded post as an alternative to redundancy, the University will protect their salary for a period of 12 months from the date of the transfer.

Assistance with CV writing and interviews


Where requested, HR will arrange for help and guidance on compiling CVs as well as offering coaching on interview techniques, either on an individual or small group basis.

Unsuccessful applications
If a member of staff is unsuccessful following a trial period, they will remain on redeployee status and will be eligible to be considered for other suitable alterative positions.

Unreasonable refusal of an offer of suitable alternative employment


Should a redeployee unreasonably refuse any suitable alterative jobs the University will remove him/her from the redeployment system and initiate the dismissal process.

Other sources of potential assistance


Whilst there are no guarantees of job availability nor preferential interviews/assessments, the following links to sources of job opportunities may be of assistance to you: York St John University Sheffield Hallam University Teesside University Jobs.ac.uk

'suitable alternative roles': defined as a post which carries the same grade or 1 grade lower for which the member of staff is able to demonstrate clear evidence of a match in terms of essential criteria as detailed in the person specification.

Redundancy & Redeployment


The University shall ensure security and continuity of employment for as many of its staff as is reasonably practicable. Every reasonable effort will be made to avoid redundancy situations arising and to avoid making individual members of staff redundant. However, it does recognise that the requirements of the organisation may necessitate changes involving redundancy from time to time. In the unfortunate event of having to make

staff redundant, the University will act in accordance with all relevant legislation and the Universitys policies, Statutes and Ordinances. The requirement to redeploy staff may arise due to redundancies, organisational change and the non-renewal of fixed term contracts, as well as reasons connected to individual employees. The University wishes to retain the skills, knowledge and experience of its staff wherever possible and recognises the benefits of redeploying staff to ensure their continued career elsewhere in the University. The documents below detail the University's policies and procedures for managing redundancy and redeployment:

Redeployment The redeployment service has been developed to provide a centralised resource for use by recruiting departments to source staff who may be suitable for their vacancies. All vacancies must be advertised to redeployees via the Redeployment Service before any other recruitment is considered. By redeploying an existing member of staff, you help the University retain valuable skills and knowledge; limit the need for posts to be advertised externally, and reduce associated advertising costs. Redeployees are members of staff. In the main, these staff members are users of the Redeployment Service because the role they were employed to do is not continuing due to cessation of external funding or their role is no longer required due to organisational change. Redeployment is a pragmatic, effective and non-bureaucratic approach to recruitment, and the Redeployment Manager works to meet the needs of recruiting departments by identifying and developing the skills of redeployees. Redeployees have the opportunity to engage in additional training to develop their key skills whilst pursuing suitable alternative employment. The Redeployment Manager also works to co-ordinate vacancies to potential redeployees. Find out more about the redeployment service, including guidance for managers and information for staff on joining the register.

Redeployment Procedure
1. Introduction
The University aims to protect the security of employment for its staff by implementing a clear and fair redeployment procedure. The purpose of this procedure is as follows;

To retain valuable skills and knowledge within the University;

To ensure a fair and consistent approach is adopted in the management of redeployment;

To provide effective support for members of staff using this procedure;

To ensure the University meets all its legal obligations.

The circumstances in which the redeployment procedure shall be used are set out below. It is important to emphasise, however, that redeployment is not a substitute for effective performance management nor is it intended as a mechanism for members of staff wanting a new job or change of career. The effectiveness of this procedure is dependant upon the full cooperation of managers and staff involved in the process. This procedure supersedes all previous policies and procedures on redeployment but does not affect any individual arrangements in place prior to 1/4/08.

2.

Application and Scope

This procedure applies to members of staff who have completed any relevant probationary period whose contract has not already expired or terminated, in the following circumstances;

For the purposes of avoiding redundancy, Where a fixed term contract is due to expire within at least the next three months (or less) and the member of staff requests assistance in finding alternative employment within the University;

Where a member of staff is medically unfit to continue in their current role and all reasonable adjustments to the current role have been exhausted;

Other substantial reasons that puts a member of staffs employment at risk. In rare circumstances, for example where the University has a legal obligation relating to a grievance or harassment, redeployment may be sought. This shall be on an exceptional basis following an investigation where one of the recommendations is redeployment and this recommendation is agreed by the Director of Human Resources.

2.1

Suitable Alternative Employment

In normal circumstances suitable alternative employment will not usually be considered to have inferior terms and conditions, unless the staff member asserts to this prior to redeployment, and is similar in the following terms:

Skills, knowledge, experience and competences of the post Terms and conditions (including grade and salary) Location Working environment

A role could become suitable when the duties of the post could be met by the provision of reasonable training and development.

3.
3.1

General Principles
All members of staff who are seeking redeployment or require to be redeployed must meet the

criteria defined in section 2 3.2 During the redeployment period staff shall remain in post and shall be the budget and management

responsibility of the School/Service where they report (and their budget is held.) 3.3 The member of staff may be represented or accompanied by a workplace colleague or trade union

representative in accordance with their statutory right at all redeployment meetings held with their line manager and/or Human Resources. The member of staff may seek advice from a trade union representative at any time throughout the redeployment procedure. It is the member of staff's responsibility to arrange representation by a trade union representative or work place colleague, who may attend in a supporting capacity.

4.

Process

This procedure has been designed to assist members of staff in securing alternative employment within the University.

4.1

Redeployment Period

Redeployment shall be sought for a maximum period of three months or to a known termination date. This shall be defined as the redeployment period. This period may be less in circumstances where, for example, a fixed term contract is for a short duration. Any extensions to the redeployment period shall be on an exceptional basis and would be dependent upon individual circumstances and require approval by the Director of Human Resources or his/her representative.

4.2

Redeployment within School/Service

Responsibility for redeployment lies, initially, with the Head of School/Service in which the member of staff is located or reports and every effort should be made within the relevant School/Service to find a suitable alternative position for the member of staff, unless there are objective reasons (for example where there are no vacancies or the redeployee does not meet the person specification for a vacancy) why redeployment within the department or function is not appropriate. Providing the work and status are similar, and following consultation and reasonable notice, Heads of School/Service can reallocate staff within their span of control to alternative duties or locations, provided adequate additional training is given where required, unless objective reasons exist to prevent the deployment proposed. If no suitable employment can be found within the School/Service then the manager shall organise to meet with the member of staff to discuss whether redeployment within the wider University should be sought. If the outcome of the meeting is that redeployment within the wider University should be sought then section 4.3 applies.

4.3

Redeployment within the wider University

The line manager should inform Personnel Services that the member of staff is seeking redeployment. Personnel Services will then arrange to meet the member of staff to establish a full skills profile and to identify the categories and types of jobs that are likely to be suitable. The member of staff should provide HR a current CV. The outcome of the redeployment meeting above should be confirmed in writing and the HR system updated to identify the member of staff as a redeployee. The member of staff is expected to take a pro-active role in trying to secure redeployment, supported by Human Resources, including:

making contact with their Personnel Services representative each week to discuss vacancies and assess the suitability for any new vacancies that may have arisen;

searching for suitable vacancies on the University's web pages; making every effort to co-operate in any assessment and interview processes that the University requests that they participate in;

exercising flexibility with regards to potential alternative posts.

The member of staff will be granted reasonable paid time off for the purposes of attending interviews, whether internal or external, and for appropriate training throughout the redeployment period. Regular contact should be maintained throughout the process, including meeting once a month to assess the current position.

4.4

Opportunities:

Before any university job is advertised, the appropriate representative from Recruitment will ascertain whether any redeployees are a potential match for the role. A suitable match will usually be in the same job family, at the same level, with the same or similar working patterns, or as agreed in the redeployment meeting. If there is a potential match:

Recruitment will notify Personnel Services who will inform the member of staff.

If the member of staff agrees the match they should be offered an interview prior to any other candidates.

If requested by either the recruiting manager or the individual, an HR representative may attend the interview to assist in assessing suitability.

If there are a number of staff members seeking redeployment under this procedure, who meet the essential criteria, they should be interviewed.

Where a member of staff identifies a vacancy already advertised on the Universitys current vacancies website as suitable, they should log onto the Recruitment system and register. They should also inform their Personnel Services representative of their interest so that if they meet the essential selection criteria, as detailed in the person specification, an interview will be guaranteed. Not being offered a guaranteed interview for a post does not preclude a member of staff applying for that post, or any other post, through the normal recruitment processes in competition with other applicants. If a member of staff does apply for a post through the normal recruitment processes then any agreed redeployment arrangements may not apply. Schools/Services with vacant posts will give prior consideration to redeployees within their School/Service before the role is advertised more widely.

Schools/Services undergoing a restructure are not expected to give prior consideration to transfer in members of staff from other Schools/Services whilst their own restructure is in process where they have staff to reallocate within function first.

4.5

Offers

All offers of employment made, as a result of this procedure, will be made in writing on receipt of a reference from the previous line manager and subject to any other employment checks identified as required. Offers should be made before the member of staffs existing contract comes to an end or on a mutually agreed date between the redeployee and the appointing and employing manager. The start date for the new employment should be immediately after the ending of the original contract, which would maintain continuity of employment. Some offers of redeployment are subject to a trial period (see section 6).

4.6

Rejections

Where a member of staff is proposed as not appointed following an interview, as a result of this procedure, the interview panel will provide written feedback as to the objective reasons to personnel services. Where the objective reasons are accepted as reasonable they will be sent to the individual explaining why they were unsuccessful, based on the requirements of the post. Where the reasons given are challenged by Personnel Services or the redeployee, then the Dean/Registrar and COO will adjudicate. Where a member of staff seeking to be redeployed is put forward for prior consideration and/or a guaranteed interview and then refuses a subsequent offer of employment, the University reserves the right to proceed to dismissal in accordance with the relevant HR ordinance/procedure. Entitlement to the provisions of redundancy may be forfeited. The member of staff would need to provide valid reasons for rejecting the offer in writing within 5 working days of receiving the offer to the Director of Human Resources who will adjudicate.

5. Supporting Staff
If the member of staff is seeking redeployment because the role they hold is at risk of redundancy, the School/Service where the redundancy is taking place has overall responsibility for the individual affected. It is essential, therefore, that the School/Service builds sufficient staff development and support activities into the overall cost of the exercise.

6.

Trial Period

Staff at risk of redundancy have a statutory right to a trial period of four weeks where the new contract differs from the original contract. A trial period may also be used where suitability for the post is disputed or unclear.

Where a trial period is agreed the following should take place:

The line manager should set out clear and reasonable performance targets, hold regular review meetings with the individual to assess progress and keep a record of the meetings.

The trial period can be extended by mutual agreement for retraining purposes. The extension should be documented specifying the revised end date.

Where the trial period is not successful, and the appointment cannot be confirmed, the member of staff will be informed of the reasons for the decision in writing and, barring any other redeployment positions being available, the original employment will terminate at the due date.

Where the trial period is successful and the appointment is confirmed the redeployment period will come to an end. The new contract will become the individuals substantive post.

The notice period may be extended to accommodate a trial period.

7.

Protection of Earnings

The member of staff will remain on their original terms and conditions throughout the redeployment period. Any offers of redeployment will usually be made on the terms attached to the post on offer, except in the following circumstances:

7.1

Ill Health

A member of staff who is redeployed due to illness or injury may be eligible (where appropriate) to mark time on their existing salary, as a personal salary, until the new salary equates to or exceeds this amount, or for a maximum period of two years. The difference between the established grade/salary for the post and the member of staffs protected salary will normally be met by the new employing School/Service.

7.2

Redundancy

The Director of Human Resources will set out the provisions for pay protection in a redundancy situation, where taking a lower paid job, following representations from trade union or employee representatives and will determine:

Whether pay protection is applicable in the circumstances of the redundancy situation

The duration of pay protection (for a maximum of one year from taking up the new role)

The Spine Point that pay will be protected against Any specific objective justification over and above the requirement to mitigate the consequences of redundancy

What the impact on pension membership/benefit (if applicable) would be on the employee

Pay protection applies to basic annual salary only (and does not include earnings from overtime, on-call, shift, bonus, etc. payments). Pay protection applies to pay only and entitlement to other terms and conditions will be at the new lower paid job. Pay protection will not be payable where an employee accepts a lower paid job over a job at their current level.

Temporary Redeployment

In exceptional circumstances it may be necessary to temporarily redeploy staff to a temporary post (not exceeding 6 months). In such cases staff shall be expected, through discussion and agreement, to be flexible regarding their working arrangements, taking into account their personal circumstances and commitments.

Dismissal and links to ordinances

This procedure is designed to operate alongside the Universitys other procedures. It is not intended to replace these procedures nor does it affect the rights of a member of staff to appeal against any proceedings.

9.1

Redundancy

Where a member of staff is at risk of redundancy and it is not possible to secure alternative employment through this procedure, the redundancy ordinance (for academic staff and staff at levels 4 and above) or redundancy code (for levels 1 3) will apply.

The provisions of either redundancy procedure or any contractual notice period may run concurrently with the redeployment period. Staff at risk of redundancy have a statutory right to a trial period of four weeks where the new contract differs from the original contract, (see point 6 above). The trial period exists to give the member of staff a chance to decide if the job is suitable without losing the right to a redundancy payment. However, an individual who unreasonably declines an offer of suitable employment, by the end of, or during the trial period, may lose their entitlement to a redundancy payment. If the University chooses to end the new contract within the four week trial period for a reason connected with the new job the member of staff is still entitled to a redundancy payment under the old contract. Other suitable alternative employment will be sought, where practicable. If the University terminates the employment on other grounds, such as gross misconduct, and the individual is not dismissed for reasons of redundancy they will not be entitled to receive a redundancy payment. If the member of staff works beyond the end date of the trial period any redundancy entitlement will be lost because it will be assumed that the new contract has been accepted. This should be communicated to the member of staff before the trial period begins. Where a member of staff seeking to be redeployed refuses an offer of employment that is considered to be suitable, the University reserves the right to proceed to dismissal in accordance with the relevant ordinance or procedure and entitlement to the provisions of redundancy may be forfeited.

9.2

Fixed Term Contracts

Redeployment opportunities will be sought for members of staff whose employment may be terminated due to the expiry of a fixed term contract. Where a member of staffs contract will terminate on the expiry of a fixed term contract and it is not possible to secure alternative employment through this procedure, the fixed term contract ordinance (for academic staff and staff at levels 4 and above) or procedure stated in the HR Circulars (for levels 1 3) will apply.

9.3

Capability linked to Ill Health

Redeployment will be considered for appropriate cases of incapacity on ill health grounds in accordance with the Universitys procedure and guidance on ill health and/or members of staff who have a disability defined under the Disability Discrimination Act 1995

Redeployment on health grounds will always be based on Occupational Health advice. Any job offer is subject to Occupational Health approval/advice and a risk assessment if appropriate. Where it is not possible to secure alternative employment through this procedure, the Incapacity on Health Grounds ordinance (for academic staff and staff at levels 4 and above) or sickness absence procedure (for levels 1-3) will apply.

9.4

Grievance

Redeployment may be considered in cases where a grievance has been raised or an allegation of harassment/bullying has been made and it has been found that the individuals involved should no longer work together. The decision as to who may be redeployed will depend on the circumstances of the case following an investigation which recommends redeployment. Redeployment may also be considered in exceptional circumstances where it is clear, following an investigation, that a working relationship has irretrievably broken down.

9.5

Disciplinary

Redeployment will not normally be considered in cases where a member of staff has been subject to disciplinary action

9.6

Probation

Redeployment will not normally be considered in cases of non confirmation of probation.

9.7

Maternity

A woman who becomes at risk of redundancy during her maternity leave will be entitled to redeployment into a suitable post as a matter of priority over other potential candidates (including others undergoing redeployment).

10

Complaints

Any individual who feels they have not been treated fairly under this procedure should initially seek to resolve this informally. If this proves unsuccessful then they can raise a complaint under the appeals procedure relevant for their level and the reason for their redeployment (such as redundancy, ill-health or fixed-term contract expiry). Useful downloads:

Redeployment Procedure
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Reviewed November 10 2008 University of Southampton, University Road, SOUTHAMPTON SO17 1BJ
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