Redundancy Policy

Last Updated 21 Mar 2017 in Work Life Balance

Overview

Unfortunately, sometimes it is necessary for the Society to make redundancies. This policy explains the redundancy process.

Key points covered:

How consultation works
How redeployment works and what happens if the colleague takes another job with the Society
All colleagues will qualify for a redundancy payment, details of which will be shared with you
Your right to appeal

This policy and procedure applies to all colleagues of the Midcounties Co-operative who are in full or part-time employment on permanent contracts of employment.

Consultation

The Society will consult with affected groups of colleagues at the earliest practicable opportunity and as a minimum:

20 to 99 redundancies – consultation will start at least 30 days before any dismissals take effect, and
100 or more redundancies – consultation will start at least 45 days before any dismissals take effect.

Consultation Process

The Society will provide the recognised trade union representatives with details of any proposed redundancies as part of the consultation process.

Colleagues affected by redundancy will:

Be invited to attend an initial meeting with their line manager who will outline the reason why the redundancy situation potentially exists and the proposed timetable for the consultation process.
Receive a letter detailing the discussion from the meeting that will provide the reasons why the colleague has been placed ‘at risk’ of redundancy.
Be allowed to be accompanied by either a colleague or trade union member to the meetings, apart from the initial announcement meeting.

Redeployment

The Society will consider whether colleagues likely to be affected by redundancy can be offered suitable alternative work or redeployment which might potentially avoid redundancy dismissals. The Society will notify colleagues of available positions that they may apply and be interviewed for. Any offer of redeployment will be made:

Before the end of the current contract of employment, and
In writing specifying details such as location, salary, grade, hours of work and start date.

Colleagues will be entitled to a trial period of 4 weeks from the date of any redeployment opportunity which they take as an alternative to dismissal.

If, at the end of the trial period, the redeployment opportunity is considered unsuitable by either the colleague or the Society, the colleague will be entitled to receive his or her redundancy payment.

There will be no entitlement to a redundancy payment where:-

A colleague unreasonably refuses an offer of suitable alternative employment, or
During a trial period the colleague unreasonably terminates or gives notice to terminate his or her contract of employment.

Redundancy Pay

If, at the end of the consultation process the colleague is confirmed as redundant, they will be given formal notice of termination of their employment due to redundancy and informed about whether they are required to work all or part of their notice period. The final redundancy payment and holiday entitlement will be calculated as at the last day of employment.

All Society employees will qualify for a redundancy payment. Unlike statutory redundancy scheme there is no two years’ service requirement in order to qualify and there is no limit on the amount of a week’s pay.

Any colleagues who have other deductions from their pay will be expected to repay the full amount due. The Society reserves the right to required redundant colleagues to return their Company property (including a car where provided) if a colleague is paid in lieu of their notice.

Appeal

Redundant colleagues may appeal against the decision to dismiss by reason of redundancy. The appeal must set out in writing the reasons for appealing and be sent to the Group General Manager of PSG within 5 working days of receipt of the written confirmation of redundancy. The colleague will have the right to be accompanied by a fellow colleague or trade union representative at the subsequent appeal meeting.

Policy name:	Redundancy Policy	Date of last review:	March 2017
Policy owner:	PSG	Issue number:	PSG-PW-002