Moving to CGL
Moving to CGL
It is natural to feel concerned about the changes that will happen in your service when it is taken over by a new provider. You are bound to have a lot of questions and concerns about how the change will affect both you and the service users you currently support.
Change, grow, live (previously called Crime Reduction Initiatives - CRI) has a successful track record of taking on existing services and achieving improvements that benefit service users and staff. Our focus throughout the transition is on supporting staff and providing high quality care for service users. We are committed to providing individualised support that enables people to plan and achieve their own recovery goals. This ethos underpins everything we do and informs and guides the way we develop and deliver services, including those that transfer to us.
Keeping you informed
Our aim is to manage the transition so as to cause as little upheaval as possible to staff, external service delivery partners and service users. Our HR and service implementation teams have extensive experience of transferring staff and service users from one service provider to another. We know that great communication is vital for this, and we always update staff and service users as soon as possible with information about changes that might affect them to ensure the changeover is as smooth as possible.
TUPE (Transfer of Undertakings – Protection of Employment)
When your service becomes part of change, grow, live, your employment rights are protected under TUPE regulations. You will become a change, grow, live employee but the continuity of your previous employment will be maintained and the majority of the terms and conditions of your original employment contract will stay the same.
Under TUPE, employees with more than one year’s service are protected against unfair dismissal where dismissal is solely due to the transfer. However, your new employer can make redundancies as part of the transfer, in line with standard redundancy procedures.
The following are covered by TUPE regulations if they were agreed contractually with your current employer:
- Actual salary/contractual pay increments/death in service benefit etc
Pension provision is not automatically protected under the current TUPE legislation. However, incoming providers are obliged to provide a suitable alternative pension scheme for transferring employees. The arrangements for this are laid down by TUPE and the Pensions Act 2004 whereby the new provider must provide a minimum pension provision.
This would be applicable for the majority of employees transferring from private and voluntary sectors. However some employees coming from the public sector may have additional protection under governmental arrangements as per the guidance laid out in the Staff Transfers in the Public Sector documentation.
Find out more
We are committed to making the transfer from your current employer to change, grow, live as smooth and clear as possible. If you have any questions or concerns, please don’t hesitate to contact us.
What our TUPE staff say
“The first few months were a massive learning curve and it was really hard some days but I stuck with it and I am so glad I did. I love my job and feel that [change, grow, live] have really invested in me. I couldn’t imagine what it was going to be like but had I known how it would have turned out I wouldn’t have worried a bit!”
- Melanie Winter, TUPE-ed to change, grow, live
100% of those surveyed* said:
“My first impression of [change, grow, live] was a positive one.”
96% of those surveyed* said:
“I received timely responses to the operational & HR queries I raised.”
*Taken from an independent survey of staff who TUPE transferred into change, grow, live in West Kent services.