Redundancy Policy Support - Newtown High School

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11. Assisting Employees11.1 The following list is not exhaustive but gives guidance on the areas of assistance that maybe given to employees whose posts have been declared redundant. Information andguidance on accessing support should be sought from Human Resources in the firstinstance.11.2 Employment:redundancy counsellingCV writinginterview skillsadvice on retrainingcirculation of internal vacancy detailscirculation of CVs to appropriate bodieswhere possible, advice on external vacancies/organisationsRedeployment Register11.3 Retirement:Redundancy counsellingpre-retirement counsellingfinancial planningpension detailsinvestmentstax/NIstate pension forecastsBenefits Agencyredundancy payments11.4 Staff Under Notice of RedundancyAn employee who is under notice of redundancy is entitled to reasonable time off duringworking hours to look for new employment or make arrangements for training for futureemployment. Such an employee is entitled to be paid at the appropriate contractual rate forthe period of absence.12. Redundancy Payments12.1 The Council will base redundancy payments on actual pay.12.2 Employees with two years’ continuous service are entitled to a compensatory payment asdetailed in the Retirement Policy.12.3 Employees are advised that on termination of employment by reason of redundancy,and thereby receiving a compensatory redundancy payment from Powys County Council,they will not be eligible for to apply for any comparable post within the Council for a periodof two years. This period commences on the effective date of the termination ofemployment. This is no way prevents an employee from applying for jobs in other localauthorities, but prior to making any such application, consideration should be given to therelevant conditions set out in the Local Government Modification Order.
13. Appeals Against Redundancy13.1 An employee of the Council wishing to appeal against selection for redundancy should doso in writing to the Head of HR within 10 working days of receiving written notification of theredundancy, unless the Head of HR is satisfied that there are extenuating circumstances towarrant an extension of time.13.2 Appeals against redundancy will be heard by an Appeals Panel consisting of selectedMembers with due training, to include 3 Members of the Employment Committee.13.3 The Appeals Panel will hear the appeal as soon as practicably possible. Generally, this willbe within 15 working days of registration of the appeal with the Head of HR. However, itmust be recognised that in some cases there may be delays on either side.13.4 The employee shall be given not less than 15 working days' notice of the date of thehearing and may call witnesses and produce documents relevant to the appeal. Alldocumentary evidence produced at appeal will be made available to all parties. Theprocedure to be followed at the Appeals Panel is outlined in the Council’s Disciplinarypolicy.13.5 The grounds for an appeal may include:the selection procedure usedthe application of the procedure13.6 Where the appeal is not upheld, the employee will be informed in writing within 5 workingdays of the hearing and the panel will then notify the employing school of the decision.13.7 Council employees are entitled to be represented by a fellow colleague or Trade Unionrepresentative at any stage of their respective appeal hearing procedure.13.8 Any employee of the Council affected by dismissal due to redundancy, has a further right ofappeal against dismissal to an Employment Tribunal.
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Redundancy Policy Support - Newtown High School

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