Redundancy and Redeployment. A position may become redundant if there are insufficient funds available to continue the position, in the case of cessation or reduction of grant funding, or if the position is no longer required. If possible, redeployment will be offered rather than redundancy. Redeployment may include an offer of suitable alternative employment at lower paid salary classification. An employee offered redeployment will be allowed at least two weeks to decide whether or not to accept the offer . Where an employee is made redundant from their existing position and suitable alternative employment is offered and accepted, then severance pay provisions under 3.5 will not be payable. Where an employee rejects an offer of alternative employment, the employee will be entitled to the standard period of notice plus the following redundancy pay: YEARS OF CONTINUOUS SERVICE REDUNDANCY PAY At least one year and less than two years 4 weeks At least two years but less than three years 6 weeks At least three years but less than four years 7 weeks At least four years but less than five years 8 weeks At least five years but less than six years 10 weeks At least six years but less than seven years 11 weeks At least seven years but less than eight years 13 weeks At least eight years but less than nine years 14 weeks At least nine years but less than 10 years 16 weeks At least 10 years 12 weeks Redundancy pay is calculated at the employee’s base rate of pay for the ordinary hours worked. During the notice period, an employee whose employment contract has been terminated may take up 7.5 hours without loss of pay to seek other employment. The time off shall be taken at times that are convenient to the employee after consultation with Anglicare WA. An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. Under these circumstances the employee will still be entitled to receive the redundancy payments and benefits they would have received under this clause, but they will not be entitled to payment in lieu of notice. This clause does not apply to: • an employee with less than twelve months continuous service • a casual employee • a fixed-term contract employee • an employee whose contract of employment is terminated without notice for serious misconduct
Redundancy and Redeployment. Voluntary separation package – redundancy Where an employee is offered a voluntary separation package (VSP), the terms of the redundancy will be: .1 ten (10) weeks notice, or payment in lieu of such period of notice
Redundancy and Redeployment. (a) Where the University reaches a preliminary decision that employee(s) positions are redundant, the University shall advise the affected employee(s) of its views and the potential consequences for the employees. The appropriate union(s) shall be notified before notification is given to the affected employee(s). The purpose of this notification will be to allow for consultation.
Redundancy and Redeployment. 22.1 The following redeployment and redundancy provisions will apply only to permanent employees who have completed probation. Definitions
Redundancy and Redeployment. 14.1 The following redundancy and redeployment provisions apply to Employees other than casual and maximum term/specified task Employees.
Redundancy and Redeployment. Our industry is rapidly changing and sometimes this can impact how we are structured and what roles are required. This clause outlines the process we have in place if your role is identified as redundant, and the support and entitlements that are available to you. Subject to applicable law, this clause does not apply to casual or maximum term Employees.
Redundancy and Redeployment. 11B.1 The parties note that the Public Sector Management Act 1994 (WA) and the Public Sector Management (Redeployment and Redundancy) Regulations 1994 (WA) (the Regulations) provide the legislative framework for redundancy and redeployment for all employees covered by this Agreement.
Redundancy and Redeployment. You may be employed full time or part time for a specified task
Redundancy and Redeployment. Redundancy if you are a full time or part time employee
Redundancy and Redeployment. This clause does not cover casual staff, staff on probation or staff appointed on a fixed- term contract. Cases of unsatisfactory performance are not redundancies and are therefore not covered by this clause. In implementing redundancy and redeployment procedures due regard will be paid to a staff member's rights to privacy and confidentiality. Reduction in the number of staff If the University is considering a reduction in the number of staff it will consult with affected staff before making a decision. This consultation will be in accordance with Clause 67 Managing Change. The University is committed to minimising forced redundancies. Forced redundancies will be implemented only as a last resort. If the University decides to reduce the number of staff it will consider the following options in the first instance: reducing numbers by natural attrition; offering part-time employment; transferring or seconding staff, or arranging suitable alternative employment; offering voluntary early retirement schemes; inviting expressions of interest in voluntary retrenchment from its staff but reserving the right to reject expressions of interest. Declaration of redundancy If forced redundancies are necessary, the University will determine which positions are to be declared redundant and will: offer voluntary retrenchment first, and then consider redeployment, and as a last resort implement involuntary retrenchment. Before the University declares a position redundant it must consider equal employment opportunity and potential discrimination issues. It must take particular care that redundancies do not affect a particular group, causing indirect discrimination. The University may declare that a position is redundant because: changes in the nature or organisation of functions of a department (including work methods) require the work to be rearranged; budget constraints require the number of positions to be reduced; work usually performed by a staff member is no longer performed by his or her department or at that location; restructuring and/or organisational change is occurring; changes in technology are occurring. When a position is declared redundant the head of department will identify those duties which will no longer be performed and those which will be allocated to other staff. The duties allocated to other staff must be within their classification and must not result in staff being allocated an excessive workload. If a staff member believes the new duties allocate...
