Redeployment and Redundancy Policy Procedure FINAL.pdf

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eforehand. He/she will also notify the Permanent Secretary and Minister ofthe intention to seek approval to issue these notices.11.10 Discussions with the CO will determine if and when compulsory redundancynotices are issued.11.11 The RC will notify the Department for Business Innovation and Skills of theanticipated redundancies.Issuing compulsory redundancy notices11.12 Employees who still do not have a substantive post at the end of the period ofreflection, will be issued with a compulsory redundancy notice. This notice willconform to the Cabinet Office protocols and offer the financial packages underthe Civil Service Compensation Scheme (CSCS).11.13 In core Defra and agencies which use SSD, the HABU will instruct SSD toissue the compulsory redundancy notices to the employees affected and sendthem to the RO. The RO will hold meetings with the employees to explain theletters and answer any questions they may have. A record of this meeting willbe kept for audit purposes.Notice periods (six months)11.14 The period of notice given to employees made compulsorily redundant will bea minimum of six months, except for:• Employees who have yet to complete their probationary period who willbe given notice that is not less than their contractual notice period.• Short Term Appointment (STA) or Fixed Term Appointment (FTA)employees for whom the period of notice will be the notice periodspecified in their contract.• Employees taking early retirement (either voluntary or compulsory) whowill be given notice in accordance with the rules of the Civil ServiceCompensation Scheme.11.15 Employees made compulsorily redundant may:abcdbe required to work their notice periodbe required to work part of their notice period and be paid for theremaining period in lieu of noticebe paid all of their notice period as a lump sum in lieu of noticerequest early release before expiry of the notice period.11.16 A request by an employee for early release, at any time before the end of thenotice period, requires the approval of Defra or the relevant Agencymanagement. Benefit entitlements will be calculated to the last day of actualemployment and will not be paid for any period beyond that last day ofemployment.20 | P age
11.17 During the period of notice, reasonable time off with full pay will be allowed toenable the employee to seek alternative employment and to attend interviewsfor other posts.11.18 Any accrued leave should be taken during the employee’s notice period. Ifthis is not possible the AM/line manager will need to approve payment for anyoutstanding leave.11.19 Payments in lieu of notice, or for such periods of additional leave, will normallybe taxable but this will depend upon the specific circumstances relating to anypayments in lieu of notice.12 Appeals12.1 Employees have the right to appeal against redundancy decisions using thisappeals procedure. The appeal must be submitted to the Casework andManagement Advisory Team, in core Defra (HRBP or their equivalent inagencies), in writing within 10 working days of the date of the decision againstwhich the employee is appealing.• If the employee wishes to appeal against the decision not to appointthem to a post in the new structure they should raise their appeal within10 working days, from receipt of the letter notifying them that they havenot been selected for a post within the new structure.• If the employee wishes to appeal against the decision that the role theyhave been offered is suitable alternative employment and/or thedecision to compulsorily transfer them, they should raise their appealwithin 10 working days, from receipt of the letter notifying them of thisdecision.• If the employee wishes to appeal against their selection forredundancy, they should appeal within 10 working days of receipt of thecompulsory redundancy notice.12.2 Reasons for the appeal must be included in the letter. The grounds for appealwill usually be one or more of the following:• the criteria adopted for selection were unfairly applied• the post was not suitable alternative employment and/or thedecision to refuse the job was reasonable• the Redundancy and Redeployment Procedure was not appliedcorrectly12.3 The Casework and Management Advisory Team (HRBP or their equivalent inagencies) will appoint an Appeal Officer (AO) who has had no previousinvolvement in the redundancy process and who will handle the appealprocess as soon as reasonably practicable. The AO will be one grade higherthan the employee’s DM/line manager and at least Grade 7.21 | P age
Page 1: Redeployment and RedundancyPolicy a
Page 4 and 5: 3 Principles3.1 Defra recognises th
Page 6: 4.7 Transferred Redundancy - occurs
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Page 15 and 16: 15 | P age• have the potential to
Page 17 and 18: 8.29 Compulsory transfers to suitab
Page 19: Initial period of redeployment (3 m
Page 23 and 24: Appendix A1. Consultation1.1 Defra
Page 25 and 26: Appendix BRoles and responsibilitie
Page 27 and 28: efghiplace employees they are respo
Page 29 and 30: EmployeesRR employees must make eve
Page 31 and 32: Section B: Preferences1. If selecti
Page 33 and 34: Appendix DPersonal profile template
Page 35 and 36: Developing high performanceAgreed A
Page 37 and 38: Delivering in partnershipAgreed Ass
Page 39 and 40: Appendix ERedeployment and redundan
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Page 43 and 44: Employment endsAppendix GDecisions
Page 45 and 46: Explain how the employee was select
Page 47 and 48: This is an example letter for infor
Page 53 and 54: Only if you are not successful in f
Page 55 and 56: Notification of appeal against deci
Page 57 and 58: ……………………………

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