Dismissal/redundancy

Objective

DTU wishes to limit the number of dismissals/redundancies and by endeavoring to find alternative solutions, ensure that dismissals/redundancies are a last resort.

General

Dismissals/redundancies may be due to circumstances at DTU or circumstances concerning an individual employee.

Circumstances at DTU that may result in redundancy, including large-scale redundancies, may be due to financial problems, lack of work tasks or restructuring.

Circumstances concerning an individual employee that may result in dismissal could involve, for example, lack of professional qualifications, cooperation difficulties or breach of duty.

The decision to dismiss an employee is to be made by the Head of Department or Head of Unit. The Office of HR assists the department or unit in the matter, and no dismissals are to be initiated until the Office for HR has been consulted.

Early intervention

If problems regarding cooperation arise, the superior and employee are obliged to endeavor to solve the problem through dialogue. The emphasis is on dealing with any problems at the earliest possible stage. The employee must have the opportunity to remedy dissatisfactory circumstances unless an extraordinary situation is involved in which dismissal is the only possible sanction.

The role of management

Dismissal is so stressful for employees that before the matter progresses to this stage, the superior should consider whether a less serious measure could be employed. The management must have a finger on the pulse on an everyday basis and, as early as possible, consistently respond to dissatisfactory circumstances.

Professionalism

Depending on the scope of the dismissals, the Cooperation Committee and/or department’s/unit’s local Liaison Committee are notified at an early stage to ensure that the employees’ views and suggestions can be included in the basis for the management’s final decision.

The immediate superior, Head of Department or Head of Unit and the Office of HR are responsible for dealing with any dismissals/redundancies with professionalism and dignity in relation to the employees involved.

Support for employees who have been dismissed/made redundant

DTU provides suitable support for employees who have been dismissed/made redundant. This support is tailored to suit the individual.

Entry into force

The policy for redundancies was approved by the Executive Board and discussed by the Cooperation and Joint Consultation Committee (HSU) in March 2017.

The policy becomes effective from the time it is published on DTU Inside.

Amendments

The policy may be amended at three months' notice following review by the Cooperation and Joint Consultation Committee. Amendments are communicated via the DTU Inside.