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Appendix A14.11i

Flowchart of LTC redundancy agreement (May 2005; Revised July 2011)

Step 1
Management reviews individual LTC employment contracts on a quarterly basis and identifies those which are coming to an end

Step 2
Institute Director of operations advises TUS Chair of LTC post losses and potential redundancies; comments are invited; management undertakes agreed pre-redundancy measures

Step 3
TUS Chair consults within INCC TUS; a minimum of 10 working days is allowed for reply

Step 4
Institute Director of Operations considers TUS comments and provides written feed back

Step 5
Institute Director of Operations decides whether or not to continue with redundancies

Step 6
Institute Director of Operations has an initial consultation meeting with each postholder, well in advance of contractual notice period (see notes 1 & 2 below). The postholder is advised that s/he is formally "at risk" of redundancy and is given 5 working days to respond (see note 3 below)

Step 7
Second consultation meeting takes place. The postholder makes representations about their post loss (if they so-wish) and advises management of their wishes vis a vis redeployment (see note 4 below)

Step 8
Institute Director of Operations considers representations from at risk postholder and gives written feed-back

Step 9
Institute/site redeployment opportunities reviewed by Redeployment Board, if sought (see note 4 below)

Step 10
Formal Notice of Redundancy issued (assuming no redeployment). Postholder is given 5 working days to lodge an appeal and a further 10 working days to construct an appeal to the Institute Director

Step 11
Institute Director considers the appeal

Step 12
If the appeal is unsuccessful, the appointment is terminated (see note 5 below). If the appeal is successful, the postholder is advised accordingly and given a further contract of employment (see note 6 below)


  1. The Institute Director of Operations may decide that another senior manager (not the Institute Director) should conduct the consultation meetings
  2. LTCs are entitled to contractual or statutory notice, whichever is the greater
  3. The Institute Director of Operations must inform the at risk postholder (and this must be confirmed in writing at the time) that their appointment is to be terminated on (date). The postholder is invited to make representations at a further meeting, which will take place a minimum of 5 working days later. During the initial meeting, the postholder is asked if they wish to be considered for current/impending vacancies within institute/site or elsewhere in JNCC employment
  4. If the postholder seeks redeployment within the institute, their suitability will be assessed by Redeployment Board of three senior managers. Depending on suitability the postholder can be (a) redeployed to a post without competition (b) interviewed before other applicants and either redeployed or turned down (c) interviewed in competition or (d) rejected without interview. If, at the consultation stage, the postholder indicates that they are interested in redeployment to other JNCC sites, their particulars will be forwarded to the sites of their choice. Normal recruitment rules apply for shortlisting and selection, but the postholder will continue to be treated as an internal (JNCC) applicant if their appointment is terminated before the vacancy is filled
  5. An appointment can only be terminated when appeal action is completed and/or (if redeployment was requested) there are no suitable vacancies available, none are expected to arise in the near future and the postholder is not currently under serious consideration for a JNCC vacancy
  6. The type of contract issued will depend to some extent on the circumstances of the appointment. However, because of the "four year rule" the norm will be an indefinite contract. HRG should be consulted in cases of doubt

Last updated 211/07/11
Amendment 130  - July 2011