Common use of PROCEDURE FOR SELECTION Clause in Contracts

PROCEDURE FOR SELECTION. 6.1. Where an employee is provisionally selected for redundancy, he/she will be invited to attend a meeting with [an appropriate manager]. At this meeting the employee will be offered the opportunity to be accompanied by a trade union representative or work colleague. The purpose of the meeting is to inform and consult with the employee about the redundancy situation, explain the basis for the employee’s selection and enable the employee to respond. The employee may ask questions about the selection criteria and the manner in which they have been applied and make representations as to why he/she should not be selected for redundancy. The college will take into consideration any representations made by the employee before making a decision. The college will also consider, in consultation with the employee, any remaining options available which could avoid the redundancy (having due regard to the options set out in 3.4 above, where appropriate). This may require further consultation meetings, depending on the circumstances. 6.2. If, after individual consultation, the college still proposes to select the employee for redundancy, the employee will be invited to attend a meeting with [an appropriate senior manager4]. The employee has the right to be accompanied at this meeting by a trade union representative or work colleague. At this meeting the college will review the situation and make a final decision regarding whether or not the employee will be dismissed by reason of redundancy, taking into consideration the outcome of the consultation process and any further representations 4 In accordance with the Instruments and Articles of Government, only the Principal has the power to dismiss an employee unless modifications have been made subsequent to the Education Act 2011. The Principal can delegate this authority to the holder of a Senior Post as designated by the Corporation. made by the employee at the meeting. The decision will be confirmed in writing as soon as possible after the meeting. 6.3. If notice of dismissal by reason of redundancy is given, the employee’s contractual or statutory period of notice (whichever the greater) will apply. Minimum statutory periods of notice are:  one week’s notice if the employee’s continuous service is less than 2 years;  one week’s notice for each year of continuous employment where the employee has 2 or more years’ service, but less than 12 years; and  not less than 12 weeks’ notice if the employee has 12 or more years’ service.

PROCEDURE FOR SELECTION. 6.1. Where an employee is provisionally selected for redundancy, he/she will be invited to attend a meeting with [an appropriate manager]. At this meeting the employee will be offered the opportunity to be accompanied by a trade union representative or work colleague. The purpose of the meeting is to inform and consult with the employee about the redundancy situation, explain the basis for the employee’s selection and enable the employee to respond. The employee may ask questions about the selection criteria and the manner in which they have been applied and make representations as to why he/she should not be selected for redundancy. The college will take into consideration any representations made by the employee before making a decision. The college will also consider, in consultation with the employee, any remaining options available which could avoid the redundancy (having due regard to the options set out in 3.4 above, where appropriate). This may require further consultation meetings, depending on the circumstances. 6.2. If, after individual consultation, the college still proposes to select the employee for redundancy, the employee will be invited to attend a meeting with [an appropriate senior manager4]. The employee has the right to be accompanied at this meeting by a trade union representative or work colleague. At this meeting the college will review the situation and make a final decision regarding whether or not the employee will be dismissed by reason of redundancy, taking into consideration the outcome of the consultation process and any further representations 4 In accordance with the Instruments and Articles of Government, only the Principal has the power to dismiss an employee unless modifications have been made subsequent to the Education Act 2011. The Principal can delegate this authority to the holder of a Senior Post as designated by the Corporation. made by the employee at the meeting. The decision will be confirmed in writing as soon as possible after the meeting. 6.3. If notice of dismissal by reason of redundancy is given, the employee’s contractual or statutory period of notice (whichever the greater) will apply. Minimum statutory periods of notice are:  • one week’s notice if the employee’s continuous service is less than 2 years;  • one week’s notice for each year of continuous employment where the employee has 2 or more years’ service, but less than 12 years; and  • not less than 12 weeks’ notice if the employee has 12 or more years’ service.

PROCEDURE FOR SELECTION. 6.1. 6.1 Where an employee is provisionally selected for redundancy, he/she they will be informed of this by their manager and will be invited to attend a meeting with [an appropriate manager]meeting. At this meeting meeting, the employee will be offered the opportunity to be accompanied by a trade union representative or work colleague. The purpose of the meeting is to inform and consult with the employee about the redundancy situation, explain the basis for the employee’s selection and enable the employee to respond. The employee may ask questions about the selection criteria and the manner in which way they have been applied and make representations as to why he/she they should not be selected for redundancy. The college College will take into consideration any representations made by the employee before making a decisiondeciding. The college College will also consider, in consultation with the employee, any remaining options available which could avoid the redundancy (having due regard to the options set out in 3.4 3.5 above, where appropriate). This may require further consultation meetings, depending on the circumstances. 6.2. 6.2 If, after individual consultation, the college College still proposes to select the employee for redundancy, the employee College will be invited write to attend a meeting with [an appropriate senior manager4]. The employee has the right to be accompanied at this meeting by a trade union representative or work colleague. At this meeting the college will review the situation and make a final decision regarding whether or not the employee will be dismissed member of staff formally giving notice of dismissal by reason of redundancy. The letter will set out the rationale for the decision, taking into consideration respond to any issues raised at the outcome consultation meeting and provide details of the consultation process and any further representations 4 In accordance with the Instruments and Articles right of Government, only the Principal has the power to dismiss an employee unless modifications have been made subsequent to the Education Act 2011. The Principal can delegate this authority to the holder of a Senior Post as designated by the Corporation. made by the employee at the meeting. The decision will be confirmed in writing as soon as possible after the meetingappeal. 6.3. 6.3 If notice of dismissal by reason of redundancy is given, the employee’s contractual or statutory period of notice (whichever the greater) will apply. . 6.4 Minimum statutory periods of notice are:  • one week’s notice if the employee’s continuous service is less than 2 years;  . • one week’s notice for each year of continuous employment where the employee has 2 or more years’ service, but less than 12 years; and  • not less than 12 weeks’ notice if the employee has 12 or more years’ service.