12?? reorganisation & redeployment · 2.5 further guidance on paragraphs 2.3 and 2.4 can be...

Annex 1 to Item 3 Policy Committee

14 March 2012

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12?? REORGANISATION & REDEPLOYMENT

The following policy will set out the process to be adopted by Cheshire Fire & Rescue Service when dealing with reorganisation and redeployment. It is intended that the process can be followed for any exercise that could involve both or either operational and support staff groups.

OWNER Principal HR Advisor (Policy), Human Resources

LAST REVIEW February 2012

REVIEW DUE DATE

February 2015

VERSION CONTROL

TBC

OTHER (CROSS) REFERENCES: CFRS-#1230-Pay and Recognition

CONTENTS PART 1 - POLICY SECTION

Section

1 2 3 4 5 6 7 8 9 10

Title Introduction Aims Reorganisation Stage 1 – Matching Process Stage 2 – Appointment Process Stage 3 – Vacancy Clearance Process Final Considerations Redeployment Priority Recruitment Status Pay Protection

Page

2 3 3 3 4 4 5 5 5 6

PART 2 - PROCEDURES SECTION Procedure

1 2 3 4 5 6 7

8

Matching Process Appointment Process Vacancy Clearance Process Priority Recruitment Status – Level 1 Priority Recruitment Status – Level 2 Priority Recruitment Status – Trial periods Priority Recruitment Status – Trial period employee offered/not offered the job Priority Recruitment Status – Employee refuses job

10 10 11 11 12 13 13

14


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PART 3 – GUIDANCE SECTION

FREQUENTLY ASKED QUESTIONS

Reorganisation Redeployment APPENDICES Appendix 1 – Selection & Redeployment Overview

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PART 1 – POLICY SECTION 1. INTRODUCTION 1.1 Cheshire Fire Authority (CFA) recognises the importance of stability

and security of employment and has long been committed to a policy of doing all it can to avoid compulsory redundancies. It is the wish of the Authority to maintain continued employment opportunities for as many of the Authority’s employees as possible through effective human resource planning to determine existing and future staffing needs. However, there may be circumstances in which the Authority needs to reduce the number of people employed in a particular area of work due to funding issues, work re–organisation, business efficiencies or new technologies.

1.2 The Authority will wherever possible seek to minimise the impact of any reorganisation by following the procedures in this policy. However, it must be recognised that, where the needs of the Authority so dictate, the policy may be adapted to those particular circumstances. The Authority recognises that reorganisation can be a traumatic event and will in partnership with the recognised Trade Unions consult in order to ensure that employees placed at risk of redundancy and other employees within the organisation are treated fairly and sensitively.

1.3 This policy applies to all permanent staff employed by the Fire

Authority. It does not apply to casual or agency staff. Employees on fixed term contracts will be considered under this procedure where it is necessary to do so to fulfil the Authority’s statutory obligations to the employee. Advice must be sought from HR in these circumstances.


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2. AIMS OF THE POLICY 2.1 The procedures outlined in this policy are intended to safeguard the

interests of staff affected by funding issues, work re–organisation, business efficiencies or new technologies; and to ensure equality of opportunity for the appointment of staff to the new posts. Every effort will be made to avoid compulsory redundancies as a result of organisational changes.

2.2 Cheshire Fire and Rescue Service will make every effort to maintain

the status of all staff involved in organisational changes. 2.3 Cheshire Fire and Rescue Service will consider applications for

voluntary redundancy or early retirement. 2.4 Where it is decided, in each case, that after taking all considerations

into account, early retirement, or redundancy is unavoidable or appropriate for sound business reasons, then discretion will be exercised reasonably and objectively with any payments agreed being affordable in both the short and long term.

2.5 Further guidance on paragraphs 2.3 and 2.4 can be obtained within the

Redundancy Policy. 3. REORGANISATION 3.1 The procedure is based on three key stages, namely: A matching

process, an appointment process, and a vacancy clearance process. 3.2 A "ring-fence" will be established around any reorganised departments

or functions for the purpose of appointment of staff. 3.3 A substantive postholder is any member of staff who has been

permanently appointed to an established post or who has not been permanently appointed but has been in post for two years or more, within the department/section/station subject to reorganisation.

3.4 Any protection of staff salaries arising from a reorganisation will be in

accordance with the scheme adopted by Cheshire Fire and Rescue Service, that is, pay protection for 3 years from appointment to new post.

4. Stage 1 – Matching Process 4.1 Where an employee’s job continues unchanged, even if it moves to a

different department, they will continue in post. If the job location changes, they are still entitled to continue in post, but consideration may need to be given to the reasonableness of the proposed move. If there are minor changes to an employee’s job they will still continue in post.


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4.2 If there is more than one (similar/generic) job, and the number of eligible post holders is the same as or less than the number of jobs, the matching procedure is the only procedure required and the process would be complete at this point. However, where the number of eligible post holders exceeds the number of posts in the new structure, a ring fenced selection procedure will be applied.

4.3 This would be done in one of two ways, depending on how quickly the

process was able to proceed:

• Where appointments can be made quickly, a fair selection process should be applied ONLY to those eligible post holders. (These are the post holders who would be eligible for matching if there were sufficient jobs available).

• Where appointments cannot be made quickly (e.g. it is not clear how many jobs would be available), all eligible candidates would be given Priority Recruitment Status (Level 1)*. This means they would be eligible to apply for jobs ahead of any external advert. Priority Recruitment Status would be withdrawn from any individual who accepted a job offer and from the remainder of the group as soon as the number in the group reduced to match the number of available jobs.

* See Redeployment Section.

4.4 The mechanism for selection in either case may be by way of

competitive interview, skills matching or other fair process. Whichever selection method is chosen would follow consultation with staff and recognised trade unions.

4.5 The Director/Head of Department for the area and a HR Business

Partner will determine which posts will be matched. The matching process will be based on substantive posts only.

5. Stage 2 – Appointment Process 5.1 Following the publication of the Staffing Structure by the Director/Head

of Department which will detail all posts that can be applied for (that is, those that have not been matched in Stage 1), all eligible members of staff will be asked to consider which posts in the new structure they may wish to apply for.

6. Stage 3 – Vacancy Clearance Process (External Advertising) 6.1 If following the appointment process, there are posts that have not

been filled either because staff from within the ring fence had not expressed a preference for it or because the selection panel did not feel that an individual possessed the required qualifications, skills and experience, staff within the ring fence who were not a substantive post holder and those who apply following normal recruitment processes will be considered.


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7. Final Considerations 7.1 If following completion of Stages 1 to 3 above there are substantive

post holders who have not been placed in a post, the Service will consider whether redeployment is appropriate or whether to exercise its discretion and use early retirement, or voluntary redundancy payments as a means of avoiding a compulsory redundancy.

8. REDEPLOYMENT 8.1 This procedure applies to all permanent staff employed by the Fire

Authority. It does not apply to casual or agency staff. Employees on fixed term contracts will be considered under this procedure where it is necessary to do so to fulfil the Authority’s statutory obligations to the employee. Advice must be sought from HR in these circumstances.

8.2 The aim of this procedure is to redeploy the employee into a job that

they are able to do to a satisfactory standard (with reasonable training/retraining where necessary) on an equivalent grade to that which they were currently paid as soon as practicable. In the case of employees who are employed in the role of a “regular firefighter” redeployment opportunities must be appropriate to their role map, in line with CLG Guidance.

8.3 Managers and Human Resources will provide the employee with

support and help in identifying appropriate jobs, the decision on whether to apply for jobs lies with the employee. However, in redundancy situations any employee unreasonably refusing to seek redeployment will be informed that this may affect their future employment with the Fire Authority and their entitlement to redundancy terms and that, in order to ensure the Fire Authority’s legal obligations have been met, they may be offered a suitable job for which they have not applied.

8.4 Employees have the right to representation by their trade union or

workplace colleague whilst seeking redeployment under this procedure.

8.5 All those involved in the process will be made aware of the specific

requirements under the Equality Act 2010 to make reasonable adjustments when considering employees with a disability for redeployment.

9. Priority Recruitment Status – Eligibility 9.1 Staff who find themselves subject to the Redeployment Procedure will

be classified as having either Level 1 status or Level 2 status. Those employees designated with Level 1 status will be notified of vacancies within the Service by Human Resources before they are advertised through the normal recruitment process. Those designated with Level 2 status will be eligible to apply through the normal process for jobs


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that are advertised but will be given consideration ahead of any other candidates and could be appointed in preference to other applicants.

9.2 Level 1

• Employees identified as vulnerable through being displaced as a result of reorganisation or downsizing.

• Employees who are vulnerable to losing their employment by reason of a disability.

• Employees who are vulnerable to losing their employment for other health reasons.

Employees with Level 1 status are eligible for Priority Recruitment consideration for jobs at their current grade, one grade higher or in certain circumstances one grade lower.

9.3 Level 2

• Employees who are subject to pay protection.

• Employees who have been relocated as a result of organisational change and who wish to return to their former work location. (NB the relocation must involve additional travelling or inconvenience).

• Employees who are subject to capability (performance) procedures.

• Employees who have been involved in a grievance and for whom a job move was agreed or deemed necessary as an outcome.

• Employees who have been acting up or temporarily appointed to a higher grade for two years or more and who revert to their substantive grade would be eligible for PRS level 2 for 12 months following reversion.

Employees with Level 2 status are entitled to consideration for jobs up to their former substantive grade except those who have reverted following a period of temporary promotion who will be eligible to apply for posts at the acting up grade.

10 PAY PROTECTION

10.1 Pay protection will apply to employees within the scope of the policy, who suffer a reduction in their basic salary due to one of the following circumstances: - Redeployment to a lower graded job, as a result of organisational change or ill health or disability through the capability procedure.

- Re-evaluation of their current job to a lower grade as a result of organisational change or job evaluation review.


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10.2 Pay protection will not apply in the following circumstances: - Where an employee has been redeployed at their own request - Where an employee has been redeployed as a result of action taken under the capability (not health related) or disciplinary procedures.

10.3 Where it has been identified that an employee is eligible to receive pay

protection the following principles will apply: - Only the basic salary will be protected, enhancements and allowances will not be protected under this policy. However, in considering the suitability of a redeployment opportunity the value and type of allowances should be taken into account. - Cost of living increases/pay awards will be applied to the new grade but there will be no further progression through the old grade from the position when the protection arrangements apply. However, the old grade would be increased in line with the annual cost of living rise. - Under normal circumstances, it is expected that the employee will be appointed to the top of their new substantive grade.

10.5 The protection arrangements will terminate:

- on expiry of the protection period - when the basic pay in the new post permanently matches or exceeds that of the old post, or - in the event the employee applies for, and is appointed to, a new post that matches or exceed the original grade.

10.6 An employee who qualifies for pay protection will be eligible to a maximum of three year’s pay protection on their basic salary.

10.7 Depending on the reason for the reduction in salary, protection will

commence on either: - the date the employee commenced their new role - the date when the evaluation decision was made, which affected the reduction in grade.

10.8 At the conclusion of the pay protection period, the employee will receive the correct pay for the post in which they have been redeployed. 10.9 It should be noted however, that where employees are redeployed into positions on lower grades than their former role, the organisation will continue to review vacancies with a view to securing an appropriate post on or closer to the previous grade. This would be done by the designation of Priority Level 2 status.


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10.10 In the event that an employee unreasonably refuses a subsequent offer of a comparable post on the previous grade or a post where the earnings were comparable to the earnings in the previous post, pay protection may be terminated. 10.11 Excess Travelling Expenses

Where an employee is required to change their base as a result of organisational change and/or redeployment, the Service will assist in respect of excess travel costs on the following basis:-

i. Where the employee’s workplace is moved nearer to their home

address, there will be no entitlement to relocation travel allowance.

ii. Where the employee’s workplace is moved further from their home address, the Service will reimburse the difference in travel costs between home to the previous place of work and home to the new place of work, using public transport rates (standard class if by rail) or essential user rates if the individual is designated as such, whichever is cheapest.

An employee who qualifies for excess travel costs will be eligible to a maximum of three years (Grey Book) or four years (Green Book) protection.

Excess travel costs will be paid for the maximum period applicable or until the employee moves house, leaves the Service or chooses to transfer to another location, whichever is the sooner.

10.12 Lease Cars When an employee is required to move to a post with significantly reduced travelling requirements and they currently have a lease car, they will receive the Service’s contribution to the lease car for the remaining term of the lease only.

10.13 Impact on Pensions

The Local Government Pension Scheme (LGPS), the Firefighters’ Pensions Scheme (FPS) and New Firefighters’ Pension Scheme (NFPS) are final salary schemes, which means that pension benefits are usually based upon length of membership of the scheme and final pay during the last 12 months before leaving/retirement.

There are circumstances in which, because an employee suffers a reduction in their pay, that an earlier pay figure may be used.

Best of the last three years

A member can choose to have their pension based upon their pensionable pay for any of the last three years ending with the anniversary of their leaving/retirement, if that was higher than their final year’s pay.


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If they were likely to retire more than 3 years after the reduction, then this protection would not apply to them. LGPS

Best 3 year average in the last 13 years

If the reduction in pay took place on or after 1 April 2008, the member may also choose to have their pension benefits calculated on an average of their pay in any 3 consecutive years ending on 31 March, within the last 13 years before leaving/retirement and re‐valued in line with cost of living increases.

The protection does not apply if the reduction is because a temporary increase in pay ceases to be paid. This protection only applies if they had been continuously employed by the same employer who they worked for when the reduction happened, or they had been involved in a TUPE transfer of employment to another employer.

FPS & NFPS Both the (FPS) and (NFPS) deal with the impact of a compulsory

reduction in pay by permitting an employee to an “Entitlement to two pensions”.

In short this permits the employee to have one pension based on pensionable service and pay up to and including the day before they suffered a reduction in pay. The second pension would be based on pensionable service and pay from the start of their reduced pay up to their last day of service.

Both schemes permit an employee to request that their two pensions become a single award.


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PART 2 - PROCEDURES SECTION Procedure 1 – Matching Process Procedure 2 – Appointment Process Procedure 3 – Vacancy Clearance Process Procedure 4 – Priority Recruitment Status – Level 1 Procedure 5 – Priority Recruitment Status – Level 2 Procedure 6 – Priority Recruitment Status – Trial periods Procedure 7 – Priority Recruitment Status – Trial period employee offered/not offered the job Procedure 8 – Priority Recruitment Status – Employee refuses job Procedure 1 Matching Process

Process/Action Responsibility

1 Decision made as to whether the job remains unchanged. No action required from post holder.

Head of Department/HR Business Partner

2 Decision made as to whether “minor changes” have been made to employee job description. If “minor changes” no action required by post holder.


3 There are more eligible post holders than posts available in the new structure. The selection method will be by way of competitive interview, skills matching or other fair process.


4 Process in 3 above to be determined following consultation with trade unions and employees.

Head of Department/HR Business Partner.

5 Communicate agreed process, timescale and closing dates applicable to all employees affected.

Head of Department/HR Business Partner.

6 Employees complete necessary paperwork for selection. Employees

7 Decisions made as to which staff are to be appointed. Head of Department/HR

Business Partner

8 Confirmation of appointment letters issued. HR Resourcing Team

Procedure 2 Appointment Process


1 New staffing structure provided to staff affected. Head of Dept

2 Staff have opportunity to meet with Director/HOD to discuss reasons for applying for a particular post and to consider

Employee


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other possible options.

3 Staff complete an application form within 7 days giving details of their qualifications, skills and experience. No references or testimonials will be required.

Employee

4 Selection Panel will make appointments based on staff preferences unless there is more than one applicant for a post and/or an employee has preferenced for a post at a higher grade than their substantive post i.e. it would be regarded as a promotion, in which case there will be a competitive interview.

Selection Panel

5 Confirmation of appointment letters issued. HR Resourcing Team

Procedure 3 Vacancy Clearance Process (External Advertising)


1 Job Descriptions and Person Specifications for posts in the new structure that have not been filled will be forwarded to HR Resourcing Team

Head of Dept.

2 Vacancies held to consider whether “at risk” staff from elsewhere in CFRS would be suitable matches.

HR Resourcing Team

3 Consideration of suitability of “at risk” staff to vacant posts. Director/HOD/Line Manager

4 If no other “at risk” staff, vacancies advertised. HR Resourcing Team

Procedure 4 Priority Recruitment Status – Level 1


1 Employee is confirmed as falling under the Redeployment process and that they have Level 1 status.

Line Manager & HR Business Partner

2 Employee is sent a Personal Profile Questionnaire (PPQ) by the HR Resourcing Team which should be completed and returned within 7 days.

HR Resourcing Team & Employee

3 Vacancies within the Service are notified to the HR Resourcing Team. Information must include job description, person specification, salary, hours and other terms of employment.

HOD/Line Manager

4 Details will be sent direct to employee(s) subject to a degree of matching e.g. location and grade. Closing date will be 7 days after receipt by the employee.

HR Resourcing Team

5 Application would be by way of an expression of interest Employee


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form.(This will be used together with information on the PPQ)

6 The employee(s) current line manager would be required to endorse or comment on the expression of interest form and applicants should discuss their application before submission.

Employee & Current Line Manager

7 Human Resources will monitor applications from employees who are designated as having Priority Recruitment Status to ensure that consideration is given to potentially suitable employees who may not have applied. This might result in employees being offered an interview or job even if they had not applied.

HR Resourcing Team & HR Business Partners

8 Managers with the vacancy will be provided with details of any Level 1 candidates in the first instance.

HR Resourcing Team

9 Managers (advised by Human Resources) must give serious and fair consideration to all applicants and should consider employees objectively in relation to their match with the person specification and job requirements. They will interview any applicants who meet the essential requirements of the person specification or could be expected to do so quickly with reasonable support or adjustments.

Manager & HR Resourcing Team & HR

Business Partner

10 Employee interviewed and offered the job Manager & HR

11 Written confirmation of job offer sent to employee HR Resourcing Team

12 Employee has 2 working days to respond to job offer Employee

Procedure 5 Priority Recruitment Status – Level 2


1 Employee is confirmed as falling under the Redeployment process and that they have Level 2 status.

Line Manager & HR Business Partner

2 Vacancies within the Service are notified to the HR Resourcing Team in the normal manner.

HOD/Line Manager

3 Vacancies advertised in the normal manner. HR Resourcing Team

4 Employees with Level 2 status may apply using the standard application but must return their application 48 hours earlier than the advertised closing date and time

Employee

5 Managers (advised by Human Resources) must give serious and fair consideration to all applicants and should consider employees objectively in relation to their match with the person specification and job requirements. They will interview any applicants who meet the essential requirements of the person specification or could be

Manager & HR Resourcing Team & HR

Business Partner


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expected to do so quickly with reasonable support or adjustments.

6 Employee interviewed and offered the job Manager & HR



Procedure 6 Priority Recruitment Status – Trial periods


1 If, following advice from Human Resources, the Manager or the employee are unsure about the suitability of the job, a trial period of between 4 and 8 weeks will be arranged.

Line Manager/ Human Resources

2 Employee remains contracted to current job during trial period.

Human Resources

3 Action Plan to be drawn up and agreed detailing managers expectations on employee, how they can demonstrate that they have met them and what support would be available to achieve them.


4 An agreed record of development and performance will be kept.


5 Regular updates with employee and TU rep as to progress Line Manager/Employee &

TU rep.

6 Employee offered the job Line Manager



Procedure 7 Priority Recruitment Status – Trial period employee not offered/offered the job


1 If, following advice from Human Resources, the Manager or the employee are unsure about the suitability of the job, a trial period of between 4 and 8 weeks will be arranged.


2 Employee remains contracted to current job during trial period.

Human Resources

3 Action Plan to be drawn up and agreed detailing manager’s expectations on employee, how they can demonstrate that



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they have met them and what support would be available to achieve them.

4 An agreed record of development and performance will be kept.


5 Regular updates with employee and TU rep as to progress Line Manager/Employee &

TU rep.

6 Line manager (with HR Advice) does not consider candidate suitable at end of trial period. Must give reasons in writing.


7 Line manager’s report to be considered by Assistant Chief Fire Officer (ACFO)

Assistant Chief Fire Officer

8 Employee advised of reasons for their unsuitability Assistant Chief Fire Officer

9 If the ACFO has concerns regarding the rationale for the line manager’s decision. There will be consultation with the Head of Human Resources & Development and the line manager.

ACFO/Head of Human Resources &

Development/Line Manager

10 Employee advised of reasons for their unsuitability Assistant Chief Fire Officer

11 If the ACFO has concerns regarding the rationale for the manager’s decision. There will be consultation with the Head of Human Resources & Development and the line manager and if concerns remain unresolved then the mater will be referred to the Deputy Chief Fire Officer

DCFO/Head of Human Resources &

Development/Line Manager

12 Deputy Chief Fire Officer considers line manager’s report and makes final decision which could be either:

Employee to be offered job, or

Employee advised of reasons for their unsuitability

Deputy Chief Fire Officer

13 Employee offered the job Line Manager



Procedure 8 Priority Recruitment Status – Employee refuses job


1 Employee decides not to accept offer of employment Employee.

2 CFRS does not consider reasons given by employee to be reasonable


3 CFRS will notify employee and their representative (if applicable) of the consequences of their refusal to accept the

Human Resources


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job offer

4 Employee has a further five working days to reconsider. Employee


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PART 3 - GUIDANCE SECTION

FREQUENTLY ASKED QUESTIONS

REORGANISATION

Q: How do staff know if they are a substantive postholder?

A: They will have a permanent contract of employment for the job they are undertaking or they will have been undertaking the job on a temporary basis for a period of 2 years or more.

Q: What is a “ring fence”?

A: A “ring fence” is the term used to identify the group or pool of staff who are subject to the reorganisation proposals.

Q: What is the definition of “minor changes” to a job?

A: • At least 70% of the job responsibilities are unchanged.

• The grade is not more than one grade higher or lower than the present one.

• The employee has the competencies necessary for the new elements of the job. The employee must either:

• Be the substantive post holder, or

• Have been in the job on a temporary basis for two years AND there is no other substantive post holder.

Q: Can employees preference for jobs even though they have been matched to a post?

A: No, employees cannot preference for posts at this stage as they have been matched to a post. At this stage priority would be given to staff who had not secured a post in the new structure.

Q: Will staff have to have an interview for a job?

A: Not unless there is more than one applicant for the post or an employee has preferenced for a post that is at a higher grade than their substantive position.

Q: When would an employee who was not a substantive post holder get an opportunity to apply for a job?

A: If following the Matching and Appointment processes, there are vacant posts then


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those posts will be advertised in the normal manner and employees would have an opportunity to apply along with other applicants.

Q: An employee who was a substantive postholder did not get a job at the end of the reorganisation. What happens next?

A: The Service will consider whether redeployment is appropriate or whether to exercise its discretion and use early retirement or redundancy payments as a means of avoiding a compulsory redundancy.

Q: What does “at risk” mean?

A: The term “at risk” is used to define a person whose job is subject to review as a result of organisational change.

Q: How does pay protection work?

A: Staff will receive pay protection at the current rate of pay for a period of 3 years. Current rates of pay mean that the salary level will increase for the duration of the pay protected period in line only with the annual cost of living rise. The final day of protection will be the day before the anniversary of it starting. The grading of the job occupied will then be applied. All normal service increments associated with the protected grade and normal annual pay awards will apply for the entire period of protection. If grades are restructured, adjustments may be necessary to the terms of protection, but the employee will not be allowed to benefit financially from the change.

REDEPLOYMENT

Q: What is Priority Recruitment Status?

A: There are two levels of Priority Recruitment Status. Level 1 means that staff would be considered for vacancies within CFRS before they were advertised. Level 2 means that staff could apply for an advertised job but must complete an application 48 hours ahead of the normal closing date in order that their application can be considered ahead of other applicants.

Q: When does the Redeployment Procedure apply?

A: It can apply in the following circumstances:

• Where, as a result of organisational restructuring, the individual’s job no longer exists in its current format.

• When a potential redundancy situation arises for reasons other than organisational restructuring.

• When, by reason of disability and/or other medical reason, the individual is no


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longer able to continue in his/her current role, despite consideration of reasonable adjustments to that role.

• As a sanction following a disciplinary hearing.

Q:

Can an employee request redeployment at any time?

A: An employee can request redeployment but it will be for the employee’s line manger to determine if they fall within the terms of the Policy. The Policy cannot be used as a means of changing jobs and an employee would be expected to use the normal recruitment arrangements.

Q: What happens if an employee refuses a job?

A: If the Service has offered an employee a job it will be on the basis that it believes that it is suitable alternative employment and something that the employee can do, in some cases this might be after the completion of some training. If an employee were to refuse such an offer the Service might consider compulsory action to terminate their employment without a redundancy payment or any early retirement benefits if they were applicable.

Q:

What does temporary/fixed term contract mean?

A: Fixed-term employee is defined as a person with a contract of employment that comes to an end:

• upon reaching a specified date • when a specified task has been completed, or • when a specified event does or does not occur

Q: Will a temporary/fixed term worker be eligible for redeployment?

A: Fixed-term workers should have the same access to any redeployment opportunities as permanent employees but might be given a different level of priority if the difference can be objectively justified.

12?? reorganisation & redeployment · 2.5 further guidance on paragraphs 2.3 and 2.4 can be...

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