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SECTION 3.20 Redundancy policy POLICIES & PROCEDURES Redundancy policy i. ii. A redundancy will arise when: “The employer has ceased, or intends to cease to carry on business for the purposes of which the employee was employed by him, or has ceased or intends to cease to carry on that business in the place where the employee was so employed; or the requirements of that business for employees to carry out work of a particular kind or for the employees to carry out work of a particular kind at the place where they were so employed, have ceased or diminished or are expected to cease or diminish”. Section 13 (1) Employment Rights Act 1996 We will seek to avoid compulsory redundancies as far as is consistent with maintaining operational efficiency by means of: • Placing restrictions on recruitment. • Making reductions in overtime. • Restricting temporary contracts. • Inviting volunteers for redundancy. iii. Should compulsory redundancy prove unavoidable, we will: 114 S TAFF HANDBOOK Follow a fair and objective selection process. • Consult fully and consider any alternative positions that may be available. • Where redundancies affect fewer than 20 staff or take place over a period greater than 90 days, regard will be had to the statutory dismissal procedure. • Treat individual employees who are to be made redundant with consideration and respect. • Grant reasonable paid time off during normal working hours to employees who have been given notice of redundancy to look for new employment and to make arrangements for training for future employment.
Redundancy policy continued... SECTION 3.20 iv. v. In the event of redundancy, whether voluntary or compulsory, redundancy pay will be calculated in accordance with the statutory rules by reference to the employee’s age, length of continuous service, and weekly gross pay (capped at the statutory maximum for redundancy pay purposes.) Redundancy payments are not normally taxable. Each completed year of continuous service up to a maximum of 20 years counts for payment on the following scale; POLICIES & PROCEDURES • For years of employment before age 22 years – ½ week’s pay for each year of service. • From age 22 years but less than 41 years – 1 week’s pay for each year of service. Redundancy policy • From age 41 years – 1½ week’s pay for each year of service. vi. vii. viii. ix. Employees with less than two years’ continuous service at the date when notice of dismissal expires will have no entitlement to a redundancy payment. We will make every effort to offer suitable alternative employment where possible. We may at our discretion and for a specified period of time offer personal protection of basic salary, at the employee’s current grade, if he or she transfers to an alternative post with reasonably comparable duties. Should an offer of alternative employment be made and accepted, this will usually commence immediately or no later than four weeks after the employee’s original contract has been terminated. The employee will be entitled to a trial period in the new position of four weeks or longer by agreement when re-training is necessary. If during the trial period, either the College or the employee decides to terminate the new position because it proves not to be suitable, then the employee will be regarded as having been made redundant from the former position and will accordingly receive a redundancy payment. If an employee unreasonably refuses an offer of alternative employment or unreasonably resigns during the trial period for a suitable alternative position, then he or she will have no entitlement to a redundancy payment. STAFF HANDBOOK 115
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STAFF HANDBOOK DOWNING COLLEGE CAMB
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WELCOME Welcome from Professor Barr
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Contents 3 SECTION 49 PAGE POLICIES
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SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
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V I I VI V I XI I VI SECTION 1.2 AB
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SECTION 1.3 ABOUT OUR COLLEGE Car p
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SECTION 1.3 ABOUT OUR COLLEGE v. Fa
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SECTION 1.3 ABOUT OUR COLLEGE Facil
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SECTION 1.4 Our staff and Fellows S
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SECTION 1.4 The Governing Body and
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SECTION 2 TERMS AND CONDITIONS 2.1
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SECTION 2.2 Holidays Holidays i. Ou
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SECTION 2.3 Sickness TERMS & CONDIT
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SECTION 2.3 Sickness continued... T
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SECTION 2.4 Termination of employme
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SECTION 2.5 Pensions TERMS & CONDIT
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SECTION 2.7 Business expenses TERMS
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SECTION 2.8 Hours of work & flexiti
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SECTION 2.9 Night workers TERMS & C
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SECTION 2.10 Grievance procedure co
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SECTION 2.11 Disciplinary policy: p
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SECTION 2.11 TERMS & CONDITIONS Dis
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SECTION 2.11 Disciplinary policy: p
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SECTION 2.11 TERMS & CONDITIONS Dis
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SECTION 2.12 TERMS & CONDITIONS Cap
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SECTION 3 POLICIES & PROCEDURES Pol
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SECTION 3.2 Conduct POLICIES & PROC
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SECTION 3.3 POLICIES & PROCEDURES H
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SECTION 3.4 Smoking POLICIES & PROC
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SECTION 3.5 Well-being at work cont
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Page 76 and 77: SECTION 3.7 POLICIES & PROCEDURES M
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Page 82 and 83: SECTION 3.8 Flexible working POLICI
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Page 86 and 87: SECTION 3.9 POLICIES & PROCEDURES P
Page 88 and 89: SECTION 3.10 POLICIES & PROCEDURES
Page 90 and 91: SECTION 3.12 Performance and promot
Page 92 and 93: SECTION 3.14 Data protection POLICI
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Page 106 and 107: SECTION 3.15 Computer facilities, e
Page 110 and 111: SECTION 3.16 Telephones and mobile
Page 112 and 113: SECTION 3.17 Use of vehicles contin
Page 114 and 115: SECTION 3.19 Retirement procedure P
Page 118 and 119: SECTION 3.21 Public interest disclo
Page 122: NOTES 120 S TAFF HANDBOOK
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