- the numbers and descriptions of employees it is proposed to dismiss as redundant - the total number of employees of any such description employed by the Trust at the establishment in question - the proposed method of selecting the employees who may be redundant (see section 10) - the proposed methods of carrying out the dismissals, taking account of any agreed procedures, including the period over which the dismissals are to take effect. - the method by which redundancy payments will be calculated. 4.6 Management will consider and reply to any points made by the trade unions/staff organisations or elected staff representatives. 4.7 The definition of one establishment for the above purposes is either a clearly defined location, such as one hospital, or group of staff identified by the function performed. In identifying one establishment the following factors are relevant: - geographical separation - how the employees in question are managed - the level at which consultation with trade unions/staff organisations normally takes place - degree of shared services - whether separate financial arrangements exist. 4.8 There is a statutory duty to notify the Department of Trade and Industry when 20 or more redundancies are to be made at one location. Notification to the Department of Trade and Industry must also comply with the above notice periods in order to allow the Department to provide help where available in redeploying or retraining the redundant employees. 4.9 Individual staff, who are likely to be affected by major changes, will be interviewed by the appropriate manager, together with a representative from the Personnel Department, to discuss their personal circumstances, preferences and options for the future. 4.10 The Trust will ensure that all employees facing redundancy or premature retirement will have access to advice concerning benefits and future options. Assistance will be made available with completing an Application Form, interview technique and career counselling as appropriate. See also 13.1 below.
- the numbers and descriptions of employees it is proposed to dismiss as redundant - the total number of employees of any such description employed by the Trust at the establishment in question - the proposed method of selecting the employees who may be redundant (see section 10) - the proposed methods of carrying out the dismissals, taking account of any agreed procedures, including the period over which the dismissals are to take effect. - the method by which redundancy payments will be calculated. 4.6 Management will consider and reply to any points made by the trade unions/staff organisations or elected staff representatives. 4.7 The definition of one establishment for the above purposes is either a clearly defined location, such as one hospital, or group of staff identified by the function performed. In identifying one establishment the following factors are relevant: - geographical separation - how the employees in question are managed - the level at which consultation with trade unions/staff organisations normally takes place - degree of shared services - whether separate financial arrangements exist. 4.8 There is a statutory duty to notify the Department of Trade and Industry when 20 or more redundancies are to be made at one location. Notification to the Department of Trade and Industry must also comply with the above notice periods in order to allow the Department to provide help where available in redeploying or retraining the redundant employees. 4.9 Individual staff, who are likely to be affected by major changes, will be interviewed by the appropriate manager, together with a representative from the Personnel Department, to discuss their personal circumstances, preferences and options for the future. 4.10 The Trust will ensure that all employees facing redundancy or premature retirement will have access to advice concerning benefits and future options. Assistance will be made available with completing an Application Form, interview technique and career counselling as appropriate. See also 13.1 below.
Redundancy%20and%20Redeployment%20Policy.docx