6. OFFERS OF ALTERNATIVE WORK

In workplaces where unions are recognised, agreements about redeployment and re-training have often been negotiated that are significantly better than the statutory minimum rights. Good redeployment policies help both employers and staff because they:

• avoid the costs associated with layoffs, including redundancy payments;

• retain skilled staff;

• cut retraining costs in an upturn;

• preserve institutional knowledge;

• preserve customer service levels and operational effectiveness;

• avoid damaging morale and reduce stress for staff left behind; and

• promote good employment relations and improve trust.

They are also better for the wider economy, by avoiding unnecessary unemployment and reducing reliance on the welfare system. In a TUC survey conducted by the TUC and LRD in 2011, four out of 10 respondents reported that fewer job cuts were implemented as a result of consultation.

There is also an important role for Union Learning Reps during redundancy exercises in the context of alternative employment, including:

• finding out learning and support needs and organising learning activities in the workplace, such as CV workshops, job search, Skills for Life, ICT and financial management;

• providing advice and information on learning opportunities, including referring people to adult career advice services such as Next Step (or providing this advice themselves if qualified); and

• working with external bodies such as learning providers and JobCentre Plus.