If, during the period of the secondment, organisational change results in the substantive post being substantially altered or made redundant, the right to return will no longer apply and the University's Redundancy and Redeployment policies will apply. PART 2 2.1 INTRODUCTION The aim of the policy is to provide a clear definition and guidance for the management of secondments and acting up arrangements. An employer can use a secondment agreement to loan an employee to another part of the same organisation, another organisation in the group or an external organisation. Many employment rights, such as the right against unfair dismissal and unlawful discrimination, require continuity of employment with their original employer. The increase will usually be based on the bottom spine point of the new grade. %���� The substantive line manager will be responsible for the resolution of any employment-related issues, including those covered by formal HR Policies and Procedure, that occur whilst the individual is in his/her substantive role, including any that may be partially progressed at the time s/he takes up the secondment opportunity. endobj (�� Managers are advised to involve the HR Partner/Advisor in discussing the options for providing temporary cover of a post at an early stage. endobj (���Α���$n>���L栮ʄ\ݑ~�ɋV�mY!0It8�����H�IcY#`�� ��T��*t� �QE��QE QE QE QE QE QE QE QE QE QE QE QEgj�Fc�.rW���Z��B7e�r�&}Bfd�S�tL��5[UHd�.�+q����������PD 1������hm��{�6��]J�q���=+^q���Ѵe}U��-�!p�v-��c�܏_z�%���#���'e9��w�nc����"���U��-`Y6��L�;�s)�Ƿ��dռǬ�֦���/��4qg۹[�}=k^��H��0�9C� (�� 5.2 Internal secondment 5.3 External secondment 5.4 Incoming secondment 5.5 Roles and Responsibilities 6 Documentation 2. Internal secondments occur where a Department wishes to temporarily deploy a member of staff who has the appropriate skills, knowledge and experience to undertake particular responsibilities that cannot be covered by existing roles. Employee Secondment Agreement Contract Templates The right to return to the substantive post will normally be retained except where this is not practical due to reorganisation or where for business reasons a … This discussion will be confirmed in writing to the individual. (�� In the event of a redundancy situation the continuous service of the individual will be the basis for the redundancy payment. For an employer, international secondment offers the opportunity to ensure that foreign interests are protected by one’s own employees. Whilst the University is committed to encouraging the personal and professional development of staff, this needs to be balanced against the business needs of the department or service. The HR Partner/Advisor may be approached to provide advice to both individuals and managers for example concerning unsatisfactory conduct, performance or attendance or difficulties in working relationships. In the case of a secondment of an employee of a Luxembourg company, the employment agreement will remain subject to the Luxembourg law, subject to the mandatory provisions of the host country if they are more favourable to the employee. (�� Secondment opportunities will be offered as a direct appointment or will be advertised in accordance with the University's Recruitment and Selection Procedure, using the internal jobs board. The main motivation for this is to encourage the employee to learn about how your business works in a different area. During the Secondment Period, Colony Capital shall make the Executive available exclusively to Colony Financial on a full-time basis for the purpose of performing the Services for or on behalf of Colony Financial. The Performance Review will be carried out by the appropriate manager at the time it is due. The maximum period for a secondment is usually 2 years. <> Context 2.1 The University is committed to the development of its employees. II) Secondment via internal advertisement. For the secondment to be managed effectively and maximum benefits realised, the following should be considered; a formal induction programme should be developed followed by regular reviews, to address these points: all parties to be clear as to the objectives, benefits and outcomes of the secondment, objectives to be related to the department's business plans, regular review periods should be built into the secondment, the seconding line manager should inform the substantive line manager of the secondee's performance against the agreed objectives, definition of the roles and responsibilities of all parties involved in the secondment, clarification about how the post will be covered, confirmation of a notice period to provide the secondee and department to end the agreement early, should a secondment come to an end due to organisational change, notice should be given and the seconding line manager and the substantive line manager have a joint responsibility to manage the process of returning the secondee to their substantive post, regular contact between the substantive line manager and the secondee should be maintained throughout the period of the secondment by for example, distribution of information, invitation to key meetings and presentations and personal visits, occupational health clearance if appropriate, a VBS (Vetting and Barring Scheme) check may be required depending on the role. The individual will be paid the appropriate rate for the evaluated role. The secondee will therefore wish to preserve their employment rights to ensure their continuity of employment is maintained, even if circumstances arise such that the continuity is broken. These might include their duties, place of work or manager for the period of the secondment. maternity or adoption leave. employees can support internal change by acting up into different posts for a short period. <> In these cases, the agreement may be relatively informal. Prior to the end of the period of secondment, a meeting should be arranged between the secondee and their substantive line manager to discuss the implications of returning to their substantive post, and in order to update the individual on any changes within the department. (�� (�� Objectives for secondments may include the following: temporarily filling a vacancy where the host department lacks the appropriate expertise, secondee's personal and professional development, creation of career development opportunities, cover of extended leave eg. Prior to advertising a secondment opportunity, managers should seek advice and guidance from their Management Accountant and HR Partner/Advisor. ��(�� As a general principle, staff will remain on their substantive grade, salary, benefits, pension scheme and terms and conditions. A decision may then be made about whether and how the individual's substantive role can be covered during the period of the secondment. During the secondment it is recommended that there are regular reviews with the secondee to ensure individuals are supported and to provide an opportunity to review performance. The University of York is committed to creating an equitable, developmental and motivating working environment, which values the contributions of its staff. Internal secondments are the most basic form of secondment where an employee for an internal secondment transfers into another department in the same company. In these circumstances departments should consult with their HR Partner/Advisor before advertising the secondment. %PDF-1.5 <> If, during the term of the secondment, organisational change results in the original post being substantially altered or is at risk of redundancy, the guaranteed right to return will cease to apply. The term ‘secondment’ describes an arrangement under which an employee is temporarily assigned to work either for another part of their employer’s organisation or for a different employer within the same group, or for a different, ‘host’ organisation, such as an employer’s client or business partner. (�� (�� Prior to approaching their line manager individuals are encouraged to identify areas of their own development which would directly benefit from the secondment opportunity and ultimately how any knowledge or experience gained as a result will benefit the team to which they will return. Secondment and transfer opportunities 1.1 We recognise that internal secondments and transfers provide staff with professional development opportunities, foster cross-organisational knowledge and collaboration, and address resourcing issues by drawing on the broad skills and expertise of our existing workforce. Unless the secondment agreement states otherwise, if you are on secondment and your substantive post becomes redundant you will be treated the same as the other employees in these or similar positions. Managers should first consider whether it is possible to release the individual from their current role for the requested time period. The secondee is entitled to the normal employee rights and maintains their legal protection during a secondment. The University's Redeployment and Redundancy Policies will apply in this situation. Secondment of the Employee 2.1 The Council shall second the Employee to the Host on the terms of this Agreement for the Period of Secondment. Where a secondment is for a period exceeding two years the employee’s permanent post may be filled on a permanent basis by the line manager. This will specify: the pay and grade of the position, including salary progression, the period of the secondment - start and end dates. 3 0 obj Internal secondment opportunity State Health Emergency Operations Centre (SHEOC) and the Public Health Emergency Operations Centre (PHEOC) An expression of interest portal is now available to current NSW Health employees interested in a short term secondment opportunity to the State Health Emergency Operations Centre (SHEOC) or the Public Health Emergency Operations Centre (PHEOC). This is especially so when the period of secondment is a lengthy one. This would apply in circumstances where it is considered likely that the expertise required to fulfil the role already exists within the University. An internal secondment is usually for no longer than 2 years. Any increments and pay awards due will be made as normal. In this case the employee may be asked to end their secondment early and return to their substantive post. (�� This must be issued to the secondee in advance of the start date of the secondment. 2 0 obj (�� This meeting should be arranged at least 1 month before the return date. Normally these responsibilities are expected to be for a limited duration although there are occasions when the secondment offers an opportunity to assess whether the need for the particular expertise is likely to be longer term. If the secondment is to another part of the same employer then there may be fewer legal issues. During the secondment, the employee works within the host company’s organization and is controlled … Secondments may be within the same Department in which the member of staff works (normally where there is no increase to the Department establishment) or elsewhere within the University. (�����( ��( ��( ��( ��( ��( ��( ��( ��( ��( �}R ���$rJ��!G�l��(��AMY�S�������\� �����aW,�m�C���Ŝ��I��u"8��Q$�#��?��1�����#Q�q�Ҳ�>Y{� eS�>�R;��i�Ȅ� ���G��ncv����?ƨ銒\H��Ȅ@B�=~��ub��LP�o��Q��IK�{�h>��OS= s���t��A�;��Akl��y/#r�z���JT��js�@��+c��( ��( ��( ��( ��( ��( ��( ��( ��( ��( ��(�ƓF�ȡ��5�umx�D�p>n���v5�EgR���:�?i��DU$*�vۀq��_Z�(��*~�n:�=��(����(�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� �� Prior to submitting an application for secondment, individuals must discuss with their line manager whether a secondment application would be supported by the department. 4.1 Reasons for internal transfer or secondment. In such a case, for an internal secondment, the employee would be taking on the position as a temporary contract, and their employment with ISLHD would cease at the end of the temporary contract. The same principles apply to full and part time secondments. <> If difficulties arise during the period of secondment and it is not working successfully, all 3 parties - the substantive line manager, the seconding line manager and the secondee - should review the secondment and decide whether it should continue or not. (�� (�� A secondment arrangement typically occurs when an employee or group of employees go to work for a different part of their employer’s organisation, or a different employer completely such as a client or a customer. Two months before the end of the secondment HR Services will notify the current and previous line managers and the individual that the secondment is due to finish as a reminder for this meeting to be arranged. Depending on the nature of the difficulties this may involve mediation and negotiation of acceptable outcomes. (�� endobj If the secondee becomes an employee of the host during the secondment period, they may be entitled to bring related claims at the end of the arrangement even if they choose to return as an employee of the seconder. Secondments will normally be limited to a maximum of 2 years after which the individual will be expected to return to their substantive post. stream If the secondment request cannot be accommodated, it will be for the individual to apply for the post on the same basis as other applicants and s/he will relinquish his/her right to return to their current post. The line manager should consider requests and if s/he is unable to hold the substantive post open should discuss the reason for this with the individual. Annual incremental progression will apply during the period of the secondment. In line with the University's current approach, a secondment opportunity may be progressed at the same time as the vacancy is advertised on the University's redeployment register to determine whether an individual at risk of redundancy could fill the position. Whilst allowing individuals to take up secondment opportunities is encouraged, it is acknowledged that this may not always be possible. Staff on open contracts may choose to apply for a fixed term post but there is no automatic entitlement to return to their substantive post. Where a seconded role becomes available on a permanent basis, where there was an open recruitment process for the secondment and where there have been no substantial changes to the role, the secondee may be offered the role on a substantive basis, subject to the agreement of the seconding line manager, the substantive line manager and the secondee. For appointments which are extended beyond 2 years duration, there is no guarantee that the individual will be able to return to their substantive post, unless agreement for an extension beyond 2 years is reached with the substantive department. (�� The Internal Secondment Guidance applies to members of staff who have successfully completed their probation, have been employed by the University for a minimum of 12 months and are performing satisfactorily in their substantive role. Staff on open and fixed term contracts may apply for secondment opportunities, though it is more likely that the managers of staff on fixed term contracts may not be able to support a secondment. 1 0 obj 2. For … The line manager for the secondment should ensure there is a formal induction programme in place. Secondment opportunities can provide an appropriate means of fulfilling this commitment. (�� Internal secondment is the temporary deployment of a member of staff within the University to another role for a specific purpose and period of time to the mutual benefit of all parties. The secondment will end on the date stated and the employee will return to their substantive post on its terms and conditions. 6 0 obj A secondment is usually for no longer than 2 years and is different to a Temporary Responsibility arrangement which is defined below. Alternatively, an individual may identify an advertised fixed-term opportunity for which they would like to be considered on a secondment basis if they fulfil the required criteria for the role. The meeting may cover the following points: updating the secondee on any developments within the department, ensuring that all the secondee's work is handed over smoothly, de-briefing to understand what has been achieved from the secondment, ensuring that the work of the secondee is recognised, undertaking a further review of the secondment approximately 3 months after the secondee has returned to their substantive post in order to understand fully the value of the secondment. Secondment opportunities should be advertised as such, and individuals who are interested in applying should seek agreement from their line manager prior to submitting an application. A secondment is a temporary work placement of an employee in another area to that in which they normally work – they can be either be internal or external. endstream This is similar to the arrangement for awarding a Temporary Responsibility Allowance. 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