ĐĎॹá>ţ˙ HJţ˙˙˙I˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙ěĽÁ5@ đżbjbjĎ2Ď2 ;0­X­X˙˙˙˙˙˙ˆ6666666J*4Jn/ţjjjjjjjjí.ď.ď.ď.ď.ď.ď.$l0Rž2F/6zjjzz/66jj(/bbbz6j6jí.bzí.b6b˜Ľ,Ě66}.j^  űyëřPǐ.q-í.>/0n/‹-ň3žŽ34}.JJ666636}.pj>¨,bÔ$ř‚jjj//JJÄLJJ B.H.S. POLICY DOCUMENT 8 REDUNDANCY POLICY REDUNDANCY POLICY FOR BARTON HILL SETTLEMENT Barton Hill Settlement will only consider redundancy as an option when it is considered absolutely necessary for the organisation. Redundancy should only occur when:- Barton Hill Settlement has ceased or plans to cease carrying out the work for which the employee was employed or at the place where the employee was employed. Where the requirements to carry out particular work have ceased or has been diminished or expected to do so. Where the funding is no longer available to carry out the work for which the staff member has been employed. Where it is necessary to restructure the organisation in order to make it more efficient. Notifying those involved Barton Hill Settlement will undertake to enter in to a consultation process with those staff likely to be made redundant and their chosen union/non union representatives at the earliest available opportunity. As soon as any redundancies are planned, Barton Hill Settlement will inform the following:- The unions/or Staff Representatives. Under the Trade Union and Labour Relations (Consolidation Act 1992), Barton Hill Settlement has an obligation to consult union representatives “at the earliest available opportunity”. Barton Hill Settlement undertakes to inform the Trade Unions of any proposed redundancies at least 28 days before they are due to occur. At this point, Barton Hill Settlement undertakes to inform the union representatives in writing of: The reasons for the proposed redundancies The total number of workers affected and their job titles The total number of employees carrying out the jobs The proposed method of selecting people for redundancy The proposed method of carrying out the dismissals The proposed method of calculating redundancy payments The Employees Under the Employment Protection (Consolidation Act 1978) each employee will be given written notice of redundancy, legally this should be the legal minimum time or period of notice agreed in their terms and conditions of service which ever is longer. Barton Hill Settlement will undertake to give the longest possible notice to employees facing redundancy, but a minimum once month’s notice will be given. The Employment Department Offers of alternative work Under the Employment Protection (Consolidation Act 1978), employers must consider a worker threatened with redundancy for another post if one exists that is similar to the previous job or is suitable to the employee. Barton Hill Settlement will undertake to offer alternative employment to a permanent member of staff if a similar job exists for which the employee is suitable and they are considered by an interviewing panel to meet the person specification criteria. Time off to look for work Employees have a legal right to “reasonable time off” with pay to look for work only providing they have worked for 2 years. However, Barton Hill Settlement will ensure that all employees, no matter what their length of service is, have “reasonable time off” with pay to look for further work. Selection of Redundancy Barton Hill Settlement is legally obliged to select for redundancy in a fair and reasonable manner and it will not select for dismissal on the basis of gender, race, sexuality, impairment or any other criteria listed in the Equal Opportunities Policy. When selecting for redundancy Barton Hill Settlement will treat all staff equally and on the same basis irrespective of length of service, part-time or full-time employment or any other factor related to the post they fill. Redundancies will only be made in line with strategic planning and if necessary due to financial difficulties Barton Hill Settlement will not impose across the board cuts in pay or hours Barton Hill Settlement will initially aim to secure redundancies through voluntary, early retirement etc. Barton Hill Settlement will not make redundancies on the basis of last in first out. Barton Hill Settlement may consider the skills, experience and attitude of the employee or their attendance or disciplinary record. Criteria for this will follow as an appendix. Measures to avoid redundancy Barton Hill Settlement will make every effort to avoid redundancy for example through “natural wastage”. By reducing the use of temporary staff. Retiring all employees at the normal retirement age. Redeployment will be used wherever possible. Redundancy Pay Barton Hill Settlement will make redundancy payments in line with statutory redundancy legislation. Please contact Central Administration Officer for details of how to access this information from the Dept of Trade and Industry (DTI) website. ./69:fghě é  r Ó Ô OéÓ齪›˝‰w‰fTfTfCfC2 hš7çhOSGOJQJ^JmH sH  hš7çhý $OJQJ^JmH sH #hš7çhsOÝ5OJQJ^JmH sH  hš7çhsOÝOJQJ^JmH sH #hš7çh8>*OJQJ^JmH sH #hš7çhsOÝ>*OJQJ^JmH sH hš7ç5OJQJ^JmH sH %hš7ç5CJHOJQJ^JaJHmH sH +hš7çhsOÝ5CJHOJQJ^JaJHmH sH +hš7çh85CJ4OJQJ^JaJ4mH sH +hš7çh85CJHOJQJ^JaJHmH sH (/0123456789ghëě  ° ÷÷÷÷÷÷÷÷÷÷÷÷÷÷÷ňňňň÷ííĺíÝ & FgdsOÝ & FgdsOÝgdsOÝgdš7ç$a$gd8ý° ą   Ž č é   Ô Ő 1 2 W X   š › ˙ +,gúňúňúňúęúúúúúâÝÝÝÝÝÝÝŐÝŐ & Fgdý $gdý $ & Fgdý $ & FgdsOÝ & FgdsOÝgdsOÝghœÔŐ @AOPKLçč ůúö÷úňúňúňúňúęĺĺĺĺĺęŕÔËËËËË Ćŕgdá+˝ & F Ćŕgdá+˝gdá+˝gdOSG & FgdOSG & Fgdý $gdý $ ÷FL89:SiNOVWdŹ­Ia~€ëďÝďÝďĚďĚď̺̊̊˜Š˜‡˜‡vdRdv#hš7çhˆ^Ÿ5OJQJ^JmH sH #hš7çhW,ě5OJQJ^JmH sH  hš7çhW,ěOJQJ^JmH sH  hš7çhˆ^ŸOJQJ^JmH sH  hš7çhVNťOJQJ^JmH sH  hš7çhíMSOJQJ^JmH sH #hš7çh^O#5OJQJ^JmH sH  hš7çh^O#OJQJ^JmH sH #hš7çhá+˝5OJQJ^JmH sH  hš7çhá+˝OJQJ^JmH sH 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