What reasons may instigate the need for redeployment?
Answer
The need for redeployment will most commonly arise where the employee is at risk of redundancy and/or has been affected by organisational change. The University accepts that there may be other situations in which the need for redeployment arises such as:
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Health reasons;
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Recommendation of a hearing in relation to capability, grievance or disciplinary;
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Request by an employee;
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Ending of a fixed term contract (not redundancy related).
In these circumstances, each case will be considered on its own merits by the Director of HR (or Deputy) and if it is deemed appropriate that the employee should be considered for redeployment, the process outlined in the Redeployment Policy (or parts of it) will be followed (excluding any provisions of the policy that expressly do not apply in these circumstances).