REDUNDANCY AND RESIGNATION. REdeployment and redundANcy These provisions do not apply to employees on probation or to non-ongoing employees. The Secretary will advise any employee, in writing, if he or she is likely to become excess and will take reasonable action to assess the redeployment prospects of the potentially excess employee. Discussions will be held with the potentially excess employee to consider: redeployment opportunities for the employee concerned, taking into account the Secretary's assessment; and whether the potentially excess employee is interested in voluntary redundancy. During these discussions, the employee may choose to be accompanied by a support person. Prior to the conclusion of these discussions, employees who are not potentially excess may be invited by the Secretary to express interest in voluntary redundancy, where those redundancies would facilitate the redeployment of excess or potentially excess employees. Excess and potentially excess employees will be considered in isolation for all DVA vacancies at their substantive level, and prior to those vacancies being advertised. Excess employees will be considered before potentially excess employees. Where more than one excess or potentially excess employee is considered for a vacancy, the selection decision will be based on a comparative assessment of those employees. Potentially excess and excess employees being assessed for redeployment to a vacancy need only demonstrate that they will be able to satisfactorily perform the duties, with training and development, within a reasonable time frame (ordinarily within 3 to 6 months). Determining excess status An employee may be declared excess if: there is a greater number of employees at the employee’s regular level than is necessary for the efficient and economical working of DVA; or their services cannot be effectively used because of technological or other changes in work methods, or other organisational changes in DVA; or the employee is not willing to move to or perform duties at another locality where their usual duties are reassigned, and the Secretary determines that these provisions will apply to that employee. The Secretary may advise the employee in writing that they are excess to requirements: after the completion of discussions in clause bbbbbb or if the employee or the employee’s representative decline to attend discussions – no less than 4 weeks after the Secretary has told the employee that the employee is likely to become an excess employee in ...
REDUNDANCY AND RESIGNATION. Employees, who are paid Excess Travelling Compensation as a lump sum and accept redundancy or resign during the period of payment, will be required to repay to Council the remaining portion for the period concerned. Subject to law, this payment can be made from the Employee’s final payroll.
REDUNDANCY AND RESIGNATION. REDEPLOYMENT AND REDUNDANCY 260 These provisions do not apply to employees on probation or to non-ongoing employees. 261 The Secretary will advise any employee, in writing, if he or she is likely to become excess and will take reasonable action to assess the redeployment prospects of the potentially excess employee. 262 Discussions will be held with the potentially excess employee to consider:
