19 - Redundancy Policy

a - Definition

Hayfield Support Services notes the legal definition of redundancy, as being the situation in which an employee or employees have been rendered unemployed wholly or mainly because:

The employer has ceased to carry out his business or intends to cease to carry out his business for the purposes of which the employee is employed.

The employer has ceased, or intends to cease, to carry on that business in the place where the employee was so employed.

The requirements of that business for employees to carry out work of a particular kind have ceased or diminished or are expected to do so.

The requirements of the business for employees to carry out work of a particular kind in the place where they were so employed have ceased or diminished or are expected to do so.

A redundancy situation may arise in Hayfield because:

• The financial circumstances of the organisation necessitate a reduction in the number of jobs.

• The particular kind of work for which an employee was originally recruited has ceased or is expected to cease.

• Changes in working methods mean that a job or jobs no longer exist.

Note:   The dismissal of an employee on grounds of unsuitability or incompetence does not constitute redundancy, and would follow procedures outlined in the existing disciplinary procedure.

b - Objectives

It is the overall objective of Hayfield Support Services to maintain suitability of employment within the organisation, consistent with efficient operation and financial viability.

The specific objectives of this redundancy policy and the procedures which will be used to effect it are as follows:

• To ensure as far as possible that employees who may be affected by the discontinuance of their particular Contracts of Employment are given fair and equitable treatment.

• To ensure that minimum disruption is caused to employees and to Hayfield Support Services.

• To ensure that as far as possible changes are effected with the complete understanding and consultation with the employees concerned.

c - Principles

As soon as the possibility of redundancy occurs, a Redundancy Consultative Group shall be established of members nominated by Hayfield’s Board of Directors and appropriate Senior Management staff.

The organisation shall use its best endeavour's to:

• Absorb redundancy through natural wastage [being the creation of employment vacancies through the resignation, retirement or death in service of existing employees].

• Find suitable alternative employment within the organisation for employees who might be affected by redundancy, though not necessarily on terms and conditions as favourable as those which have previously applied to the persons affected.

• Give the maximum possible warning of impending redundancy to individuals likely to be affected, in addition to the statutory period of notice. The additional warning period will, if practicable, be not less than 4 weeks.

• In circumstances where it is known that redundancy will occur and that suitable alternative employment within the organisation cannot be found, the factors which shall be taken into account in deciding who should be made redundant will include:

• An employee’s continuous length of service with Hayfield Support Services.

• An employee’s effective value to the organisation.

The general principle which shall apply in determining who will be made redundant shall be that where a choice is possible between employees engaged in similar work, the last person to take up employment with Hayfield shall be made redundant.

Exceptions to this general principle may be considered by the Redundancy Consultative Group referred to above and may include the following:

• Where an employee who would otherwise be protected from redundancy because of the length of service is eligible for and is willing to be considered for an offer of early retirement.

• Where the qualifications, experience or expertise of an employee is such that the employee may be considered to be of such value as to warrant retention in employment.

• Where an employee, who would otherwise be protected from redundancy because of length of service, volunteers to become redundant.

Redundancy payments will be calculated on the basis of statutory provisions.

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HAYFIELD Limited 
Support Services with Deaf People   

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