Policy 6.2 Redundancy Policy*

6.2 Redundancy*

LUU acknowledges that as a business it may be subject to rapid change and in such instances will need to respond in a flexible manner. LUU will however take all reasonable steps to avoid the necessity of redundancies, in particular by utilising wherever possible, alternatives to compulsory redundancy. These include redeployment, voluntary redundancy and reducing staff numbers due to natural turnover.

Where compulsory redundancy is the only alternative a number of selection criteria will be employed to ensure fairness and consistency of approach. These include

· Length of service

· Attendance records

· Timekeeping

· Disciplinary records

· Skills, competencies and qualifications

· Performance records

An employee under notice of redundancy will be entitled to reasonable time off to look for work.

An employee may appeal if they believe they have been unfairly selected for redundancy. Details of how this can be done will be provided by the member of management overseeing the redundancy process.

If your role is identified for redundancy, we will inform you of the reasons for the redundancy. We will ensure we formally consult with you regarding any redundancy situation that affects you and we will look for suitable redeployment opportunities within the organisation where possible.

During your consultation period you will be invited to a minimum of 2 formal consultation meetings and you have the right to bring along a representative to these formal meetings who can either be a colleague or trade union representative. Should you be made redundant, LUU will pay you your statutory redundancy payment should you be entitled to it. If you wish to appeal a final decision to make you redundant, you will be informed within your redundancy letter of the appropriate manager to appeal to and how this should be done.