Here is that letter sent today to all six Sodexo-owned CRC's:-
In my letter dated 3 July 2015 I outlined that Sodexo had referred their proposed voluntary severance package to the NNC Employer’s Side Joint Secretary and that details of it would be formally released to CRC employees today, Thursday 16 July 2015.
While discussions with the recognised trade unions remain ongoing, we are committed to sharing this information with you today as promised, in order that you can consider the proposal and make an informed decision about what is right for you. If, as a result of the discussions with the trade unions the details of the voluntary severance package change in any way, I will of course let you know as soon as possible.
I would also like to take this opportunity to share our required staffing numbers with you.
Voluntary Severance Package
If you would like to apply, the voluntary severance offer comprises of the following:
* Two weeks’ actual pay for each year of completed service, up to a maximum of 30 weeks
* If you are in an age group that qualifies for early retirement (individuals between the ages of 55-64) you will have the option of either taking the full voluntary severance as a lump sum, or you can take early retirement. Early retirement will enable you to access your (unreduced) pension with immediate effect.
For most people between 55 and 64 the early retirement option will be worth more than the full voluntary severance package, however in some cases it may be less. If it is less you will receive a payment to make up the difference.
Please note, this severance payment will include any entitlement to a statutory redundancy payment and the early retirement variant offer does not include any added years. The voluntary severance package is subject to you entering into a legally binding settlement agreement with the CRC.
Proposed Numbers
I know that many of you will be eager to know what our proposed staffing numbers are. In Cumbria and Lancashire CRC we anticipate that we will need to reach a staffing level of 225.6 FTE to deliver the new operating model. The details of the new proposed staffing numbers are attached as an appendix and are subject to consultation.
It is our hope that we will be able to achieve the proposed staffing reduction through this voluntary severance process. However, if this does not prove to be possible we may need to consider reducing our headcount through alternative means, which could include a compulsory redundancy process. In order to plan for this we will recommence with Corporate Services Staff and commence with all other staff the process of formal consultation, which includes those who may be affected by a possible TUPE transfer.
Applications for this voluntary severance package will be considered on a case-by-case basis in line with our local criteria. An application for this offer does not guarantee that it will be accepted; however we hope to be able to accommodate as many applications as possible.
The decision whether or not to apply for this voluntary severance package is a personal choice. However, we have produced some supporting materials to help inform your decision. You will find a question and answer document attached to this letter, which employees across all six Sodexo-owned CRCs will also be receiving plus the Expression of Interest Form. We hope that it will address some of the questions you may have about this offer and what it means for you.
I would also encourage you to speak with your local HR contact, trade union representative, or me directly if you have any further questions or concerns that are not addressed through this document and we will endeavour to provide you with an answer at the earliest opportunity.
Should you have any further questions about our proposed staffing numbers or our voluntary severance package then please feel free to send in your questions to Xxxxxxx. We will be accepting applications for this voluntary severance package from Monday 20 July 2015 until 12 noon on Monday 10 August 2015.
Our business is undergoing significant changes and this is undoubtedly a difficult and challenging time. I want to reassure you that we are committed to providing you with all the information you need to make the best decision for your personal circumstances and will be providing you with further details of the support available to you if you decide to apply for this process.
Kind regards
STAFFING NUMBERS AND VOLUNTARY EXIT QA
HOW HAVE YOU REACHED THESE NUMBERS?
The proposed staffing numbers, which are still subject to the outcome of the consultation process, have been developed after an extensive due diligence process in which business needs, local issues and the requirements of the operating model were thoroughly assessed. They have been developed in consultation with Sodexo, the Chief Executive Officers of all six CRCs and their senior management teams.
WHEN WILL THE NEW STAFFING NUMBERS BE IN PLACE?
We expect to be operating with our new staffing numbers by the end of April / early May 2016. We anticipate that any staff exiting the business as a result of our proposals will do so as part of a phased approach, taking into account the needs of the individual, the CRC and the operational requirement to retain staff as a result of the delay to the secure partner gateway that NOMS has been developing.
In a recent statement NOMS explained:
“This solution will be available later than originally planned due to extra work required on technical data exchange requirements and design changes as a result of additional business processes that have been identified that need to be supported.
“However, to enable CRCs to continue with their plans to move off MoJ ICT infrastructure and services, MoJ and NOMS are working with contractors to connect to an interim technical "bridging" solution to be available this summer. This will enable CRCs to use a secure, alternative technical way to sign on to, and update, MoJ applications (National Delius and OASys) using their own systems until the SPG is available.”
ARE THE STAFFING NUMBERS THE SAME ACROSS ALL CRCS?
No. The proposed reductions to the workforce within each CRC differ as some already have staffing numbers more closely aligned to the future operating model than others. The emphasis on resourcing frontline services remains a consistent priority across all six CRCs.
WILL THE STAFFING NUMBERS REMAIN THE SAME THROUGHOUT THE LIFE OF THE CONTRACT?
No. As a business, it is important that our staffing numbers remain flexible to meet the needs of the business and the volume of work. Staffing levels will be assessed throughout the contract to ensure that we have the right number of staff in the right positions for the most effective delivery of services.
HOW WILL THESE NUMBERS AFFECT THE SERVICE THAT WE’RE ABLE TO OFFER OFFENDERS/SERVICE USERS?
Reducing reoffending is at the heart of the operating model and we are committed to providing the best possible service to service users. The proposed staffing numbers reflect a commitment to support frontline services across the six Sodexo-owned CRCs. Sodexo’s additional investment in more efficient technology will also enable staff to spend more time directly supporting service users throughout their rehabilitation.
HOW WILL SERVICES LIKE TTG BE AFFECTED BY THESE PROPOSED STAFFING CHANGES?
Services such as Through The Gate (TTG) are a key aspect of the operating model and are a critical government requirement. Our frontline staff will work with our partners from across the public and voluntary sectors to deliver a seamless service to our users. This collaboration will enable service users to access a wider range of services and support to assist their rehabilitation.
MY ROLE ISN’T SPECIFICALLY HIGHLIGHTED IN THE STAFFING FIGURES. WHAT DOES THIS MEAN?
Please talk to either Xxxxx Xxxx, Xxxxx Xxxxxx, Xxxxx Xxxxxx.
WILL OUR PAY BE AFFECTED BY THESE CHANGES?
The contractual terms and conditions that apply to your role will be unchanged. This includes pay, contractual hours, holiday entitlement, continuous service and sick pay.
WILL OUR HR SUPPORT BE AFFECTED BY THESE CHANGES?
While there will be a significant reduction in the number of HR professionals based locally at the CRCs, all employees will benefit from full access to Sodexo’s PeopleCentre. The PeopleCentre is staffed by more than 60 experienced HR professionals who will be able to assist you with any HR queries or concerns you may have. While this is undoubtedly a new way of accessing HR support, we do not expect a reduction in the overall HR service that employees will receive.
In order to support the transition, the PeopleCentre will be a running a series of briefing days for managers to explain how to access the services of the PeopleCentre, as well as outlining the support that their local HR teams will be able to provide during transition. Details of these training sessions will be circulated in due course.
WILL YOU BE OFFERING SUPPORT FOR STAFF LEAVING THE ORGANISATION? HOW WILL THIS SUPPORT BE DELIVERED?
Sodexo will be funding support services to assist employees across all six CRCs. This support will be accessed at a local level and will include a range of services such as tools to help employees re-entering the jobs market. Full details about the support services available will be provided to staff whose applications for voluntary exit have been accepted.
VOLUNTARY SEVERANCE PACKAGE
ARE YOU OFFERING STAFF A VOLUNTARY SEVERANCE PACKAGE? WHAT IS IT?
Yes. The voluntary severance offer comprises of the following:
* Two weeks’ actual pay for each year of completed service, up to a maximum of 30 weeks; and
* If you are in an age group that qualifies for early retirement (individuals between the ages of 55-64) you will have the option of either taking the payment set out above as a lump sum, or you can take early retirement. Early retirement will enable you to access your (unreduced) pension with immediate effect. Unreduced does not mean the benefits that you would have received at your normal retirement age, it just means that there is no reduction for early payment.
For most people between 55 and 64 the early retirement option will be worth more than the full voluntary severance package, however in some cases it may be less. If it is less you will receive a payment to make up the difference.
The examples below help to explain this further:
Example 1
Jack works full time, is 58 years old, and has 16 years of service. With a salary of £27,373, the voluntary severance offer would be worth £15,792 (30 weeks’ pay at £526 per week). The cost that the pension fund would charge to allow an unreduced pension could be £27,000 which is higher than the voluntary severance offer.
Example 2
Jill works full time, is 61 years old, and has 25 years of service. With a salary of £27,373, the voluntary severance offer would be worth £15,792 (30 weeks’ pay at £526 per week). The cost that the pension fund would charge to allow an unreduced pension would be £4,792 which is lower than the standard offer. This employee could take the early retirement and receive a payment of £11,000.
These examples are indicative and the actual cost of the pension strain depends on multiple factors including salary, length of service, age, any part-time service, and pay profile throughout an employees’ career. The calculation for pension strain will be carried out by the Pension Fund. As a general rule the cost of the pension strain will be highest at age 55 and will drop to a much lower value at 64.
Please note, this severance payment will include any entitlement that you might have to receive a statutory redundancy pay and the early retirement variant offer does not include any added years. The terms of the voluntary severance package are strictly subject to you entering into a legally binding settlement agreement with the CRC.
You will need to apply for the above voluntary severance package if this is something you are interested in and the decision as to which applications will be accepted will be made on a case-by-case basis by the CRC against our local criteria.
We have made the decision to communicate the terms of the voluntary severance package to you at this time as a result of the significant number of requests we have received. We are still in discussions with the unions over the voluntary severance package and if any changes are made as a result of these discussions we will communicate them to you as soon as possible.
WILL YOU BE OFFERING EVR TERMS?
No. We will be offering staff a revised voluntary severance package.
WHY AREN’T YOU OFFERING THE EVR TERMS?
Sodexo bid for six CRC contracts on the understanding that the EVR terms would be subject to negotiation with the relevant employee representatives following the sale. The Sodexo bid and proposed future operating model has been developed on this basis.
The cost of the EVR terms is extremely high and if a voluntary redundancy scheme was offered to staff on the EVR terms, the business would be severely limited in the number of applications it could accept. In some CRCs it is possible that no applications at all would be accepted. As a result the CRC would be forced to reach the proposed staffing reductions through a compulsory redundancy process. This is something that we wanted to avoid as far as possible.
Sodexo has therefore developed an alternative voluntary severance package.
WHY WASN’T THE COST OF THE CURRENT EVR TERMS FACTORED INTO THE BID?
There was a requirement for all bidders to submit competitive bids in accordance with the Government’s commitment to reduce operating costs by approximately 30 per cent. Sodexo bid for six CRC contracts on the understanding that the EVR terms would be subject to negotiation with the relevant employee representatives following the sale. The Sodexo bid and proposed future operating model has been developed on this basis.
OUR CRC HAS A REDUNDANCY POLICY IN PLACE. IS THE VOLUNTARY SEVERANCE PACKAGE IMPACTED BY THAT LOCAL POLICY?
No. The voluntary severance package is being offered on the same terms across all six Sodexo-owned CRCs to ensure consistency of treatment. As such it does not take into account any locally agreed redundancy policies. The voluntary severance package is entirely separate.
WILL YOU BE MAKING PEOPLE COMPULSORILY REDUNDANT?
Our preference is to avoid compulsory redundancy wherever possible and this is why we are offering the voluntary severance package. We hope to reach our proposed staffing levels by seeking volunteers to exit the business by mutual agreement.
If it is not possible to reach the proposed reduction in staffing levels through this voluntary approach, we may need to consider alternative arrangements, and this is likely to include compulsory redundancy. If that is necessary we will communicate the details of the compulsory redundancy terms to you at the earliest opportunity however the terms on offer will not be those offered as part of the voluntary severance package. Any staff leaving the business through compulsory redundancy would do so as part of a phased approach and not before 1 September 2015 as per the terms and conditions of the National Agreement.
WHY ARE THE PROPOSED REDUCTIONS FOCUSED ON SUPPORT FUNCTIONS?
Reducing reoffending and providing front line support to service users is central to the operating model and our proposed staffing numbers have been developed to enable this as far as possible.
We are confident that we can maintain a strong and efficient support service to employees by providing all CRC staff with access to a number of centralised Sodexo facilities, such as the PeopleCentre, which looks after HR, and Business Shared Services (BSS), which looks after Finance arrangements. The new IT solutions will also help to deliver greater efficiencies.
IF I APPLY FOR THE VOLUNTARY SEVERANCE PACKAGE WILL I BE ACCEPTED?
Not necessarily. While we hope to accept as many applications as possible all applications for voluntary severance will be assessed on a case-by-case basis against our published criteria. This is in accordance with our local policies and procedures.
We have the absolute discretion to refuse any application.
HOW DO I APPLY FOR VOLUNTARY EXIT?
You will need to complete a simple form which is attached at Annex A and send this to the HR inbox.
IS THIS JUST A COST SAVING EXERCISE?
No. Transforming Rehabilitation is about reducing reoffending and supporting individuals to reintegrate into society. In order to do this we have had to resource our Through The Gate Services as well as heavily invest in new IT systems. Ensuring that costs and operational activities are managed efficiently is an important aspect of that, but they are not the primary goal of the programme.
HOW ARE YOU CONSULTING WITH THE RECOGNISED TRADE UNIONS ON THE PROPOSED STAFFING NUMBERS AND VOLUNTARY SEVERANCE PACKAGE?
We are consulting with the unions in accordance with best practice.
Sodexo presented the voluntary severance offer to the national unions on our behalf on 5 June 2015 and we continue to work with them.
OUR UNIONS ARE SAYING THAT WE SHOULD NOT ENGAGE WITH THIS OFFER AND THAT IT IS A BREACH OF OUR TERMS AND CONDITIONS OF EMPLOYMENT. WHAT SHOULD WE DO?
It is your personal decision whether or not to apply for this voluntary severance package. You are free to choose what is in your own best interest.
We do not consider the voluntary severance package to be a breach of any of your terms and conditions.
IS THE VOLUNTARY SEVERANCE SCHEME OPEN TO EVERYONE?
Yes
I AM ON MATERNITY LEAVE. CAN I APPLY FOR VOLUNTARY SEVERANCE?
Yes
I AM OFF SICK. CAN I APPLY FOR VOLUNTARY SEVERANCE?
Yes
I WORK PART-TIME. CAN I APPLY FOR VOLUNTARY SEVERANCE?
Yes.
CAN I APPLY FOR VOLUNTARY SEVERANCE IF I AM SUBJECT TO A TUPE TRANSFER?
Yes. This offer is being made to all staff who are currently employed within our CRC
IS VOLUNTARY SEVERANCE COMPENSATION SUBJECT TO TAX?
We anticipate that the first £30,000 of your voluntary severance compensation can be paid tax free, subject to there being no previous in-year tax free payments.
WHEN WILL I BE ABLE TO TAKE MY VOLUNTARY SEVERANCE PACKAGE IF MY APPLICATION IS ACCEPTED?
Our CEO will make these decisions on a case-by-case basis.
WHAT IF I CHANGE MY MIND AFTER I HAVE EXPRESSED AN INTEREST IN VOLUNTARY SEVERANCE
It is entirely your decision whether or not you choose to apply for voluntary severance. Applications can be submitted from Monday 20 July until 12 noon on Monday 10 August.
WHO CAN I CONTACT FOR MORE SUPPORT/INFORMATION?
You Can Ask The Question Via The Mail Box (Xxxxxxxxx).
You Can Have A Discussion With Your Line Manager
You Can Contact Xxxxx Xxxxx, Xxxxxx Xxxxxx Xxxxxx Xxxxxx
With REGARD TO THE STAFFING NUMBERS, HOW CAN I FEED THIS IN?
Staffing numbers were determined through the original bidding process and further discussions have taken place to look at adjustments. Some staff have been engaged in workshops on the development of the Hub which have fed into how we utilised the resources allocated to us. We will over the months continue to review our staffing allocations and this will be in discussion with staff.
WHAT HAPPENS NEXT?
From Monday all staff who are at risk will receive a letter telling them that we will commence compulsory redundancy notification.
We anticipate completing this process by mid September.
From Monday if you wish to, you can indicate your expression of interest in voluntary severance through completing the attached form. You will have three weeks to register your expression of interest.
Any news on Purple Futures ?
ReplyDeleteno but they are launching something called Interlink over the coming months and this will over-ride delius & oasys. No doubt that admin are at risk of redundancy due to case files being phased out - all court docs now uploaded onto delius, Phonecalls can be taken centrally ie a receptionist in a purple futures building 10miles away can put calls through to me as we're all on the same phone network.
DeleteAny news on prison PSOs yet as that's all gone quiet?
In the South West South Central area we have been told that we will be moving out of the prisons when the prison reaches ' steady state ' and that date will vary from prison to prison. My establishment is giving us a date sometime in the Spring but we have also been told that this can be overruled by NPS so I guess it could be any time they choose. However, there don't appear to be any posts for us yet and today's news about the court closures reduces our options again. Some of us have been in prisons for many years and some have never worked in the community so anxiety levels are high but apparently there will not be any redundancies as "exciting innovations and initiatives "are being planned!
DeleteIn the meantime, we are seeing first hand the effects of what happens when the public sector has to compete with the private sector and it is frightening. Nick Hardwick's report this week was spot on. The loss of hundreds of experienced staff to be replaced by fewer less experienced but crucially cheaper staff leads to stress, loss of activities and regimes and consequently,reduced security, more violence, self harm and suicides.
Anxious times for everyone.
The NPS deputy director has a bad reputation for being belligerent so good luck with that promise. I don't believe a word of it though so better get it in writing then get a lawyer to check it over as watertight. I don't think the Unions are able to help based on their track record so far.
DeleteThis is nothing other than robbery. Sodexo refusing to pay redundancy terms that they were given the money to do so. People have a gun to their head. Napos position appears to be if you accept this you're on your own. It's going to be legally binding but napo should be saying that it's nothing short of blackmail. Sodexo know lots of staff aren't coping annd are desperate to leave.
ReplyDeleteSurely its time for some sort of intervention from the MoJ ?
DeleteIS THIS JUST A COST SAVING EXERCISE?
ReplyDeleteNo.
Is this a typo?
Northumbria have seen the staffing figures too. Senior management are ok but as for the rest....back room staff have been cut by 3/4.
ReplyDeleteIt was reported here No change Northumbria are they claiming a false picture please anyone.
DeleteYes I read that too but I think the poster just meant that the figures today weren't any better than the bleak picture reported months ago despite all the tooing and frowing.
DeleteTalk about being got over a barrel ... Feel totally exhausted, frustrated, pessimistic for the future of (CRC) Probation. I am not in a Union - and to be frank I don't feel the the Unions have done a lot for those who are.
ReplyDeleteI so hate the way they have strung us all out with this pending 'offer' - to the 11th hour, but of course now give us a relatively short window in which to make our applications for the 'severance' - which they make a big point of explaining, they do NOT have to accept.
I am totally disappointed with the original senior management who I think have been (predictably in retrospect!) naive.
I am really sad that people who have done a job mostly well, which for many was a 'vocation' - yeah, that old thing - have now simply had the rug pulled from under them, and have been left feeling like this. Worse still I feel that the future for probation CRCs and the effective management of offenders looks extremely bleak, and the shiny ideas of new innovative practise have all but melted away already.
As for Sodexo, and the rest of the bid winners, I can only imagine they are already bitterly regretting their positions, and probably looking to make a sharp exit at the earliest opportunity. But then like me, I suspect you are thinking: 'we could have told them that would be the case' ...
Interesting they are not using the 'R' word, and substituting it with the word 'severance' everywhere - must be a reason for that?
Still not sure of the legal position for them changing the terms from the original EVR scheme, which other colleagues went out on - it would be interesting to know, from a legal expert? (I guess that is what the Unions are looking at).
What an end.
Redundancy has legal use and has impact on releasing pensions. .severance is you "choose" to go with whatever they deem to give you
DeleteNot sure your right there 2055 nice post 1840 but you should have joined a union come on strike and helped the cause . The only sad thing is if NAPO had won through you would be happier but never helped anyone but yourself. Severance is an agreed term but the end statement has to be redundant on the grounds of efficiency and that will be contained in the clause and silence contract. Under 55s are being scrapped over 55 robbed of a severance settlement by measure to your accessible unreduced pension. Read back in the blogs I said all this years ago as Napo ran into the storm all guns no brains.
DeleteApril 2015 - from this blog, referring to a Sodexo document -
ReplyDelete"I feel sick to the stomach as I read that Sodexo statement:
"We had planned on the basis that the majority of exit would be on compulsory terms, seven months after contract commencement, i.e. 1st September 2015, as per the National Agreement."
Says it all - couldn't be more explicit if they tried - it was planned. The slash & burn, the seven month wait to move to compulsory redundancy, the fact it was written into the agreement. IT WAS PLANNED... "We had planned on the basis that the majority of exit would be on compulsory terms, seven months after contract... as per the National Agreement."
Today the bare-faced liars at Sodexo tell us:
"Sodexo bid for six CRC contracts on the understanding that the EVR terms would be subject to negotiation with the relevant employee representatives following the sale. The Sodexo bid and proposed future operating model has been developed on this basis.
The cost of the EVR terms is extremely high and if a voluntary redundancy scheme was offered to staff on the EVR terms, the business would be severely limited in the number of applications it could accept. In some CRCs it is possible that no applications at all would be accepted. As a result the CRC would be forced to reach the proposed staffing reductions through a compulsory redundancy process. This is something that we wanted to avoid as far as possible.
Sodexo has therefore developed an alternative voluntary severance package."
Lets hope that their lies will find them out.
WE NEED THE LIES TO BE EXPOSED
DeleteAndrew Selous: "As part of the arrangements for the transfer of services from probation trusts to Community Rehabilitation Companies (CRC’s), an enhanced Voluntary Redundancy Scheme was put in place, in line with the terms of the National Agreement on Staff Transfer and Protections agreed with the probation Trade Unions, and funded by monies from the Modernisation Fund to support a sustainable reduction in resource requirements... "Modernisation funding was allocated to the Ministry of Justice by HM Treasury in 2014/15 to bring about sustainable reductions in resource requirements across the Ministry. Some of this funding was made available for voluntary redundancies in Community Rehabilitation Companies (CRCs). Of this, £16.4m was spent on voluntary exit packages in 2014/15 and the remainder was allocated to CRCs on a pro-rata basis, based on their size and estimated future staffing requirements."
Sodexo: "The cost of the EVR terms is extremely high and if a voluntary redundancy scheme was offered to staff on the EVR terms, the business would be severely limited in the number of applications it could accept. In some CRCs it is possible that no applications at all would be accepted... WHY WASN’T THE COST OF THE CURRENT EVR TERMS FACTORED INTO THE BID?
There was a requirement for all bidders to submit competitive bids in accordance with the Government’s commitment to reduce operating costs by approximately 30 per cent. Sodexo bid for six CRC contracts on the understanding that the EVR terms would be subject to negotiation with the relevant employee representatives following the sale. The Sodexo bid and proposed future operating model has been developed on this basis."
"Staffing numbers were determined through the original bidding process... " - way back in 2014
Today: "I would also like to take this opportunity to share our required staffing numbers with you." A year after they were known.
well done Anon 19:25 - but what are NAPO, Unison etc doing about this.
DeleteNapo centrally appear to be self congratulating ........can't see why. Locally flogging themselves to death
DeleteMy heart goes out to local NAPO who are also affected by this - I am disheartened by NAPO HQ and have been since they pulled out of the JR.
DeleteIan Lawrence sun the JR almost claimed he won then ended up forking out for costs . What a guy claims its what we want him to be doing. He agreed the 7 month clause and it is surprising so many on here don't seem to realise it was in print Christmas before last and the rush for a non enforceable EVR for the few. All the chiefs and all the chiefs men and women. Now the workers get zip and Napo will watch the blame game hoping there is so much it will confuse us. But we know what he did and the day will come get rid . Soon I hope.
DeleteCan someone explain to me how they (Sodexo) can give a window for people to put expressions of interest in when it (the offer) hasn't been agreed via the NNC? Does this mean we don't put expressions of interest in and wait for the unions to tell us what to do? Are we more at risk of compulsory redundancy if we wait for the unions to advise, as the window passes? Feel bullied, as the way I read it if there's not enough people express an interest they will move to selecting compulsary redundancies, so don't bother waiting for unions? Feeling confused.
ReplyDeleteAbsolutely spot on. Hit the nail on the head. Bullied, and very vulnerable.
DeleteJust what they want a break in the ranks by another who doesn't get it. Follow up this is a non agreed position because its cheap to sack us . Napo love as you wont know who to point the finger at .
DeleteWe are all being treated appallingly, but the over 55s especially so. What is on offer to them is WORSE than the deal they would get in a compulsory redundancy situation. In that scenario they would get pension release AND redundancy lump sum, which even it was the statutory minimum would be better than what they are invited to apply for by way of severance.
ReplyDeleteNot if the area has a better redundancy deal in policy pre TR and harmonisation in merged counties was requiring the best terms up to be adopted so hang on in there for a compulsory dismissal. Only if the rates are better. A forced dismissal will equal an unreduced pension anyway. Now can we organise The GS dismissal for doing a great job ask his supporters. By the way where is the fantastic press and parliamentary press campaign official in all this PR disaster. Nothing to say as usual what do they draw a salary for ?
DeleteSince when has voluntary redundancy been "severance". Severance is something terrorists do to peoples heads.
ReplyDeleteThere are a number of differences between voluntary severance and voluntary redundancy. By calling it severance they are removing the offer from the EVR framework thereby allowing an inferior offer to be tabled. Moreover by severing a member of staff, the post can remain (cf redundancy), meaning that someone else can occupy it....a way of making savings going forward if the new incumbent is lower down the pay scale or even, potentially, of a lower grade.
DeleteIt amounts to the same thing but the post duties should be changed significantly to justify a dismissal on fair grounds by way of redundancy . Come on ! Re advertising a new post at lower rates immediately could trigger claims where those are compulsory dismissed. Volunteers will sign the legally binding agreement not to. It is basic stuff.
DeleteIf I call a cucumber a banana it doesn't mean it isn't actually a cucumber. This is voluntary redundancy, simple as that.
DeleteThe way it was put to us, was, this EVR is the Sodexo final package, however, they are still in negioations with the union. IF you want out then this is it, IF you want to wait to see what happens with the Union negoiations and miss this opporunity hoping for complusory redundancy as for the long service members it would work out better and don't get complusory as you are not in the right criteria then basically you may miss the boat. Sooooooooo....... still a complete mess in my opinion. The decision is, if you want out, then you have a couple of weeks to decide. Rock and a Hardplace springs to mind.
ReplyDeleteNO TAKERS Give them back the rock its time to shape up and show them up. Force the scandal ridden employers to make compulsory cuts to every staff member they select .
DeleteDo NOT do the work for them make them show the selections process and justification grounds for sackings.
This is our battle front. Challenge test and appeal all reasons through the mechanisms.
THEN NAPO TAKE THE MEMBERS CLAIMS to ET ! Or are you doing a deal to retain another 3 months on check off ?
Well I am not going until pushed, not because of any other reason than I don't want to retire just yet, the government has made that impossible as I am still 11 years from pension age. The bottom line is I enjoy my job and although concerned about losing it, that decision will go through Sodexo's due process and I will not give up a living wage for a few silver dollars.
DeleteTo late to strike now, this should of been done at the start and we should of stayed out.
ReplyDeleteI wonder if Nick Hall is slowly realising that he's slowly destroying his good reputation by being one of Harbajans puppets .
ReplyDeleteare you joking??? That reputation has long been in the toilet!
DeleteHe does not care his pay off is already agreed .
DeleteCould not agree more.
ReplyDeleteI know the Sodexo deal isn't as good as EVR but I know five people who are already looking at signing up for it. People want out. They're just going to leave. No point hanging on.
ReplyDeletethat will justify sodexos behaviour they will patting themselves on their back for every one applicant money in the bank not the staff.
DeleteIf you were thinking of taking Sodexo to an employment tribunal for the unfairness relating to EVR given this is the second wave of redundancies under different terms to the first wave (those who got their EVR's) think again. There is a difference between EVR and Severance.
ReplyDeleteA severance agreement is usually used when an employer wishes an employee to leave the company and is willing to pay them a certain amount (severance pay) so that the employee will contractually agree not to sue the company for any claims they may have against the company.
Essentially, therefore, a severance agreement draws a line between the employer and employee whereby they can both walk away knowing their relationship has ended and there will be no future disputes.
Worth a read
Deletehttp://www.theguardian.com/careers/careers-blog/compromise-agreement-workplace-disputes
im worried about how Purple Futures will deal with redundancies - they've said that they are going to open up vacancies with Interserve to probation staff so could they get around redundancy by offering a post in an interserve company. On one hand this is quite a good gesture for those that want to stay in employment with financial commitments but me personally I want totally out.
ReplyDelete* Two weeks’ actual pay for each year of completed service, up to a maximum of 30 weeks...'
ReplyDeleteThis may seem harsh but remember that WL Partner agencies' staff, some have been working with the Probation service for 20 yrs, will only receive the statutory amount of 1 wk per year or 1.5 wks per year of service depending on age. Their contracts will end in March 2016 with notice being given Dec 2015