Section A14: Leaving us:

A14.4: Main page

Redundancy and Redeployment Committee

1. Structure

1.1 The Redundancy and Redeployment Committee is an independent advisory body comprising three members and providing advice directly to the Chief Executive (or Head of RESAS for cases involving employees at the MRPs operating BBSRC terms and conditions).  Committee members cannot be existing employees of the BBSRC employment area.  The current membership is listed at appendix A14:4i.

1.2 In redundancy situations not involving the termination of a Limited Term Contract (LTC), appeals against selection for redundancy and requests for redeployment are considered by the Redundancy and Redeployment Committee. Redundancies arising from the termination of an LTC are dealt with within establishments and there is no right of appeal to the Redundancy and Redeployment Committee.

1.3 The People and Development Group in BBSRC Office provides secretariat support to the committee.

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2. Terms of reference

The committee:

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3. Redundancy appeals procedure

In line with paragraph 5.4.6, appendix 14.1, of the Redeployment and Redundancy Agreement), ‘at risk’ employees are asked if they wish to appeal against their redundancy to the Redundancy and Redeployment Committee. This is in addition to the possibility of seeking redeployment within any establishment operating BBSRC’s terms and conditions of employment. A current appeal against redundancy will not jeopardise any redeployment opportunities, which may arise while that appeal is being heard.

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4. The committee’s procedure for dealing with appeals

4.1 The committee considers the case fully, and on the basis of all the information available makes a recommendation to the Chief Executive (or Head of RESAS) as to whether or not the appeal should be upheld.  When the Chief Executive (or Head of RESAS) has reached a final decision, the appellant is formally advised of the outcome of his\her appeal, and is given a summary of the committee's recommendation and rationale for its decision.

4.2 An appellant cannot have their appointment terminated until the appeal has been fully considered by the Redundancy and Redeployment Committee and a final decision made by the Chief Executive (or Head of RESAS).

4.3 Where an appeal is upheld by the Chief Executive (or Head of RERAS), the post is reinstated, or other appropriate measures taken, depending on the nature of the appeal and on the basis of a recommendation made by the Redundancy and Redeployment Committee.  Where an appeal is turned down, the appellant can ask to be considered for redeployment.

4.4 If the Redundancy and Redeployment Committee supports an appeal and recommends reinstatement but this advice is not followed by the Chief Executive (or Head of RESAS) the appellant will be awarded a further compensation payment of £5K.

5. Further appeal

All ‘at risk’ employees with sufficient service have the right of appeal to an employment tribunal, if they believe that their selection for redundancy has been unfair or there has been a breach of contract.

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6. Redeployment procedures

‘At risk’ employees are asked if they wish to be considered for redeployment opportunities at any establishment to roles on BBSRC’s terms and conditions of employment (in accordance with paragraph 5.4.6, appendix 14.1, of the Redeployment and Redundancy Agreement).  ‘At risk’ employees who ask to be so considered are known as a redeployant.  Depending on the response, the following may then apply:

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7. The committee’s role in the selection process for roles on BBSRC terms and conditions of employment

7.1 The committee asks the Director of the establishment that may receive the redeployant (the receiving establishment) to consider the redeployant for the post identified. Depending on the stage reached in recruitment and the extent to which, in the committee's judgement, the redeployant appears to meet the requirements of the post, the following options will be put to the Director:

  1. redeploy to the vacancy without competition
  2. interview the redeployant in advance of other internal/external applicants
  3. interview the redeployant with other (short-listed) applicants

7.2 If the Director is unwilling to comply with option (i) or (ii), their reasons are given in writing to the Redundancy and Redeployment Committee Chair.  If s\he is unable to support the Director's views, the matter will be referred to the Chief Executive (or Head of RESAS), whose decision will be final.

7.3 No pressure is put on redeployants to attend interview for or accept a post that they are not interested in unless it is deemed to be (a) suitable alternative employment and (b) within reasonable daily travelling distance of their home. In these circumstances, refusal to redeploy could affect the individual’s redundancy entitlement.

7.4 If a redeployant is to be interviewed at the committee's request, a representative of the Redundancy and Redeployment Committee will take part in the interviews of the redeployant and any other applicants who are under consideration.

7.5 Subsequently, the committee may wish to discuss the case with the Director concerned, or their nominee(s), before reaching a final view.  The committee's assessment will be conveyed to the Director and, where appropriate, the redeployant concerned.  If the receiving Director contests the committee's assessment, the matter will be referred to the Chief Executive (or Head of RESAS) for a final decision, which will be conveyed to all the parties concerned.

7.6 At any stage in the process, the committee may wish to interview the redeployant (who will have the right to be accompanied by a trade union representative or work colleague), the sending / receiving Director or the appropriate Trade Union representative.

7.7 Having sought redeployment, an individual cannot have their appointment terminated for a minimum of 40 working days from the case first being logged with the secretariat. The committee will continue to consider redeployment options until the individual's last day of service.

7.8 If the Redundancy and Redeployment Committee supports a redeployment and recommends this to the Chief Executive (or Head of RESAS) , but this advice is not followed and no redeployment takes place, the redeployant will be awarded a compensation payment of £5K.  This is in addition to any redundancy compensation payments s/he is to receive.

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8. Summary of Redundancy and Redeployment Committee’s role in redeployment cases

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9. Redundancy and Redeployment Committee documentation

The following forms are used by the Redundancy and Redeployment Committee and its secretariat

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Last updated 20/12/12
Amendment 149 -December 2012