VR vs CR

Goober11

Hi

I work for a public body that has just started its 90 day consultation process. They will shortly be offering VR which will be open to accept for 6 wks I think. If you do not go for it you have to apply for up to 2 jobs and if unsuccessful you go into a re-deployment pool. I would prefer to take my chances with CR as this will string the whole thing out for at least another 6 months as there is no difference in £ for VR and CR.

The problem I anticipate is that they will offer jobs in a different part of the country or posts that are unsuitable and if you do not accept you may lose the right to CR. Does anyone know what the legal position around this is as there is a mobility clause in the contract which I assume is subject to a reasonableness test - but what is reasonable?

Any advice gratefully received.

Thanks

Gordon_Hose

Surely if the jobs are unsuitable, they're unsuitable. If you can't find suitable redeployment you'll be made redundant.

That's how the company I work for have done it anyway.

By how you're describing it, I'd be tempted to volunteer, especially if there's no difference in payments.

amcluesent

Anyone who doesn't take TVE or VR now is taking a huge risk. They'll give you a 6 month breather, then it'll be TUPE to a shyster private-sector 'partner' then CR on legal minimum terms after 18-24 months of a hellish period of back-stabbing, stress and every chance taken to sack you on a trumped-up disciplinary on £0 pay-off.

TBH, unless you are certain of being in the 'bomb shelter' of retained staff, then a TUPE to the bunch of the Tory's business cronies and conmen the worst possible outcome.

getmore4less

Some people are reporting they are getting stuffed by the re-deployment scheme.

bird in the hand.

depend on the payout, with decent service and a good wedge might be worth cashing in.

if you know the drawn out process dives 6 months and you can handle the issues andthat is worth taking the risk I would stay anf fight for the redundancy unless a job that is suitable appears, the TUPE angle is a bit of a risk.

Andy_L

Goober11 wrote: »

The problem I anticipate is that they will offer jobs in a different part of the country or posts that are unsuitable and if you do not accept you may lose the right to CR. Does anyone know what the legal position around this is as there is a mobility clause in the contract which I assume is subject to a reasonableness test - but what is reasonable?

Which bit of the public sector are you in - they all have different T&Cs

If there is a mobility clause then there is no reasonableness test for relocation: you have to move within the geographic are specified in the contract.
The job still has to be suitable (ie same grade, similiar skill set required).
Realistically however, unless the whole department is being relocated, you're unlikely to be moved all the way accross the country as your new boss is unlikely to want someone who doesn't want to reloacte so "failing" the suitability interview should be easy.
In addition, if you have a working spouse/kids in school then mobility is likely to be difficult to enforce legally