1.12 Redundancy Policy

Glin National College (NCU CLG) will comply with current Redundancy legislation and the Protection of Employment (Exceptional Collective Redundancies and Related Matters) Act, 2007.  

Management aims to maintain and secure employment for its entire staff that has established a satisfactory record of performance and conduct. We will plan and organise our workforce requirements, deciding on size, structure and deployment in line with business performance. However, it may be necessary to reduce the number of people employed due to, for example, a reduction in business performance or a change in organisational direction.

Any reduction will be brought about fairly and with as much consultation with staff and their representatives as practicable per the guidelines below.

Procedures

When it becomes clear that redundancy is necessary, the following measures are considered, dependent on the circumstances, to minimise any job losses:

• Review of staffing needs over the next six months

• Restrictions on recruitment in the area concerned to allow for natural wastage

• Transfer or retraining to other areas and positions where it is economically and practically possible

• Early retirement and/or retirement of those over retiring age

• Reductions in temporary employment (except those with specific skills)

• A scheme for selective voluntary redundancy at the point of redundancy, bearing in mind the need to keep a balance of skills, experience and performance

Notice of Redundancy

Where redundancy is unavoidable, the company will give 30 days notice to staff representatives and will provide:

1. reason why an employee has become redundant

2. employees whom it is proposing to make redundant

3. proposed method of selecting redundant employees

4. proposed method of carrying out dismissals

Management will consider any representations made by employee representatives and, if it rejects any of their representations, will state its reasons, which will be regarded as final.

Selection for Redundancy

In the case of compulsory redundancy, selection for redundancy will be based where all things are equal on the principle of 'last in, first out'.

Appeals Procedure

Employees who feel the selection criteria have been unfairly applied can bring it to the Redundancy Appeals Committee. This committee is comprised of two or more members of management. The committee will consider individual grievances and subsequent solutions to resolve the complaint; this does not infringe on or replace the person's legal right to appeal under the Unfair Dismissals Act.

Support

Employees will be offered support and help finding other work, and time off for job search and interviews will be provided. Help with tax, social welfare and pensions will also be available.

Redundancy Payments

Apart from statutory entitlements, payment in lieu of notice, or pay for untaken holidays, management may, at its discretion, make additional ex-gratia payments according to the length of service.