Redundancy Policy Support - Newtown High School

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The proposed method of carrying out the redundancies, with due regard to the periodover which the redundancies are to take effect;Suggestions on selection criteria;The formula for calculating severance payments.4.3 A consultation meeting will be arranged by Human Resources with union representativesand the purpose of this meeting is:to discuss reasons for potential redundancies;to consider ways of avoiding redundancies;where appropriate, to disclose all relevant information;to discuss and agree the selection criteria should it remain necessary to makeredundancies after the consultation period;to discuss the timetable.4.4 Detailed notes should be taken of this meeting and confirmation of the outcomes placed inwriting to the relevant Trade Unions.4.5 Consultation will commence with employees and all relevant trade unions at the earliestpossible opportunity.4.6 Immediately after commencing consultation with Trade Unions, employees must beconsulted and the headteacher should arrange these meetings either individually or ingroups. From a group meeting employees should be advised that they can have individualconsultation. Employees should be advised that they have the right to be represented by aTrade Union official at any consultative meeting.4.7 An HR Advisor should be present at all the consultation meetings. Written notes of thesemeetings should be made.4.8 At consultation meetings, employee(s) should be advised of the following:reasons for the redundancies;that this is a formal consultation period in which the employee has an opportunity tooffer comments/thoughts/ideas etc. on ways of avoiding redundancies;the criteria to be used to select staff for redundancy. Employees should also be giventhe opportunity to raise any questions they have on any aspect of the consultation orthe reasons and process for the redundancies;the ways in which the school and the Council will be trying to avoid redundancies suchas redeployment/other measures;that there will be a right of appeal if selected for redundancy;that they may arrange further meetings as necessary to ensure that all relevantavenues are explored.4.9 Following these meetings, written confirmation will be given to each employee confirmingthe points discussed and advising them of the date that the consultation period finishes.
5. Consultation periods5.1 Consultation will commence at least 30 or 90 days before the first dismissal takes place asfollows: At least 30 days before where the employer is proposing to dismiss less than 100 At least 90 days before where the employer is proposing to dismiss 100 or more at oneestablishment In any event, at the earliest opportunity once any redundancies are contemplated.5.2 The consultation period will commence with the initial meeting, and should be confirmed inwriting, between school management and Trade Unions following the Council’s Boardapproval of the proposals.5.3 The outcome and progress of the consultation process should be reported back to theEmployment Committee. The Governing Body will also be informed for information only.5.4 Measures to avoid compulsory redundancies will include:seeking volunteers;voluntary reduction in hours, including cessation of overtime working;job sharing;natural wastage;making details available of any early retirement or voluntary redundancy package thatmay be available;early restriction on recruitment and non-replacement of posts;redeployment within other schools or the Councilre-training of employees to meet requirements of vacant posts internally.Further guidance on redeployment may be found in the Redeployment <strong>Policy</strong>.6. Selection Criteria6.1 When deciding which employees should be considered for selection for redundancy, theschool must first establish the "pool" from which the selection is to be made taking intoconsideration factors such as whether:other employees are effectively doing the same job as those initially selected;all appropriate locations have been taken into consideration.6.2 Once the pool has been established, the school must apply the <strong>Redundancy</strong> SelectionCriteria as detailed in Appendix 1.6.3 The criteria will be provided to all appropriate support staff. The selection criteria will bebased on the necessity to maintain a balanced workforce that has the appropriate skills andcommitment to ensure the continued success of the service after the redundancies havetaken place.6.4 Criteria to be used for selecting staff for redundancy are described below.6.5 Skills and QualificationsThis will help to ensure the retention of a balanced workforce which means that objectiveselection criteria related to the school’s needs are reasonable. Employees should be ableto see what criteria are being used and how they are to be applied. Formal qualifications
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Page 9 and 10: 13. Appeals Against Redundancy13.1
Page 11 and 12: Appendix 2REDUNDANCY PROCEDURE CHEC
Page 13 and 14: Appendix 4DearRe: Consultation on x
Page 15 and 16: Appendix 6Dear ,Re: Confirmation of

Redundancy Policy Support - Newtown High School

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