Jargon Buster

We understand that the language used in Workforce Change can sometimes be difficult to understand and have tried to break down some of the jargon used here. If you would like further information about any of these terms have a look at our FAQs.

Compensatory Added Years (CAY):
Extra years are added to the number of years you have contributed to the Pension Scheme and the number of added years depend on your total previous service and pension scheme membership.
 
Consultation:
Is the means by which we discuss our thoughts and plans for the workforce with our employees and the Trade Unions.  This gives those involved the chance to have their say and make suggestions about any proposals. 

Statutory Consultation (for redundancy purposes):

Discussion with affected employees and the Unions where dismissal is a possible outcome of a workforce change exercise e.g. dismissal due to redundancy, as a result of in changes to terms and conditions, or structural change.

Consultation should cover ways and means of:

  • avoiding redundancies
  • reducing the number of redundancies and
  • reduce the consequences of the dismissals e.g. redeployment or retraining of employees made redundant

Fife Council will consult for 90 days in managing change exercises except where a shorter consultation period is agreed.

Continuous Service:
This is the length of time you have worked for an organisation without a break of employment. If you’ve worked for another council or associated organisation your length of time working with them will be added in to for redundancy purposes. Details of employers which are regarded as associated organisation are included in the Modification Order.
 
Total Previous Service:
This includes all service with Fife Council plus previous service with any other council or associated organisation. Details of employers which are regarded as associated organisation are included in the Modification Order.
 
Modification Order:
A list of employers which are regarded as associated organisations. Service with these organisations would count for continuous service or total previous service. You can view the Modification Order here.
 
Discretionary Compensation Payment (DCP):
Discretionary Compensation Payment is an enhanced redundancy payment based on the statutory redundancy entitlement and includes your statutory redundancy pay. The amount employees are entitled to depends on their continuous service.
 
Estimate of Redundancy/Additional Benefits:
An estimate statement of the amount of money that you might be entitled to if you were to be made an offer of voluntary redundancy or voluntary early retirement  on the grounds of redundancy.
 
Early retirement:

When employees wish to leave the Council before their “normal” retirement age. Employees must be aged 55 and over to apply to retire early. If aged 55-59 consent must be sought from the employing Service. Employees aged 60 or over can retire with out the Services consent.

 Early retirement - Business Efficiency

Early retirement in the interests of business efficiency can be considered when:

  • the employee wants to retire
  • there is a benefit to the council in agreeing the retirement
  • the cost of retirement can be off set by savings
  • the post can not be deleted – it is not a redundancy

 Early retirement - Redundancy

As part of a change process an employee may be offered and choose to take up ‘voluntary early retirement’.  In this circumstance the employee is entitled to statutory redundancy pay as well as early retirement benefits.

 Flexible Retirement:

An employee over 55 works earns less (at least 20%) while accessing their pension early. 
 
Outplacement services:
These are services to help employees secure employment outwith, or elsewhere within, the Council. In addition they can provide information about setting up a business, accessing further education, claiming benefits and general financial advice. 
 
Redeployment:
The process of looking to find an employee an alternative job within the Council where this has become necessary due to potential redundancy or ill health.
 

Redundancy:

Redundancy occurs if there is a need to reduce the overall number of posts in a service or section. E.g. where there is no longer the need for a certain type of work or fewer posts are required to carry out that work.  It may also apply if the number of posts reduces as a result of a structural or organisational change or a change to how we deliver a service.

Statutory Redundancy Pay:
This is the minimum amount of redundancy pay that the Government say you have to be paid
 

Structure change:

Where a change is proposed to a current organisational structure and this will resultin substantial changes to posts and roles.

TUPE:

TUPE (the Transfer of Undertakings (Protection of Employment) Regulations 2006) applies where a function of the Council or identified work transfers to another organisation. If this happens, employees will transfer to the new organisation on their existing terms and conditions of employment

Voluntary Redundancy:
You choose to be made redundant and if the Council agrees that you can leave on that basis, your post will cease to exist at that time.
 
Voluntary Early Retirement:
You choose to retire before the normal official age of retirement and the Council agrees to your early retirement.
 
Workforce change:
Making changes to the size and shape of the workforce in response to the needs of the Council.

 

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