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APT & C AND MANUAL STAFF
1.1 The University of Sunderland intends to provide a stable work environment and security of employment for all its employees. The University from time to time will need to consider the effective use of all of the resources of the University including employees in order to meet the corporate objectives, and the changing nature of Higher Education. The University is facing a changing environment which offers many challenges and opportunities some of which may necessitate
organisational restructuring, redesigning of jobs, redeployment of staff or reduction of staff. The University is committed to avoiding the latter. However, should a reduction of staff prove to be inevitable the University will adhere to the following agreed procedures and at all times will seek to minimise any hardship that may be suffered by the employees concerned.
1.2 The University is committed to fully exploring the following measures with the aim of avoiding compulsory redundancies wherever possible. Should such an event arise it is the intention of the University to investigate alternatives to redundancies and consult with the recognised Trade Unions with a view to;
i. Applying a policy of restricted recruitment under which every attempt will be made to fill vacancies from amongst existing employees.
ii. Not extending the services of any employees beyond the age of 65.
iii. Reviewing the continued employment of temporary employees.
iv. Investigating the possibility of suitable alternative employment for employees likely to be affected.
v. Providing appropriate training to equip staff for new areas of responsibility, where appropriate and possible.
vi. Considering the virement of money from other budget headings into the staffing budget.
vii. Making every effort to reduce overtime to the minimum within the University.
2. Consultation
2.1 The University is committed to keeping recognised Trade Unions fully informed about staffing requirements and any need for staffing reductions through the appropriate consultation machinery.
2.2 The University of Sunderland will consult at the earliest opportunity with the appropriate recognised Trade Unions when a potential redundancy arises. The purpose of the consultation is to provide the Trade Unions and Management with an opportunity to explore how to keep the number of potential redundancies to a minimum.
2.3 For the purpose of consultation the University will disclose in writing to the appropriate Trade Union representatives the following:
a. The reasons for the proposal.
b. The numbers and descriptions of employees whom it is proposed to dismiss as redundant.
c. The total number of employees of any such descriptions employed by the University.
d. The proposed method of selecting the employees who may be dismissed having regard to Section 3 of the procedure.
e. The proposed method of carrying out dismissals with due regard to any procedure including the period over which the dismissals are to take effect.
3. Selection Criteria for Redundancy
3.1 The University will utilise at all times a fair, consistent and objective selection procedure.
3.2 If after consultation there is a need for redundancy, staff will be invited to indicate their willingness to consider voluntary redundancy or premature retirement. Such indications will not imply any commitment on the part either of the University or the individual.
3.3. If compulsory redundancies are necessary, the selection criteria for redundancy would take into account the needs of the University in the current year and in future years and may include absenteeism, capability, conduct, age and length of service .
4. Notice
4.1 If an agreed trial period of alternative employment fails for any reason the employee will be dismissed for redundancy as on the date that the previous contract terminated and the period of notice will be calculated from that earlier date.
4.2 A reasonable amount of paid time off to look for alternative employment or retraining will be granted whilst the employee is under notice.
4.3 The University will make available to any redundant staff assistance to find future employment including the provision of resources such as stationery, typing support, the use of a telephone and counselling.
4.4 Pay in lieu of notice may be paid at the discretion of the University.
5. Appeals
An individual will be given the opportunity to make representations against the notice of redundancy, method of selection or other relevant matter to a panel chaired by a member of the Directorate. Should an individual wish to appeal against the decision to dismiss on the grounds of redundancy an appeal will be heard by the Appeals Panel consisting of three Governors, excluding staff and student representatives. The decision of the Appeals panel is final.
6. Review and Termination
The parties to this agreement accept that it needs to be kept under careful review in the light of changing circumstances. Either party may propose amendments in writing upon three months notice to the other party. Any variation may be introduced by agreement between the parties.
8. REDUNDANCY
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