My HR Knowledge Bank
Welcome to My HR Knowledge Bank. You will find frequently asked questions on all current HR Policies and procedures, links to all policies, useful forms, guidelines and toolkits.
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I have been told that I will shortly be called for an interview for a vacancy which is a potentially suitable post for redeployment, what will this involve?
The interview will be kept as informal as possible, however where tests are applicable these will be carried out to assess your suitability for the post. Someone from Human Resources is usually in attendance.
You will be asked to provide examples to demonstrate how you can meet the requirements of the post. You will be allowed time off to attend the interview.
If all areas of work related to a redeployment post being carried out as a trial period have not been covered in that time, can the trial period be extended?
A six week trial period should give sufficient time to assess an employee's capability to do the job. In exceptional circumstances however, the trial period may be extended for a further two weeks.
The employee must be informed in writing of the extension and the reason for it. This will normally be to allow for training or where the post is complex.
If I am redeployed to a post at a lower grade, how long will I receive protection or compensation for?
Compensation will be for a period of 3 years. The compensation will be paid up front as a gross amount of pay on an annual basis commencing from the date of the change.
At the end of each 12 month period, the situation will be reviewed to determine whether anything has changed in terms of your contractual position. If no change then compensation will again be paid as a lump sum for another 12 months up to the maximum of 3 years.
What is meant by the term 'redundancy situation'?
Redundancy can occur where a decision is taken to delete a specific post or to cease providing a particular service or provide it in a different way; or where a decision leads to a reduction in employees.
Who would pick up the costs of redundancies in a service area?
All costs associated with compensation in terms of the differential in pay and redundancy will be picked up by the original employing service area. If an affected employee is redeployed into a temporary post, and this concludes in less than 12 months and they are subject to redundancy, the cost of redundancy will be borne by the original employing service area.
Will the posts identified for me for redeployment be the same as my current grade?
Suitable alternative employment will be sought on the same grade and conditions as your current post, or if this is not possible, a post one grade lower (with appropriate protection or compensation) may be considered.