The Human Resources Officer will ensure that at all stages of the redeployment process formal written notification is communicated to the displaced employee. This will include the offer of redeployment into temporary positions where this will assist in the search for a permanent redeployment opportunity or where NHS Fife considers the temporary arrangements to be an appropriate use of the individual’s skills and experience. Redeployment. During this period regular reviews will be held with the employee and the recruiting manager. As the line manager, you will be required to attend the Stage 3 hearing as a witness to give evidence on the support given to the employee and the areas of performance concern. In the circumstances when an employee is redeployed they would be entitled to excess travel for a period of 4 years. In those circumstances in which pay protection does not apply, and where, as a result, a displaced employee takes up suitable alternative employment but with earnings lower than those prior to being displaced, members of the NHS Scotland pension scheme may be able to preserve their pension benefits at the time of this change, subject to meeting the relevant eligibility criteria (see http://www.sppa.gov.uk). Where a displaced employee is redeployed to a post where protection does apply, it should be made clear that they will continue to be matched to subsequent vacancies which arise, with ongoing protection being conditional upon acceptance of any future suitable alternative employment offered which presents a more exact match in relation to their protected terms and conditions of employment. Where organisational change is required Trade Unions/Professional Organisations will be involved in determining the process to be used. Ensure that they fully engage with the redeployment process, particularly with regard to any potentially suitable alternative roles to which they are matched. Develop and deliver, in partnership, training on this policy for managers and trade unions/professional organisation representatives. The staff side representative, as appropriate, will be responsible for representing the displaced employee at all appropriate stages of the redeployment process excluding any recruitment interviews. Staff displaced as a result of capability including ill health issues will not receive protection. Displaced employee(s) may be appointed to temporary posts or temporary working arrangements identified, for developmental purposes or as a holding position in order to retain them in employment whilst the search for a permanent position continues. The 2004 House of Lords ruling Archibald vs. Fife Council states that this is not the case and suggests that employers have a responsibility to seek reasonable re-deployment … This can be … The second occurs where an individual is displaced in circumstances where there is no such resulting role, or where they have been unsuccessful in securing such a resulting role via the limited competition process. Although the minimum cover requirement is advised by NHS Employers to be around two weeks, for NHS Nightingale facilities in particular, staff may be asked to undertake a four to six-week placement. Ensure that, in discussion with the displaced employee, the employee receives, where possible, appropriate training and development opportunities in order to widen the scope of potential suitable alternative vacancies. If a policy/procedure is past its review date then the content will remain extant until such time as the policy/procedure review is complete and the new version published, or there are national policy or legislative changes. On commencement of and during the access period, meetings will take place, as necessary, involving the displaced employee, their trade union/professional organisation representative or work colleague (if they wish to be accompanied), the employee’s line manager, and HR. The procedure aims to provide a fair, clear, consistent and timely approach to exploring alternative employment (i.e. Redeployment in other specific circumstances will be by exception (all other alternatives having been exhausted) and will be determined on an individual case by case basis, ensuring that the principles of fairness and consistency of approach are applied. 5 years later they are made redundant again. Appropriate HR advice will be available to managers involved in implementing the process. Sometimes it is not possible for staff to do their previous roles after a period of sickness absence. redeployment) for all employees who are identified as being ‘displaced’ or fall into the criteria also. Employees will retain the pay band/grade of their earlier post during the four week trial period (where the pay band/grade of the new post is lower), reverting to the pay band/grade for the new post (where appropriate) upon satisfactory completion of the trial. As such, exploration of suitable alternative employment opportunities will ordinarily only involve posts at the same or lower pay band/grade as the post from which the affected employee was displaced. Should a displaced employee consider that a suitable alternative employment opportunity has been unreasonably withheld or refused, or should they have any other concerns in relation to the application of this policy, the matter should be pursued in line with NHS Fife’s Dealing with Employee Grievances Policy. 3.1 The general principles of redeployment are: • Redeployment should help NHS Tayside modernise and adapt to service changes by safeguarding the skills, experience and motivation of staff. Before a recommendation is made to redeploy an employee for reasons of capability due to ill health or disability reasons, Staff Wellbeing & Safety will collect all medical information required to identify whether or not the employee is fit to return to their current role. NHS Education for Scotland ORGANISATIONAL CHANGE POLICY AND PROCEDURES (To include NES REDEPLOYMENT POLICY AND GUIDANCE) This resource can be made available, in full or summary form, in alternative formats and community languages. Work in partnership with NHS Fife to develop joint training as part of the implementation of this policy, and participate in such joint training. In circumstances where an individual member of staff has unreasonable refused suitable alternative employment they will be removed from the redeployment register. h�b```�,�? NHS Fife is working to improve health services with the involvement and support of the public and our partners in other NHS Boards, Fife Council and voluntary services. This policy has been developed in partnership with local trade union/professional organisation representatives. 4.3 Human Resources Department Responsibilities To ensure that the policy and procedures are applied fairly and appropriate advice is provided. 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