Managing Redundancy – Privacy Notice
Your Data
The Council has a range of employee related policies including Managing Redundancy.
For those involved in managing, or being managed through this policy, more personal information is generated to document the process and to make appropriate decisions.
Where the pool of employees being considered for redundancy reaches the statutory notification limit, information regarding them may be shared with relevant Trade Unions and the Governments Insolvency Service as a part of the redundancy consultation process.
Redeployment
If an employee, who has been identified for redundancy, is placed on the Redeployment register, the Redeployment Team will have access to this information. Further information relating to this process can be found in the specific Redeployment Privacy Notice.
Voluntary Severance/Early Retirement
If an employee, as part of the Managing Redundancy process, applies for Voluntary Service or Early Retirement, personal information will be accessed in the processing of the application and making any calculations to assess any compensatory payments.
Further information relating to this process can be found in the specific Voluntary Severance/Early Retirement Privacy Notice.
Compulsory Redundancies
Where selection criteria are used to determine who is at risk of compulsory redundancy, personal information relating to the affected employee’s may be accessed by Cluster management and officers in People & Organisation during the decision making process.
Appeal
If your case is considered by the Appeals Sub Committee, the Council will share information about you with the members of the Committee determining your appeal. The Committee Meeting Agenda, Minutes and accompanying papers are confidential and the meeting considered in private. The minute which is published will be anonymised.
How long we will keep your information for
How long information generated by the Managing Redundancy Policy is retained is as follows:
| Managing Redundancy Documents – Employee does not work with children or vulnerable adults
|
Duration Held for |
| Any written documents produced as a result of following the Managing Redundancy policy. | 6 years post termination of employment |
| Managing Redundancy Documents – Employee who works with children or vulnerable adults
|
Duration Held for |
| Any written documents produced as a result of following the Managing Redundancy policy. | 25 years post termination of employment |
The Council’s Retention & Disposal Schedule sets out the retention periods for any information about you which won’t be destroyed at the same time as your employee file.
Your rights
Aberdeen City Council is the Data Controller for this information. You’ve got legal rights about the way the Council handles and uses your data, which include the right to ask for a copy of it, and to ask us to stop doing something with your data. Please contact the Council’s Data Protection Officer by email on DataProtectionOfficer@aberdeencity.gov.uk or in writing at: Data Protection Officer, Marischal College, Aberdeen, AB10 1AB. See more information about all of the rights you have. You also have the right to make a complaint to the Information Commissioner’s Office. They are the body responsible for making sure organisations like the Council handle your data lawfully.
Please note if your complaint is not about data protection but instead is about an employment matter, then this should be raised initially with your line manager and if necessary through the Council’s grievance procedure.
Our legal basis
Whenever the Council processes personal data we need to make sure we have a basis for doing so in data protection law. We understand our basis in data protection law to be Article 6(1)(b) of the General Data Protection Regulation (GDPR) because processing your personal information is necessary for us manage our relationship with you, as your employer.
As part of this relationship, the Council is also likely to process special categories of personal data.
The Council understands our legal basis for doing so as Article 9(2)(b) of the GDPR as processing is necessary for carrying out our obligations in the field of employment.