7.    Redeployment and Facilities

7.1   Facilities Arrangements

Subject to prior agreement, employees under notice of redundancy will be allowed reasonable time off, with pay, to:

• look for work outside of the College;
• arrange for re-training.

Where appropriate, outplacement services; C.V. preparation; training; and counselling designed to help find alternative employment will be arranged by the College and will be offered to redundant employees. Those people allocated College equipment may retain it during their contractual notice or until they find alternative employment, if this is sooner. Following this all College equipment must be returned.

7.2     Redeployment

Constructive action will be taken to place employees in alternative positions where possible. Line managers will discuss any suitable opportunities with individual employees as appropriate. Individuals will be asked to provide a summary of their knowledge, skills and experience in order to assist in the identification of possible alternative employment.

Advice can be sought from the Human Resources team throughout this process. The line manager will discuss any redeployment opportunities within the School or Department. Human Resources will inform the employee of any other redeployment opportunities across the College.

7.3    Vacancies in relevant areas

Where an employee is informed that they are at risk of redundancy, and he/she meets the essential criteria for a vacant position or could perform the responsibilities of that role, with a reasonable amount of retraining, the post will not be externally advertised and the employee will be offered an interview for the post. The decision on their suitability for the post will rest with the interview panel.

7.4    Current advertisements

Employees who are likely to be made redundant will be made aware of any current vacancies. Where an employee wishes to be considered for a currently advertised vacancy, they should apply for it and notify the Human Resources team of their application. Those employees who meet the essential criteria for a vacant post in Birkbeck, or could do so with a reasonable amount of retraining, will be offered an interview. The decision on their suitability for the post will rest with the interview panel, at its discretion. However, wherever possible and appropriate, priority will be given to those at risk of redundancy if they are suitable for the post.

7.5     Alternative Employment

• Where a lower graded post is offered and accepted by the employee, the employee’s salary will be protected for the next 12 months. Thereafter, the salary will be at the level set for the alternative post.
• Employees who accept alternative employment with Birkbeck will be entitled to a trial period of one month without the loss of his/her redundancy pay entitlement. Should the trial prove the job to be unsuitable to either the employer or the employee, and they terminate their employment during or at the end of the trial period, the employee will still be treated as redundant and the right of redundancy pay will be preserved.
• Should an employee be offered a reasonable alternative post, and they refuse it, they may not be eligible for a redundancy payment. Each case will be considered on a case by case basis, and in consultation with the individual employee.