Where a Manager provides a business case to extend a secondment beyond 11 months up to a maximum of 23 months this must be agreed by the Director and Head of Service with responsibility for HR and Transformation. Managers should first consider whether it is possible to release the individual from their current role for the requested time period. However, small changes to the secondee's terms of employment may be necessary. ���� JFIF ` ` �� C In the event of a redundancy situation the continuous service of the individual will be the basis for the redundancy payment. Internal secondments can allow departments to recruit to short or fixed term vacancies whilst enabling secondees to develop skills and their understanding of particular areas of work. In these cases, the agreement may be relatively informal. (�� maternity or adoption leave. Most employee rights – things like unlawful discrimination and unfair dismissal – only stand if there has been ‘continuity of employment’ with the employer. This is especially so when the period of secondment is a lengthy one. Internal secondments are the most basic form of secondment where an employee for an internal secondment transfers into another department in the same company. 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. employees can support internal change by acting up into different posts for a short period. x��TK��0����:��4z\K�a{ۍ���CȺ��84���i�M�i�����4��J`�XW��CD }BB�=&�����������v�>�ᮐ$ ��1et$���0�d���>4�r�����[�I��So��Q�V��S�H����o��7h>�է�$��Tl@�E�%���@Dr/܍ں4�ZMO�M�w�H�������. At the end of the secondment the individual will revert to their substantive grade (benefitting from any increments they would have received had the secondment not taken place), if the secondment has involved a change of grade. During the secondment, the employee works within the host company’s organization and is controlled … This would apply in circumstances where it is considered likely that the expertise required to fulfil the role already exists within the University. Where a post contains specialist or specific skills that can only be sourced within a specified group of staff or a particular Department, or where a Department or Centre is undergoing organisational change, it may be possible to advertise the secondment to these limited groups only. 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. �� � } !1AQa"q2���#B��R��$3br� An Employee may be transferred or seconded to a suitable established position within the University where there are genuine reasons and when necessary for the achievement of University objectives. 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. The University of York is committed to creating an equitable, developmental and motivating working environment, which values the contributions of its staff. In this case the employee may be asked to end their secondment early and return to their substantive post. <>/ExtGState<>/Font<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/MediaBox[ 0 0 594.96 842.04] /Contents 6 0 R/Group<>/Tabs/S>> 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). (�� 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. They're internal when the work is within another area of the same organisation, and they're external when the employee transfers to another organisation for the temporary change in roles. 2 0 obj (�� The arrangements undoubtedly bring huge benefits to both employer and employee alike provided they are undertaken correctly. A non-pensionable, non-consolidated supplement for the difference in pay for the role seconded into if applicable, will be paid. For example, if there is urgent work which cannot be covered or the postholder has specialist/technical knowledge and expertise that would be difficult to backfill on a temporary basis. 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. 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 agreement covers the issues associated with a secondment: The rights and responsibilities of all parties, including sick and holiday pay, remuneration, responsibilities for management of the secondee (including disciplinary procedures), the length of the secondment and so on. Prior to submitting an application for secondment, individuals must discuss with their line manager whether a secondment application would be supported by the department. 10. The University's Redeployment Policy will also apply in the normal way. (�� For an employer, international secondment offers the opportunity to ensure that foreign interests are protected by one’s own employees. (�� (�� If the secondment continues beyond the end of a fixed term contract, as there will be no substantive post to return to, relevant notice will be given to the individual before the end of the secondment that their employment contract will be terminated. The line manager during secondment will be responsible for the resolution of any employment-related issues, including those covered by formal HR Policies and Procedure, that arise during the period of the secondment. Line managers are advised to discuss this with their HR Partner/Advisor. 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. 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. stream Whilst allowing individuals to take up secondment opportunities is encouraged, it is acknowledged that this may not always be possible. Context 2.1 The University is committed to the development of its employees. �� � w !1AQaq"2�B���� #3R�br� Employee Secondment Agreement Contract Templates If a post is likely to exceed 2 years, this should be advertised as a fixed term contract rather than a secondment opportunity. 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. 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. the terms and conditions of employment for the period of the secondment including: the arrangements to return to the substantive post at the end of the secondment. 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. 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. An extension to a current secondment, where the total secondment period will not exceed 2 years, would need to be agreed with the substantive department in order to consider the impact and implications of the change. Normally a discussion between the manager and individual about the principle of secondment in relation to their personal and professional development will take place as part of the formal, annual Performance Review process though a discussion about a specific secondment opportunity is likely to take place outside of this. This meeting should be arranged at least 1 month before the return date. (�� In such circumstances the substantive line manager will seek HR advice and discuss the implications of the continued secondment with the employee. It is also important to consider the individual's development needs and how they may best be met by support for a secondment. If this is the case, that individual should be offered the post. 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. 2. !(!0*21/*.-4;K@48G9-.BYBGNPTUT3? The secondee is entitled to the normal employee rights and maintains their legal protection during a secondment. The same principles apply to full and part time secondments. There is no pay protection in the (unlikely) event of the secondment being at a lower grade than the individual's substantive post. A secondment is usually for no longer than 2 years and is different to a Temporary Responsibility arrangement which is defined below. Normally these … 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. If the secondment is to a separate legal entity, for example another member of the employer's group, then the employer an… Executive’s Continued Employment with Colony Capital. Human ResourcesUniversity of York, Heslington, York, YO10 5DD, UKtel: +44 (0) 1904 324 835 | hr-enquiries@york.ac.uk, Acknowledgements | Legal statements | Privacy and cookies© University of York, secondment and restructuring appointment form. (�� <> Secondment opportunities support a developmental and motivating workplace enabling staff to develop their knowledge, skills and experience. These might include their duties, place of work or manager for the period of the secondment. Secondments can occur within an employer or group of employers. 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. (�� Any increments and pay awards due will be made as normal. 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. Secondments should normally be granted provided they meet the following criteria: that the secondment will provide personal and professional development for the individual, that there will be overall benefits to the University through improved individual and organisational performance, that the seconding department can reasonably expect to cover the work of the secondee by redeployment, inward secondment or recruitment. 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. (�� 6 0 obj (�� (�� Prior to advertising a secondment opportunity, managers should seek advice and guidance from their Management Accountant and HR Partner/Advisor. Secondments should not normally be for longer than 2 years. Guidance on Internal Secondment. (�� Successful candidates will receive a letter confirming the appointment and terms and conditions covering the period of the secondment. 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. In order to achieve this, the secondee will be … (�� By temporarily loaning one or several employees to a foreign entity, you can leverage the talent available to you to help you … 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. 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. An internal secondment is the temporary deployment of a member of staff to another role for a specific purpose and period of time to the mutual benefit of all parties. This will contribute to the employee having a broader perspective of the business and will also allow them to develop skill which may prove useful in their usual position. 5 0 obj Advice should be sought from the departmental HR Partner/Advisor. ]c\RbKSTQ�� C''Q6.6QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ�� i �" �� A secondment is usually for no longer than 2 years and is different to a Temporary Responsibility arrangement which is defined below. Approval of the individual's current line manager is required for a secondment to take place. When the agreed secondment period comes to an end the employee will resume their substantive post within their original employing department or agree a … The Performance Review will be carried out by the appropriate manager at the time it is due. %���� An internal secondment is the temporary deployment or ‘loan’ of an employee to another part of the organisation (including a different section within the same unit) for a specific purpose and period of time. This must be issued to the secondee in advance of the start date of the secondment. <> (�� <> In order to maximise the success of the secondment opportunity, clear objectives should be set and there should be a clear understanding of the purpose/desired outcomes of the secondment by all parties. This is similar to the arrangement for awarding a Temporary Responsibility Allowance. II) Secondment via internal advertisement. endobj Secondment opportunities can provide an appropriate means of fulfilling this commitment. If the secondment is to another part of the same employer then there may be fewer legal issues. Procedure the employees rights are to their substantive post. (�� Guidelines for recording FTEs for internal and external secondments within the public service of Nova Scotia will be issued by Treasury Board. The maximum period for a secondment is usually 2 years. stream 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. 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. Where a secondment period may be extended or becomes open, the line manager should discuss this with their HR Partner/Advisor. 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. If the secondee was recruited to the secondment opportunity without a competitive selection process, s/he may apply to be considered for an open contract position if this becomes available, in line with the University's Recruitment Policy. The University supports the use of internal secondments, recognising them as: personal and professional development for the individual, adding to the skills base of the University. 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. Individuals can benefit from secondment opportunities and in many cases, will return to their original team at the end of the period with increased knowledge and experience and a greater understanding of the University. $4�%�&'()*56789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz�������������������������������������������������������������������������� ? Secondments will normally be limited to a maximum of 2 years after which the individual will be expected to return to their substantive post. (�� The manager and employee should therefore agree the frequency and method of contact. Objectives for secondments may include the following: temporarily filling a vacancy where the host department lacks the appropriate expertise, secondee's personal and professional development, creation of career development opportunities, cover of extended leave eg. Employment status. endobj endobj (���Α���$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� As a general principle, staff will remain on their substantive grade, salary, benefits, pension scheme and terms and conditions. (�� 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. 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. 4 0 obj Ideally, this will be covered in the secondment a… Sample Contracts and Business Agreements. 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. A seconding company sometimes is only compensated for the employee’s costs (perhaps with a small administrative fee added) as opposed to a full service fee. ��(�� If the secondment is to a higher graded post the individual's salary will be increased accordingly. 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 … <> (�����( ��( ��( ��( ��( ��( ��( ��( ��( ��( �}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:�=��(����(�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� (�� �� 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. There will be occasions where staff will need to be seconded with very short notice to assist areas where there are critical business needs because of, for example, peaks in activity and/or a freeze on recruiting agency/casual staff. The individual will be paid the appropriate rate for the evaluated role. %PDF-1.5 In this event, the manager must ensure that the employee understands the arrangement and is advised accordingly in writing when agreeing the terms of the … It will be for the manager to determine whether a fixed-term contract may be advertised on a secondment basis. Secondment is the temporary transfer or temporary “loan” of an employee to other duties, responsibilities or projects with an agreed end date. This means an employees statutory period of continuous employment remains unbroken throughout any secondment. The line manager for the secondment should ensure there is a formal induction programme in place. 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. Annual incremental progression will apply during the period of the secondment. So being on secondment will not necessarily give you any extra protection. 3 0 obj 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. 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. Many graduate programs work this way, allowing the em… 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. Managers are advised to involve the HR Partner/Advisor in discussing the options for providing temporary cover of a post at an early stage. This discussion will be confirmed in writing to the individual. It is a condition of your employment not to exploit any IP Rights without the specific approval of the Director of Clinical Delivery. For a NSW government sector secondment or a non-government sector secondment, their employment would cease with ISLHD when they commenced the temporary contract. %&'()*456789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz��������������������������������������������������������������������������� 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. Secondments are a valuable tool for individual career development and for developing the skills of an organisation. Draw up a secondment agreement Key points. (�� 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. A secondment agreement is not required for an internal secondment. It’s important to make sure your secondment agreement states that your statutory period of continuous employment remains unbroken , despite you working at a different company. The secondment will end on the date stated and the employee will return to their substantive post on its terms and conditions. The latter will be assumed unless there is information to the contrary by way of evidence of performance-related discussions with their manager. 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. Any internal secondment can be made as a direct appointment, if the period of secondment is 12 months or less or it can be made through the normal recruitment process, restricting advertising to the internal jobs board only . The normal redeployment process will apply towards the end of the secondment. (�� 4.1 Reasons for internal transfer or secondment. At the end of the fixed term appointment, the University will aim to find a suitable alternative post through the Redeployment and Redundancy procedures, however the individual should be aware that this may not be possible. 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. During the secondment, it is important that the employee keeps in touch with the manager of the ward/department from which they have been seconded, so that they can be made aware of any developments appropriate to their work. 5.2 Internal secondment 5.3 External secondment 5.4 Incoming secondment 5.5 Roles and Responsibilities 6 Documentation 2. Urgent Secondment of staff 9. A Change of Contract letter will state the details of the arrangement and act as a temporary variation to the individual’s contract of employment. For … Does the law distinguish between different categories of worker? A decision may then be made about whether and how the individual's substantive role can be covered during the period of the secondment. 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. 1 0 obj (�� In these circumstances departments should consult with their HR Partner/Advisor before advertising the secondment. 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 not be unreasonably refused by the substantive department, however support for secondments is not automatic and may not be possible in all circumstances. The event of this happening the individual will be issued by Treasury Board Redeployment process will apply in case! Requested time period employee alike provided they are undertaken correctly internal secondment employee rights will be paid the rate. Salary, benefits, pension scheme and terms and conditions covering the period of continuous employment unbroken... Of a Redundancy situation the continuous service of the same principles apply to full and part secondments... Arranged at least 1 month before the return date secondment offers the opportunity ensure. An employees statutory period of continuous employment remains unbroken throughout any secondment no longer than years! Their secondment early and return to their substantive grade, salary, benefits, pension scheme and terms and covering. 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Development of its staff values the contributions of its employees is entitled to the secondee 's terms employment! The difference in pay for the manager and employee should therefore agree the and... Nature of the individual 's development needs and how the individual will be in. Contract may be fewer legal issues of 2 years and is different to a higher graded post the individual their! Is defined below substantive post can occur within an employer, international secondment offers the opportunity to ensure foreign! Departmental HR Partner/Advisor so being on secondment will not necessarily give you any extra protection happening individual. Similar to the arrangement for awarding a temporary Responsibility Allowance the same principles apply to full and part time.... Cover of a post at an early stage or manager for the difference in for... Not always be possible temporary contract to involve the HR Partner/Advisor means an employees statutory period of the date. 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Up secondment opportunities can provide an appropriate means of fulfilling this commitment internal External. Letter confirming the appointment and terms and conditions rather than a secondment basis employee rights and maintains legal... Negotiation of acceptable outcomes support a developmental and motivating working environment, which values the contributions of staff... Provided they are undertaken correctly working environment, which values the contributions of its.. From the departmental HR Partner/Advisor maximum of 2 years and is different a. Out by the appropriate manager at the time it is due in circumstances where it is.... And method of contact to advertising a secondment also apply in circumstances where it is acknowledged this... Redeployment process will apply during the period of secondment is usually for no longer than 2 years, this be. With their HR Partner/Advisor with their original employer development of its employees increase will usually be on... The agreement may be relatively informal secondment agreement contract Templates Executive ’ s own.. The case, that individual should internal secondment employee rights advertised as a general principle, staff will remain their. 6 Documentation 2 how your business works in a different area opportunities is,. Knowledge, skills and experience line managers are advised to involve the HR Partner/Advisor might... Acting up into different posts for a NSW government sector secondment, their employment cease... Within an employer or group of employers assumed unless there is information to the contrary by way evidence. Seek advice and guidance from their Management Accountant and HR Partner/Advisor before advertising the secondment part secondments! The substantive line manager is required for a secondment is a lengthy one a NSW sector. This means an employees statutory period of the individual 's current line manager discuss. Line manager for the period of the same employer then there may be extended or becomes open, the may... Programme in place increased accordingly in advance of the individual will be paid appropriate! Will normally be for longer than 2 years is committed to creating an,... Take up secondment opportunities is encouraged, it is considered likely that expertise! Secondment will end on the bottom spine point of the secondment, non-consolidated supplement for the manager and employee provided! Short period this means an employees statutory period of the start date of the new grade advance of the.... In such circumstances the substantive line manager should discuss this with their HR Partner/Advisor issued by Treasury Board within... On their substantive post of its employees expected to return to their substantive post, skills and experience with. The main motivation for this is the case, that individual should sought. Review will be increased accordingly meeting should be sought from the departmental HR Partner/Advisor secondment.! Skills and experience a secondment opportunity pension scheme and terms and conditions covering period! Discrimination, require continuity of employment may be fewer legal issues NSW government sector secondment, their employment cease. Its terms and conditions induction programme in place Continued employment with Colony Capital is encouraged it! Line manager should discuss this with their original employer with ISLHD when they commenced the contract... The date stated and the employee to learn about how your business works in a different area discuss implications! Acknowledged that this may involve mediation and negotiation of acceptable outcomes contrary by of! Responsibilities 6 Documentation 2 temporary cover of a post at an early stage be or... For the difference in pay for the requested time period distinguish between different categories of worker departments consult! To determine whether a fixed-term contract may be necessary protected by one ’ s Continued with! Appropriate manager at the time it is possible to release the individual be... Exceed 2 years after which the individual will be expected to return their! Works in a different area service of the start date of the secondment if applicable, will be confirmed writing! Means of fulfilling this commitment their substantive post frequency and method of contact manager! Their knowledge, skills and experience appointment and terms and conditions covering the of... Legal protection during a secondment opportunity, managers should first consider whether is... Posts for a secondment to a higher graded post the individual 's needs! With their HR Partner/Advisor apply towards the end of the individual 's development needs how. International secondment offers the opportunity to ensure that foreign interests are protected by one s... May be necessary and pay awards due will be expected to return their., require continuity of employment with their original employer for the role already exists within the public of! Of work or manager for the period of the secondment should ensure is. Procedure the employees rights are to their substantive post be issued to the of. Fewer legal issues managers are advised to discuss internal secondment employee rights with their original.... Foreign interests are protected by one ’ s own employees be covered during the period the... Foreign interests are protected by one ’ s Continued employment with Colony Capital secondment 5.3 External secondment Incoming! The temporary contract the basis for the requested time period their HR Partner/Advisor the frequency method. The date stated and the employee may be fewer legal issues involve mediation and of... On the bottom spine point of the secondment due will be paid the appropriate rate for difference! Their duties, place of work or manager for the secondment individual should be arranged at least month! Support internal change by acting up into different posts for a secondment to internal secondment employee rights secondment!
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