note: 2. definition of redundancy · 2016. 2. 1. · january 20162 202015january 2013 for 31st...

January 2016 202015January 2013

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MODEL REDUNDANCY PROCEDURES FOR SCHOOLS 1. SCOPE

1.1 This procedure embodies the Council’s model Redundancy Procedures

to be commended to a G overning B oard for application in the event of a school redundancy situation. It will apply to all school employed teaching staff.

1.2 NOTE: For those schools that do not purchase central services (e.g. Finance/Payroll/HR) under a Service Level Agreement from the Council, this Procedure will apply if adopted by the school however, advice and support needs to be obtained from the alternative provider. In the case of dismissal (Redundancy is a dismissal in law), the LA is entitled to attend proceedings of Governing Boards and receive copies of minutes of the Staff Dismissal Committee/Staff Dismissal Appeals Committee where dismissals are being considered and would apply this entitlement to schools who have opted out of central services, when they are considering redundancy dismissals.

2. DEFINITION OF REDUNDANCY

2.1 For the purpose of this procedure, an employee is redundant if the

requirements of the school for employees to carry out work of a particular kind or for employees to carry out work of a particular kind in the place they were so employed, have ceased or diminished or are expected to cease or diminish. (Source: Employment Rights Act 1996).

3. PRINCIPLES

3.1 The Governing Board will seek to ensure the security of employment of

its staff through forward planning and sound financial management. However, on occasion there may be changes, usually financial, which will affect staffing requirements and may lead to a redundancy situation at the school. In accordance with this procedure, redundancy/ voluntary redundancy will only apply where a school which, at the time the budget is set, is operating a staff establishment which cannot be sustained.

3.2 It is strongly recommended that schools identify staffing requirements

and any budgetary shortfalls as soon as possible in the Autumn Term. If staffing reductions are anticipated they should inform the LA and any alternative provider e.g. Finance/HR immediately.

3.3 The Governing Board will note that if there is a need to enter into these

procedures and action is not taken promptly, then, in the case of any potential teacher redundancy, it may not be able to accommodate the procedure within the timeframe and comply with teachers notice periods. For example, to accommodate all of the stages of this Procedure, you will have 7/8 meetings in a 10-week or shorter timeframe, from the issue of final budgets. The timeframe may be shorter due to school closure periods and/or date of identification of problems. In addition, this timescale must allow sufficient time for meaningful staff consultation. If this is not achieved, including giving the

selected employee notice by 31st May to effect a redundancy dismissal


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for 31st August, the school will have to continue to pay the teacher’s salary, which will add to the school’s financial problems and may result in the need for more redundancies the following term.

3.4 The Redundancy Procedure is designed to:

a) ensure fairness and equity at all stages;

b) maintain relationships through consultation and communication;

c) avoid compulsory redundancies. All alternative options will have

been explored before moving to voluntary and/or compulsory redundancy e.g. staff turnover, agreed variation from full time working to part time/ job share, alternative posts within the school or other schools if applicable/possible;

d) avoid prejudicing the future employment prospects of employees

nominated as redundant. Declaring staff compulsorily redundant will be seen as a last resort;

e) comply with the legislative framework and the principles of Best

Value as interpreted in the definition of redundancy in paragraph 2.1;

f) ensure schools meet curriculum requirements that meet the

needs of the pupils, and assist the deployment of teaching staff to the best advantage.

4.0 CONSULTATION

4.1 The Governing Board or a Committee thereof, will identify potential

overstaffing situations by regular reviews of the budget, curriculum, and projections of anticipated pupil numbers. Any anticipated problems whether long or short term will be shared with staff and their recognised union representatives as soon as possible.

4.2 The LA and the Finance/HR provider will be informed immediately a

staff redundancy problem is identified.

4.3 Once a need for a redundancy has been confirmed there is a statutory duty to consult with the Unions. The relevant Unions will be informed of any potential redundancy situation at the earliest opportunity and will be kept informed throughout the Procedures.

5.0 REDUNDANCY

5.1 Voluntary redundancy is only available in very specific circumstances at times of school closure, amalgamation or following the deletion of posts in a restructure in a redundancy situation. It will be the exception and only used as a last resort to avoid compulsory redundancy it is expected that schools will have exhausted all other options i.e. natural wastage, termination of temporary contracts before declaring a redundancy situation and only then will consideration be given to volunteers under the scheme (See 5.3).


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5.2 If a school is unfortunate enough to have to move to a compulsory nomination for redundancy, then formal consultation will commence with employees and their union representatives. The formal process is as detailed at section 6 of this procedure.

5.3 Whilst it is expected that employees make every effort to seek suitable

alternative employment, as a way of rewarding loyalty, for those

employees with more than five years’ service with Halton, they may

apply for consideration to voluntarily leave their employment under the scheme described below, with an enhanced discretionary payment.

5.3.1 Using the statutory redundancy payments calculation (Appendix D), an

individual’s total amount of week’s service, based on actual salary, will be multiplied by 1.4.

This will be a final one off payment, which would be inclusive of the statutory redundancy payment. HR will advise of the amount that will be free from tax. Further information regarding the purchase of additional benefits with this payment can be obtained from the relevant pension provider.

5.3.2 Decisions on applications to leave in this way are at the discretion of

the Strategic Director, People & Economy and should be in writing, supported by the Head teacher/Principal and school Governing Board. There is no question of the employee having any right to leave under this scheme and there is no right of appeal. Where redundancy has occasioned the application for voluntary redundancy, no more than the identified number will be allowed to leave under this scheme. In the case of too many volunteers, applications will be considered based on operational needs.

5.4 Additionally, if the Strategic Director, People & Economy, cannot

support such a request, Governing Boards may, subject to sufficient funding, support an application for voluntary redundancy in accordance with this scheme.

5.4.1 If the Strategic Director, People & Economy and the Governing Board

of the school cannot support the application and the employee at risk of redundancy is unsuccessful in seeking alternative employment, then the employee will receive a redundancy payment based on the statutory payments calculation, enhanced to their salary level (Appendix D). HR will advise of the amount that will be free from tax.

5.4.2 Additionally, it is expected that the employee will proactively seek alternative employment. The HR section will assist with identifying suitable alternative vacancies and will undertake to liaise with schools where vacancies are. Additionally, in compulsory redundancy situations, it may be possible to offer staff in schools, which aren’t in a redundancy situation, the opportunity to volunteer for the redundancy payment in accordance with this scheme on the understanding that they employ the person selected for compulsory redundancy.

5.4.3 If a teacher with a TLR payment or is on the Leadership scale, is placed at risk of redundancy, any applications for new posts are on the grade at which those posts are advertised.


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6.0 THE PROCEDURE TO SEEK VOLUNTARY SOLUTIONS/ COMPULSORY SELECTION

6.1 If the problem is longer term, (e.g. an anticipated reduction in pupil numbers or budget shortfall beyond the current academic year), the

Governing Board will authorise the Headteacher/Principal to hold regular (termly or half termly) discussions with staff and their recognised union representatives to share any developments, explore solutions generally keep staff and their recognised union representatives informed.

7.1 Full Governing Board Meeting

7.1.1 If the problem is identified as needing resolution within the current

academic year or the beginning of the following academic year, the Governing Board will take immediate action, as follows:

a) confirm the financial position and, following review of the budget

plan, and having explored all possible methods of making savings, resolve that reductions in staffing are necessary. It is advisable that LA, Link Adviser, Finance and HR providers attend this meeting.

b) authorise the Headteacher/Principal to inform staff and seek voluntary solutions to the problem, e.g. job share, reduced hours, part time, natural wastage, review of contracts, voluntary redundancy etc. At such meetings with staff, the Headteacher/Principal will be accompanied by advisers from their HR provider who will brief staff on voluntary options available to them, arrange severance estimates etc. In addition, staff must be offered support such as the services of Occupational Health. The union representatives should also be alerted at this stage.

c) appoint a Staff Dismissal Committee who will be given the

delegated authority to effect a redundancy on behalf of the Governing Board. At the same time, a Staff Dismissal Appeals Committee will be given the delegated authority to decide any appeals resulting from the decisions of the Staff Dismissal Committee. See Appendix A for guidance on the establishment of the Staff Dismissal Committee and the Dismissal Appeals Committee.

d) agree a date for the Staff Dismissal Committee to meet with a Link Advisor, Finance and HR Provider.

e) inform the LA, HR and the HR provider, if different. The LA HR section will then issue the formal statutory notices to the Unions on behalf of the LA in its capacity as residual employer.

8.0 STAFF DISMISSAL COMMITTEE - FORMAL PROCEDURE

8.1 All Staff Dismissal Committee/Dismissal Appeals Committee

meetings in relation to this Procedure will be appropriately called, clerked and minuted and the school is responsible for ensuring this


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occurs. Advice should be provided at each meeting by the appropriate personnel including the Headteacher/Principal, a Link Adviser and the Finance/HR provider.

8.2 Whilst the Procedure outlines specific stages for meetings, there is

nothing in the Procedure to prevent additional meetings taking place when necessary. A degree of flexibility is a necessary requirement to affect the procedure in the best interests of the School and its staff. It is expected that a series of meetings will be scheduled at the first meeting of the Staff Dismissal Committee and to share this with staff and their representatives.

8.3 At the First Stage Meeting the Staff Dismissal Committee, will:-

8.3.1 Re-examine the school budget and Development Plan and satisfy

itself that all alternative staffing strategies i.e. cessation of temporary contracts, natural wastage possibilities, voluntary buy-out, severance, job sharing etc. have been exhausted.

8.3.2 Agree/confirm the category(s) (Teaching and/or Support Staff) and

number(s) of staff from which the reduction needs to be effected to achieve the necessary identified saving. NOTE: Headteachers’/Principals’ and Deputy Headteachers’ are not usually eligible for redundancy except in the case of some school closures or amalgamations. If however, it is decided that the Deputy Headteacher is to be considered alongside other teaching staff, then the school must have decided to operate without a Deputy Head teacher.

8.3.3 Consider/confirm the criteria against which any selection for

compulsory redundancy will be made. (Criteria Matrix/interview). If it is decided to use a Criteria Matrix, see Optional Stage Two Meeting (below).

8.3.4 Set the timetable of meetings within the Procedure and make arrangements for this to be communicated to staff and their recognised union representatives. In setting the timetable for any potential redundancy, staff Terms and Conditions with regard to notice periods must be considered. Inform relevant Unions of the proposal to reduce staff and formally invite them to a consultation meeting. (N.B. If using a Criteria Matrix, the invitation will follow the Optional Stage Two Meeting - below).

8.4 Optional Stage Two Meeting (Criteria Matrix)

8.4.1 If a Criteria Matrix is to be used as the method of selection, it is

anticipated that the Headteacher/Principal, advised by the Link Adviser, will prepare draft criteria for submission to the Staff Dismissal Committee for their consideration. This will be done following the First Stage Meeting when the method of selection has been decided. (N.B. In certain circumstances i.e. because of time constraints etc. it may be decided to hold an extended First Stage Meeting to undertake this.)

8.4.2 Any criteria need to take account of the School Development Plan,


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Curriculum Development Plan, Post-Ofsted Action Plan, comply with equal opportunities legislation and any other school priorities. Following agreement of the criteria, the matrix will be sent to the Unions, along with a copy of the detailed budget and all documents

used in drawing it up. At least 5 working days’ notice but ideally 10

days from sending this information, to the date of the next Staff Dismissal Committee meeting, should be allowed to enable the Unions to undertake meaningful consultation.

8.5 Second/Third stage meeting of the Staff Dismissal Committee

8.5.1 The Staff Dismissal Committee will then meet to consult the relevant

Union Representatives about the need and proposal to reduce staff and the selection criteria and procedures/format for applying it. They must also be given the opportunity to respond verbally at the meeting and subsequently in writing.

8.5.2 At this stage the Staff Dismissal Committee will demonstrate to the

unions it has done everything possible to:

a) avoid a compulsory redundancy situation;

b) keep the number of redundancies to the essential minimum;

c) mitigate the consequences of a compulsory redundancy. 8.5.3 Before proceeding at this meeting, the Staff Dismissal Committee

must seek Union agreement that they have met these requirements.

8.5.4 The Unions will be asked to give written responses by the next meeting of the Staff Dismissal Committee. In setting the date for the next meeting, consideration should be given to allowing sufficient time for Unions to consult with their members and to send in their

written responses. It is advisable to allow at least 5 working days’ notice but ideally a 10-day timetable allowing for Unions to do this.

8.6 Third/fourth stage meeting of the Staff Dismissal Committee

8.6.1 The Staff Dismissal Committee will then meet to:

a) confirm current situation and continuing need to proceed; if not proceeding inform staff and Unions and if proceeding;

b) consider the written Union responses;

c) confirm redundancy selection criteria. 8.6.2 Following this meeting the Chair of the Staff Dismissal Committee will

respond, in writing, to the union’s comments and, if a Criteria Matrix is the form of selection to be used, send it, along with the Staff Data Sheet, to them. The Staff Data Sheet and Criteria Matrix will then be distributed to all staff for completion and a date set for the return. Staff will also be given the opportunity to access all documents used when drawing up the Criteria Matrix.


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8.7 Fourth/fifth meeting of the Staff Dismissal Committee 8.7.1 Prior to this meeting the Headteacher/Principal will have spoken to

staff to ascertain how they wish to be told who has been selected. In addition, it is advisable to have conducted a final check on whether any staff wishes to consider volunteering before a compulsory selection is undertaken, explaining that the terms available to volunteers will not be available after the commencement of the compulsory selection.

8.7.2 Apply the criteria to the staff categories affected. The Chair of the

Staff Dismissal Committee will inform the employee(s) selected immediately or as soon as possible thereafter. Union Representatives will be notified of this meeting and will be on notice to support their members if they so require.

8.7.3 The Staff Dismissal Committee will write formally to the employee(s)

selected confirming its decision and offering them the opportunity to make representations to them about the selection. At least 5 working

days’ notice but ideally 10 days should be allowed to enable the

employee to consult with their representative and to compile their case in response.

8.8 Fifth/sixth stage meeting of the Staff Dismissal Committee

8.8.1 The Staff Dismissal Committee will, if necessary, then meet (for the

final time) to consider representations from the selected employee(s) and confirm, or otherwise, their decision. If the Staff Dismissal Committee disallows the employee’s representations, this will subsequently be confirmed formally, in writing, to the selected employee(s), together with the details of his/her appeal right to the Dismissal Appeal Committee of the Governing Board.

8.8.2 If the Staff Dismissal Committee decides to allow the employees

representations, the employee will be informed accordingly and the full Governing Board will be re-convened to review the situation concerning the need to reduce staff. If it is considered that this is the school’s only option, the process will be repeated (i.e. as from Section 5.2).

8.8.3 If the selected employee chooses not to make representation back to the Staff Dismissal Committee, they may appeal directly to the Dismissal Appeals Committee.

9.0 APPEAL

9.1 After consideration of the appeal, if the Dismissal Appeals Committee

disallows the appeal, the Governing Board will inform the LA/HR provider of the selection for the member(s) of staff who are surplus to the staffing requirements of the school.

9.2 The LA will issue the requisite notice of dismissal, on grounds of

redundancy, to the individual(s). (By 31st May for 31st August dismissals).


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9.3 If the appeal is allowed, the member of staff will be informed accordingly. The full Governing Board will have to re-convene to review the situation concerning the need to reduce staff. If it is considered that this is the school’s only option, the process will be repeated (i.e. as from Section 5.2 of this Procedure.)

10.0 FUTURE/ALTERNATIVE EMPLOYMENT

10.1 The LA, acting in its capacity as the employer, will then do all in its

power to mitigate the effect of the selection by trying to find alternative employment for the individual(s) during the period up to and including the date that the dismissal is intended to take effect. The support will include; issuing weekly job sheets, counselling service via Occupational Health, access to a qualified Learning & Development Officer who will offer support when applying for posts (e.g. help updating CV and interviewing techniques) and time off with pay to explore opportunities for alternative employment. (Other than the issue of weekly job sheets which will be provided by HBC H R s e c t i o n Opted out schools should seek the support offered by their provider) If this is successful before the date of dismissal, the notice will be withdrawn and the employee will be re-deployed. In addition, if, following the declaration of redundancy, circumstances change (e.g. a staff resignation) and there is no longer a redundancy situation at the school, then the school will be expected to rescind the declaration of redundancy and ask the LA/HR provider to withdraw the notice. NOTE: For those schools who have opted out of the Council’s HR SLA, they will need to inform the Council’s HR section of the details of the redundant employee to enable them to liaise with other schools in the Borough regarding redeployment opportunities.

10.2 In accordance with this scheme employees declared redundant are

advised that they will have to forfeit their redundancy payment if they take up employment with another local authority (or an employer associated under the Redundancy Modifications Order) before the termination of their current contract and this employment commences within a period of four weeks from the date of redundancy.


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APPENDIX A

GUIDANCE TO HEADTEACHERS/PRINCIPALS AND GOVERNING BOARDS ON ESTABLISHMENT OF THE STAFF

DISMISSAL COMMITTEE AND THE DISMISSAL APPEALS COMMITTEE

● A member of the Governing Board may not clerk a meeting of the

full Governing Board or of the Staff Dismissal Committee or Dismissal Appeal Committee.

● The Staff Dismissal Committee shall include not less than three

members of the Governing Board unless it is not reasonably practicable, when it may consist of two members of the Governing Board.

● The Dismissal Appeal Committee shall include no fewer members of

the Governing Board than the Staff Dismissal Committee, the decision of which is subject to appeal.

● Where a Dismissal Appeal Committee is considering an appeal against

a decision of the Staff Dismissal Committee, no member of the Staff Dismissal Committee, whose decision is subject to appeal, shall take part in the proceedings of the Dismissal Appeal Committee.

● The Headteacher/Principal of the school shall not be a member of

the Staff Dismissal Committee or the Dismissal Appeal Committee, but should attend all meetings in an advisory capacity.

● No member of staff, who is on the Governing Board at the school

where they are employed, can be on the Staff Dismissal Committee or Dismissal Appeal Committee.

Note

Please note that where LA is used within the policy this is a reference to the Finance Manager and School Link Advisers from the People & Economy Directorate, and Council Finance, Payroll and HR Services from the Community & Resources Directorate


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APPENDIX B

STAFF DISMISSAL APPEALS COMMITTEE PROCEDURE

The procedure to be adopted at the Staff Dismissal Appeal Committee will be:

1. The Chair should satisfy him/herself that both parties are familiar with, and

understand the procedure to be followed at the hearing.

2. At any stage during the hearing members of the Staff Dismissal Appeals Committee hearing the appeal and the adviser may ask questions of the appellant, their representative and the Chair of Staff Dismissal Committee.

3. The Chair of the Staff Dismissal Committee shall state the management

case in the presence of the appellant and their representative.

4. The appellant or their representative shall have the opportunity to ask

questions of Chair of the Staff Dismissal Committee.

5. The Chair of the Staff Dismissal Committee shall have the opportunity to re-examine on any matter referred to in the examination by members of the Staff Dismissal Appeal Committee hearing the appeal, the appellant or their representative.

6. The appellant or their representative will then put their case.

7. The Chair of the Staff Dismissal Committee shall then have the

opportunity to ask questions of the appellant, their representative.

8. The appellant or their representative shall have the opportunity to re- examine on any matter referred to in the examination by members of the Staff Dismissal Appeal Committee hearing the appeal, or the Chair of the Staff Dismissal Committee.

9. The Chair of the Staff Dismissal Committee shall then be invited to

make a closing statement without introducing any new evidence.

10. The appellant or their representative shall be invited to make a closing statement without introducing any new evidence.

11. Both parties shall withdraw to allow members of the Staff Dismissal Appeal Committee hearing the appeal to review and consider the evidence in conjunction with the adviser. If recall of the parties is necessary to clear points of uncertainty, both parties are to return, notwithstanding that only one is concerned with the point-giving rise to doubt.

12. The members of the Staff Dismissal Appeal Committee hearing the

appeal will then recall both parties to inform them of their decision. The decision should normally be announced personally to the parties as soon as it is possible on the day of the hearing. If it is not possible to make a decision immediately the parties should be informed of this. In any event a decision must be made within five working days of the hearing concluding. The decision should be confirmed in writing and delivered to the employee either by hand or first class post with a copy to the appellant's


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representative.


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Statutory redundancy pay table Appendix D Service (Years)

Age

2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

17* 1

18 1 1½

19 1 1½ 2

20 1 1½ 2 2½ -

21 1 1½ 2 2½ 3 -

22 1 1½ 2 2½ 3 3½ -

23 1½ 2 2½ 3 3½ 4 4½ -

24 2 2½ 3 3½ 4 4½ 5 5½ -

25 2 3 3½ 4 4½ 5 5½ 6 6½ -

26 2 3 4 4½ 5 5½ 6 6½ 7 7½ -

27 2 3 4 5 5½ 6 6½ 7 7½ 8 8½ -

28 2 3 4 5 6 6½ 7 7½ 8 8½ 9 9½ -

29 2 3 4 5 6 7 7½ 8 8½ 9 9½ 10 10½ -

30 2 3 4 5 6 7 8 8½ 9 9½ 10 10½ 11 11½ -

31 2 3 4 5 6 7 8 9 9½ 10 10½ 11 11½ 12 12½ -

32 2 3 4 5 6 7 8 9 10 10½ 11 11½ 12 12½ 13 13½ -

33 2 3 4 5 6 7 8 9 10 11 11½ 12 12½ 13 13½ 14 14½ -

34 2 3 4 5 6 7 8 9 10 11 12 12½ 13 13½ 14 14½ 15 15½ -

35 2 3 4 5 6 7 8 9 10 11 12 13 13½ 14 14½ 15 15½ 16 16½

36 2 3 4 5 6 7 8 9 10 11 12 13 14 14½ 15 15½ 16 16½ 17

37 2 3 4 5 6 7 8 9 10 11 12 13 14 15 15½ 16 16½ 17 17½

38 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 16½ 17 17½ 18

39 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 17½ 18 18½

40 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 18½ 19

41 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 19½

42 2½ 3½ 4½ 5½ 6½ 7½ 8½ 9½ 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½

43 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21

44 3 4½ 5½ 6½ 7½ 8½ 9½ 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½

45 3 4½ 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22

46 3 4½ 6 7½ 8½ 9½ 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½

47 3 4½ 6 7½ 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23

48 3 4½ 6 7½ 9 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½

49 3 4½ 6 7½ 9 10½ 12 13 14 15 16 17 18 19 20 21 22 23 24

50 3 4½ 6 7½ 9 10½ 12 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½ 24½

51 3 4½ 6 7½ 9 10½ 12 13½ 15 16 17 18 19 20 21 22 23 24 25

52 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½ 24½ 25½

53 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19 20 21 22 23 24 25 26

54 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 20½ 21½ 22½ 23½ 24½ 25½ 26½

55 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22 23 24 25 26 27

56 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 23½ 24½ 25½ 26½ 27½

57 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 24 25 26 27 28

58 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 24 25½ 26½ 27½ 28½

59 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 24 25½ 27 28 29

60 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 24 25½ 27 28½ 29½

61+ 3 4½ 6 7½ 9 10½ 12 13½ 15 16½ 18 19½ 21 22½ 24 25½ 27 28½ 30


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School’s role in Redundancy

Finance Committee Consider the school’s current and forecast budget position during

the Autumn Term and again in mid-march when the final budget is set

Full Governing Board Meeting Confirm the budget shortfall

Authorise the Headteacher/Principal to seek voluntary solutions

Appoint a Staff Dismissal Committee and Dismissal Appeals Committee

Agree a date for the Staff Dismissal Committee to meet with LA advisers

Staff Dismissal Committee At All stages the Committee must :

Ensure there is a Clerk to minute the meeting Re-examine the school budget and confirm the need to proceed

1st

Stage

Timetable a series of meeting and advise staff and unions

Agree/confirm the number and categories of staff needed to make savings

Consider/confirm the criteria from which selection will be made

Relevant Trade Unions advised and invited to a consultation

meeting


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2nd

Stage

Criteria Matrix meeting held? Does the criterion comply with equal opportunity legislation?

Does the criteria take account of the School Development Plan, Curriculum Development Plan, Post-Ofsted Action Plan and other school priorities?

Has it been sent to the Unions with details of the budget and all documents used in drawing it up?

3rd

Stage

Consult with the Trade Union about the proposal to reduce staff

Is the Trade Union satisfied that everything has been done to; keep redundancies to a minimum, avoid a compulsory redundancy situation and to mitigate the consequences of a compulsory redundancy?

Request written responses from Trade Unions to be received by

the next meeting

4th

Stage

Consider written Union responses Confirm the redundancy selection criteria

Distribute Staff Date Sheet and Matrix to staff and set date for their return

5th

Stage

Ascertain how selected staff will be told

Reconfirm whether there are any volunteers before a compulsory selection is undertaken

Apply the criteria to the staff categories affected Tell staff of the outcome

Write to employees selected confirming your decision and offering them the opportunity to make representations

6th

Stage

Consider representations from the selected employees

Confirm in writing to the selected employees and their right of appeal

7th

Stage

Hears appeal(s) against any decision of the Staff Dismissal

Committee Confirm decision

Dismissal Appeal Committee (By Second week in May)

note: 2. definition of redundancy · 2016. 2. 1. · january 20162 202015january 2013 for 31st...

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