Redeployment Policy agreement
18 Feb 2016
Agreement between the University and the Campus Trade Unions
The University and the Campus Trade Unions have reached an agreement in principle on changes to the implementation of the Redeployment Policy and the use of the Redeployment Register.
Discussions with the Trade Unions about the detailed changes to the Redeployment Policy and associated policies, procedures and guidance documents will begin on 22 February 2016. In the meantime I have summarised below the key points of the agreement for your information.
1. Redeployment Register
A maximum 12 month period on the Redeployment Register will begin 45 days from the date that the first collective consultation meeting takes place with the Trade Unions where a restructuring or reduction in roles is envisaged. This period of time is applicable to those staff only who are displaced as a consequence of a restructure. It does not apply to those staff who are placed on the Redeployment Register for example due to ill health or for other reasons.
2. Notification of the First Collective Consultation meeting
The Trade Unions will be informed of the date of the first collective consultation meeting and provided with associated documents 4 working days in advance of the date of the meeting.
3. Security of Employment Policy
A Security of Employment Policy is to be negotiated with the Trade Unions. This policy will set out the actions that the University will normally seek to take to avoid the use of redundancies (voluntary or compulsory). As a guiding principle, the University will seek alternative ways of reducing headcount, wherever possible and compulsory redundancy will be a last resort.
4. Voluntary Severance Scheme
There will be a targeted voluntary severance (VS) scheme, which will be subject to approval from the Board of Governors and reviewed on an annual basis through the Trade Union Negotiating Group (TUNG), put in place. This scheme is provided on the understanding that the University could move forward with either a simultaneous or sequential approach to consulting on voluntary severance and compulsory redundancy. The VS scheme will be launched to staff at risk no later than 45 days from the date of the first collective consultation meeting with the Trade Unions and will normally remain open for 8 weeks.
5. Compulsory Redundancy Payment
In the event that compulsory redundancy is necessary, selection will be made against a set of criteria which will include skills and experience and will be decided following collective consultation with the Trade Unions. A compulsory redundancy payment will be at statutory levels using the standard multiplier with the number of completed years of service capped at 20 years. This is consistent with our Contracts of Employment Policy and Procedure and is balanced against a generous VS scheme.
6. Recognition Agreements
Recognition agreements will be put in place for UNISON and UNITE the Union. There will be a review of UCUs recognition agreement to remove ambiguity.
7. Pay Protection
Pay protection will be for a period of 2 years at full pay followed by a period of 6 months where the salary is reduced by 50% of the difference between the old and new salary. The salary for the role at the lower grade will then be paid at the top of the grade, and not within the range of contribution points. Pay protection will be approved only in exceptional cases.
8. Outplacement
Group outplacement support will be provided for those staff leaving on either VS or compulsory redundancy.
9. Policies, Procedures and Guidance Documents/Statutes and Ordinances
As a consequence, the Redeployment Policy, Pay Protection Policy and Guidance to Organisational Change will be redrafted to reflect the changes as agreed. Final changes to the employment related Statutes and Ordinances will also be negotiated with the Trade Union (UCU).
Karen Heaton
Director of Human Resources
February 2016