Switch 2
We are committed to supporting employees in circumstances where the employee becomes displaced and every effort will be made to find suitable alternative employment through the Switch2 process.
As a general principle, council vacancies will not be advertised until each employee registered on Switch2 has been fairly considered and assessed in line with the skill and competence requirements for the post.
Vacancies will be considered for employees who require alternative employment as a result of:
Service Review and reduction in employee numbers
Savings requirements
Return from career break where no post has been held for the employee
In order to support employees in this group, current line managers will attend a managers workshop and be responsible for ensuring that all affected employees complete the registration process and allow time off to attend taster sessions, training, interviews and meetings.
Employees affected will be required to attend an employee workshop and complete the registration process to ensure that their skills and experience are evidenced to aid the matching process into a suitable alternative job.
Vacancies are also considered for employees who require alternative employment as a result of ill health or disability, once all resource specific options have been exhausted. Matching precedence will be given to employees in this category, however if no suitable vacancies, or reasonable prospect of suitable vacancies are available, the incapability procedure will continue. The incapability procedure is detailed in the Maximising Attendance Policy and is carried out in line with the Equality Act.
The Switch2 policy gives a full outline of the process and it is important that employees are aware of their rights and responsibilities outlined in this policy.
myWorks Switch 2 feed
