originating manager and the member of staff. Human Resources must also confirm with Occupational Health, where necessary and at the appropriate time, that this is a suitable alternative post in relation to the employee’s health situation. This process will include reaching agreement between all parties over issues of outstanding annual leave. 8.10 If the appointing manager is able to demonstrate, on objective grounds, that a post identified as potentially suitable for the individual is not, evidence to support this decision will be required by Human Resources on a Consideration for Redeployment - Feedback Form (Appendix 4). This information will be shared with the individual to assist them in the future. Similarly, if the individual rejects an offer of redeployment, it will be noted that the offer was refused including the reasons given. 8.11 Where the member of staff is working whilst seeking redeployment, consideration and/or support should be given to provide reasonable paid time off for relevant training, visits, research and interviews which would be considered to be assisting them in their search for a permanent post. 8.12 Where the 12 weeks redeployment period has come to an end with no success, and the contract of employment is terminated on the grounds of capability due to ill health, the employee may continue to seek redeployment within Public Health Wales during their notice period, with appropriate support and advice continuing as before. Should a suitable opportunity then be identified, the notice period will be extended to accommodate the trial period. Periods 9.1 If a redeployment trial period is unsuccessful, normally one further opportunity will be sought i.e. a total of two. If an offer of redeployment to a post which is considered to be appropriate and reasonable is rejected by the individual, no further redeployment will be offered 9.2 To overcome the concerns of both the employee and receiving manager, any redeployment will be subject to a trial period of not less than 4 weeks and normally no more than 3 months. The details will be included in a letter to the individual, copied to both managers involved (Appendix 5). It may be necessary where a 3 month period is initially agreed, to extend the trial period for up to a total of 6 months. If all parties agree that redeployment is not working out, the trial period could be
originating manager and the member of staff. Human Resources must also confirm with Occupational Health, where necessary and at the appropriate time, that this is a suitable alternative post in relation to the employee’s health situation. This process will include reaching agreement between all parties over issues of outstanding annual leave. 8.10 If the appointing manager is able to demonstrate, on objective grounds, that a post identified as potentially suitable for the individual is not, evidence to support this decision will be required by Human Resources on a Consideration for Redeployment - Feedback Form (Appendix 4). This information will be shared with the individual to assist them in the future. Similarly, if the individual rejects an offer of redeployment, it will be noted that the offer was refused including the reasons given. 8.11 Where the member of staff is working whilst seeking redeployment, consideration and/or support should be given to provide reasonable paid time off for relevant training, visits, research and interviews which would be considered to be assisting them in their search for a permanent post. 8.12 Where the 12 weeks redeployment period has come to an end with no success, and the contract of employment is terminated on the grounds of capability due to ill health, the employee may continue to seek redeployment within Public Health Wales during their notice period, with appropriate support and advice continuing as before. Should a suitable opportunity then be identified, the notice period will be extended to accommodate the trial period. Periods 9.1 If a redeployment trial period is unsuccessful, normally one further opportunity will be sought i.e. a total of two. If an offer of redeployment to a post which is considered to be appropriate and reasonable is rejected by the individual, no further redeployment will be offered 9.2 To overcome the concerns of both the employee and receiving manager, any redeployment will be subject to a trial period of not less than 4 weeks and normally no more than 3 months. The details will be included in a letter to the individual, copied to both managers involved (Appendix 5). It may be necessary where a 3 month period is initially agreed, to extend the trial period for up to a total of 6 months. If all parties agree that redeployment is not working out, the trial period could be
17.17%20redeployment%20policy%20v0f%2017.04.12.docx