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Your Questions Answered:
JOB SECURITY
We have added answers to the most frequently asked questions about job security below.
Job security questions:
Will I still have a job following re-organisation in 2009?
What is the situation regarding redundancies?
Where redundancies are being proposed will there be opportunities for people to volunteer?
If I am employed by an ALMO (Arms Length Management Organisation) who will be my employer?
Job security answers:
Will I still have a job following re-organisation in 2009?
It is expected that the vast majority of staff will transfer to the new council. The government is currently finalising its proposals on the transfer arrangements. The draft ‘Staffing Regulations’ received on 12th February indicate that all employees of all seven Councils will be covered by TUPE regulations. The Regulations should be finalised in the near future.
[Last updated 31st March 2008]
I have heard that there is a suggestion that all district employees will be transferred to the county council on, or before, 1st April 2009 (vesting day). How will that work, and what impact will it have on my terms and conditions and possible severance pay if I am then made redundant?
It is very likely that transfers will not take place before 1st April 2009.
[Last updated 7th April 2008]
What is the situation regarding redundancies?
It is expected that redundancies will be minimised to less than 100 and that the majority of these will fall from a rationalisation of the senior management structures, and some support staff. Until the detail of the new structures is known it is not possible to be precise as to what posts and at what levels will be proposed as redundant. It is hoped that the majority of redundancies will be achieved on a voluntary basis.
[Last updated 31st March 2008]
Where redundancies are being proposed will there be opportunities for people to volunteer?
The vast majority of staff reductions will come from the top tiers of the organisations but there is a possibility of some others. Subject to final regulations, employees will be covered by TUPE and it is hoped that reductions can be achieved through people leaving prior to transfer, redeployments and some volunteers for redundancy.
[Last updated 31st March 2008]
Will my severance/pension package be the same as everyone else in the county and in other re-organised areas in the country? If not why should there be a difference? What is the scheme if redundancies are imposed?
The government is not inclined to prescribe severance terms on a national basis and therefore different terms could apply. Each council must make policy decisions regarding their schemes and currently within Northumberland there are differences between schemes adopted by the districts and the county. The differences are currently being analysed. Ideally one scheme applicable equally to all employees is preferred. This is being considered at a local level and approaches to severance payments will continue to be discussed with the DCLG at a national level.
[Last updated 7th April 2008]
If I am employed by an ALMO (Arms Length Management Organisation) who will be my employer?
ALMO’s are distinct legal entities and therefore staff currently employed by an ALMO will remain employees of that ALMO. ALMO’s operate under a management agreement with their District Council; the new Council will take on the ‘interests’ of the existing Councils.
[Last updated 31st March 2008]
Will a new job evaluation exercise take place once the transfer to the new authority has taken place? Also, my Council has a 5 year salary protection scheme; as this may affect my pension, what kind of salary protection arrangements will there be if staff are redeployed into lower graded posts?
At this time there are no plans for an immediate job evaluation exercise to be carried out after transfer. However, the new organisation will need to consider if a new pay structure is a short term priority or a longer term issue. If a new pay structure is to be developed it is highly likely that job evaluation will be used. Any future protection arrangements would need to be discussed as part of the exercise. Generally, as TUPE will protect transferring terms and conditions current salaries and protections will continue to apply. The issue in relation to protections for anyone redeployed into a lower graded post will need to be looked at in light of particular circumstances and the application of TUPE.
[Last updated 7th April 2008]
One of the big questions relates to the location of posts. For example, if an employee is keen to take a job but for reasons of efficiency that job is located at the other end of the county, what alternatives are available to that employee? Will that person’s access to a severance package be compromised by their personal circumstances making it difficult or impossible to either relocate or travel to the new job location?
It is hoped that the majority of staff will be matched with an appropriate suitable post. Whether or not severance payments are agreed depends upon various issues such as the needs of the service, cost, suitable alternative employment and so on. Each case is different and will be considered on its merits. If an employee is offered suitable alternative employment with the new Council and unreasonably refuses that offer they will not be entitled to a redundancy/severance payment. Whether an offer of alternative employment can be judged as suitable will depend on such things as pay, status, location, working environment, hours of work and the impact the alternative employment has that employee.
[Last updated 7th April 2008]
Staff believe that there is a County "take-over" despite previous re-assurances that a new Council will bring in new ways of working. Can you give reassurance to District staff that will have an equal say in how the new Council will be structured?
The new Council will be a new Council with a new name, and will not be a County takeover. In law, the County is a ‘continuing’ Council, however, in reality it will be treated as a new Council and the transition process is committed to the involvement of District staff.
[Last updated 22nd April 2008]