This "How To" provides guidance to managers in making redeployment referrals and to understand their roles and responsibilities in the process. It also outlines employees' involvement at the start of the process.

Agreeing redeployment↑

Substantive managers should discuss the potential reason for redeployment with their HR Business Partner and also ensure no alternatives are available, for example reasonable adjustments.

Manager responsibilities↑

The managers responsibilities include:

Redeployment meeting

Once the need for redeployment has been identified, this should be discussed with the employee to confirm that redeployment is being considered, discuss the reasons for this and ensure that they agree to engage in the process.

These discussions may be part of a meeting convened as part of, for example, the Capability procedure or may also be a separate meeting, whichever is relevant in the circumstances. Employees should be given a written invite to this meeting and be reminded that they may choose to bring a colleague or Trade Union representative with them.

The meeting provides an opportunity to:

• Review the reason for redeployment, for example, in health related redeployment cases, consideration should be given as to whether reasonable adjustments could be made to the employee's substantive role (in consultation with Occupational Health (OH)) before confirming redeployment as an option.
• Discuss with the employee whether redeployment is a realistic option for them or whether other alternatives are available.
• Seek their agreement that they wish to engage in the process.
• Explain the redeployment process and provide a copy of or link to the Redeployment policy for future reference.
• If an employee indicates that they do not wish to be redeployed or engage in the process, they need to be made aware of the potential consequences for their continued employment and be asked to confirm this in writing. Further advice should be sought from the HR Business Partner at this stage.
• Explain that, whilst they are in the redeployment process, they may be offered periods of short term assignments to enhance their skills and experience.
• Explain that the Council's vacancies are advertised on myjobscotland and that it is their responsibility to regularly check the vacancies on the website and apply for the posts directly on myjobscotland.
• Refer the employee to the How to do a redeployment search for further information.
• Explain length of redeployment search (max 12 weeks).
• All details relating to the conversation with the employee should be confirmed in writing. Template letters will be available from Human Resources at hrhelpdesk@falkirk.gov.uk.

Employees on sick leave

An employee may be on sick leave at the start of the redeployment process, however, they can start the redeployment process subject to OH advice. In situations where an employee may be returning to work to undertake work experience, they should be advised by their manager that their annual leave accrued during their absence may be used to facilitate a phased return to work in line with the Council's Managing Sickness Absence Policy. Accrued leave would not normally be used to facilitate a longer work trial.