Can I get redundancy?

polgara

I can only echo the advice above. I seem to spend all my time at the moment looking at restructuring services so unfortunately have had to discuss suitable alternatives with lots of junior/senior clinical staff. You will have an organisational change policy which will detail redeployment and redundancy.

You need to remember the role is redundant but it does not automatically mean that you will be made redundant. I have had to have very difficult conversations with staff who list loads of reasons (some reasonable, some extremely unreasonable) why other jobs aren't suitable as they want to be made redundant (given the redundancy package this isn't surprising for senior managers!).

marlot

polgara wrote: »

I have had to have very difficult conversations with staff who list loads of reasons (some reasonable, some extremely unreasonable) why other jobs aren't suitable as they want to be made redundant (given the redundancy package this isn't surprising for senior managers!).

During my career, I've often been in the position where others are let go, but not me. It always annoys me when the poorer performers are paid to go, but the hard workers remain.

I know that the rational approach is to reduce my performance, but I can't bring myself to do that.

polgara

marlot wrote: »

During my career, I've often been in the position where others are let go, but not me. It always annoys me when the poorer performers are paid to go, but the hard workers remain.

I know that the rational approach is to reduce my performance, but I can't bring myself to do that.

Tell me about it! I'd be quite happy to be made redundant at the moment, before they change the redundancy scheme.

Stbridig

Thankyou all for your replies.
I am pretty sure I won't get offered redundancy but I am still going to try.
My role will continue on as an advanced nurse practitioner I worked very hard to get that qualification and am loath to carry on taking the same level of responsibility for a lower grade.
I really do not see why I have to take a full time role but they seem to only want full time people inexplicable for an employer who claims to have flexible working policies.
i am in a union so will get their advice when I know the details of the proposition and once again thanks for all your replies

getmore4less

gwynlas wrote: »

,
Do think about applying for a full time role if you close to retirement age as it will boost your pension. .

This is often not the case with NHS pensions(especialy the older one that the OP may still be in) as it is based on full time equivilent not actual pay.

The extra service credits won't count for much.

it can in many cases pay to part time and do more enhanced pay shifts.

sangie595

Stbridig wrote: »

I really do not see why I have to take a full time role but they seem to only want full time people inexplicable for an employer who claims to have flexible working policies.

I guess that means that you still haven't asked them? Saying that a role is FTE (full-time equivalent) is very common in the public sector, but as I have already said, that does not mean it must be full-time. If you do not ask the question then you do not know whether it can be split. And if the trust says that it cannot be then it will not be an inexplicable reason, because they will have explained it to you!

Stbridig

No I have not asked yet as the opportunity to ask has not yet arisen -we are still awaiting the publication of the consultation paper.
I have only said about the full time roles because of the one and only conversation I have had with my line manager where she specified the need for the roles to be full time.
I will ask that question as soon as I am able to.

Stbridig

Also get more for less thanks you are right my pension is the under the old arrangement

Manxman_in_exile

Stbridig - if you're in one of the larger NHS union's I'd be contacting my union rep straightaway. (In fact I'd have done so before resorting to a forum - no disrespect to fellow posters but we don't know your situation).


This isn't in order to create any confrontation with your employer, but simply because your local union rep will almost certainly have a better idea than you at this stage about what is going on in the trust as a whole, and how this proposed/actual restructuring will affect its members (ie you). They should be in the best position to advise you in your best interests and explain what realistic options you have. For instance, you say the trust doesn't seem to want part-time workers and doesn't want to do job shares. This is directly against my experience of the last 10 years during which my trust introduced lots of job shares. Your union rep should be able to advise. That's what you've been paying for.


Having said that, you also need to take a pragmatic approach. There are very good union reps and some not so good. They can give very good advice and some not so good. But you need to speak to them first and weigh up what they say.

Stbridig

Yes I have spoken to the rep for my Union and was advised to wait and see what the consultation paper was proposing. So hopefully once that is published she will be in a better position to advise