Redundancy Policy Support - Newtown High School

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and advanced skills can also be considered, where they are of direct relevance to futureservice provision and/or skill-mix requirements.6.6 Standard of Work Performance and AptitudeThe school must be able to show that there is objective evidence to support a selectionbased on this by criteria, as demonstrated by following the procedures for managingperformance-related matters.6.7 Attendance RecordsIt is imperative that appropriate records have been maintained in order to use this criterion.On no account should the school take into consideration absence occasioned by pregnancyor childbirth when calculating absence. Similarly, account should not be taken of anyabsences which are as a result of an employee’s recognised disability or industrial injury.The school must be careful not to penalise an employee who has had a recent problem butbefore this had a good attendance record. Examples of this could include absence for oneoffoccurrences such as surgery.The school must be able to show that there is objective evidence to support a selectionbased on this by criteria, as demonstrated by following the procedures for managing illhealthand attendance matters.6.8 Disciplinary RecordsOnly current disciplinary records should be taken into account. Expired disciplinarywarnings should not be considered.The school must be able to show that there is objective evidence to support a selectionbased on this criterion, as demonstrated by following the procedures for managingdisciplinary matters.6.9 Asking for Volunteers for <strong>Redundancy</strong> and/or Early RetirementWhilst applications for voluntary redundancy may be considered, such applications will besubject to and based upon the requirements of the school. In the first instance, volunteersfor redundancy will be requested and details of redundancy payments (and whereappropriate, pension benefits) will be made available.If asking for volunteers attracts more than required, or employees with specific skills thatthe school would need to retain, then the school or Council has the right not to accept anemployee’s request.Employees wishing to be considered for early retirement should seek guidance from thePensions Manager and refer to the policy on Early Retirement.7. Applying the criteria7.1 The Council’s Equal Opportunities policy applies in all cases of organisational change andredundancy situations. As such, any factors that would prevent one group of peopleunjustifiably meeting redundancy selection criteria more easily than others should beavoided. In addition, any employee who is engaged in asserting a statutory right, forexample, requesting flexible working, whistleblowing or acting as a Trade Union
epresentative, should not be selected for redundancy on the basis of asserting that right.To avoid doubt, advice should be sought from Human Resources.7.2 Employees selected for redundancy have a right of access to the records that establishedtheir selection for redundancy.8. Redeployment8.1 The Council has a Redeployment policy that sets out the approach that should be takenwith employees who face a possible redundancy situation. Reference must be made to thispolicy to avoid unnecessary redundancies.9. Notice Periods9.1 Unless the employee’s contract of employment states otherwise, the statutory period ofnotice is as follows:One month or more but less than two years - One weekTwo years or more but less than 12 years - One week for each year of continuousemploymentTwelve years or more -Twelve weeks.9.2 For the purpose of assessing service, any continuous service from previous authorities willbe counted.9.3 The notice of redundancy must be issued at the Statutory Dismissal (<strong>Redundancy</strong>)Interview and confirmed in writing to each individual affected and should include:reasons for the redundancyeffective date of redundancyredundancy payment and how that has been calculatedright of appeal9.4 An employee under notice of redundancy dismissal may find another job quickly and wishto leave early. If the employee serves notice on the school or Council of their wish to leaveearly, the employee’s right to claim a redundancy payment is preserved and theredundancy date is the employee’s actual date of leaving. If an employee leaves earlywithout serving the requisite notice or without the school or Council’s agreement then thiscounts as a resignation and the employee may lose the right to a redundancy payment.Guidance must be sought from the HR department in such instances.10. Misconduct by Employees During Notice10.1 If an employee is found to have breached their conduct in such a way as to justify summarydismissal, the employee loses their right to a redundancy payment.10.2 The Council is thus entitled to terminate the employee's contract by reason of theemployee's conduct in accordance with the Council’s Disciplinary policy.
Page 1 and 2: YSGOL UWCHRADD Y DRENEWYDDNEWTOWN H
Page 3 and 4: Cyngor Sir Powys County CouncilRedu
Page 5: 5. Consultation periods5.1 Consulta
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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