Common use of Employment Protection Provisions Clause in Contracts

Employment Protection Provisions. Note: This clause shall apply in the event of restructuring of the Employer's business. The provisions outlined in this appendix (Appendix C (a), (b), (c), and (d)) also take effect in this clause. This clause applies to restructuring (as defined in Section 69OI of the Employment Relations Xxx 0000 and its amendments) and therefore will apply where the Employer intends to enter into a contract or arrangement under which its business (or part of it) is to be undertaken by another person or business, or where the Employer's business (or part of it) is to be sold or transferred to another person or business. In the event a restructuring will affect your position, the Employer shall, as soon as is reasonably practicable, (taking into account the commercial and confidentiality requirements of the business), commence negotiations with the other party involved in the restructuring {the "Other Party") concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the other Party with all Information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers the staff member ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer to transfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the other Party, then the Employer will consult with the staff member regarding whether there are any substantially similar alternative positions available. If none can be identified or offered to the staff member then they will be entitled to [two months’ notice and redundancy compensation as per Appendix E (k) in this agreement. Redeployment:

Employment Protection Provisions. Note: This clause shall apply in the event of restructuring of the Employer's business. The provisions outlined in this appendix (Appendix C (a), (b), (c), and (d)) also take effect in this clause. This clause applies to restructuring (as defined in Section 69OI 69L of the Employment Relations Xxx 0000 Act 2000 and its amendments) and therefore will apply where the Employer intends to enter into a contract or arrangement under which its business (or part of it) is to be undertaken by another person or business, or where the Employer's business (or part of it) is to be sold or transferred to another person or business. In the event a restructuring will affect your position, the Employer shall, as soon as is reasonably practicable, (taking into account the commercial and confidentiality requirements of the business), commence negotiations with the other party involved in the restructuring {the "Other Party") concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the other Party with all Information about the employees who will be affected by the restructuring, including details of their current terms and conditions condition s of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers the staff member ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are • The Other Party does offer the employee staff member employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee staff member may accept this offer to transfer to the Other Party or the staff member may decline the offer. If the employee staff member accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the other Party, then the Employer will consult with the staff member regarding whether there are any substantially similar alternative positions available. If none can be identified or offered to the staff member then they will be entitled to [two months’ notice and redundancy compensation as per Appendix E (k) in this agreement. Redeployment:

Employment Protection Provisions. Note: This clause shall apply in the event of restructuring of the Employer's business. The provisions outlined in this appendix (Appendix C (a), (b), (c), and (d)) also take effect in this clause. This clause applies to restructuring (as defined in Section 69OI of the Employment Relations Xxx 0000 Act 2000 and its amendments) and therefore will apply where the Employer intends to enter into a contract or arrangement under which its business (or part of it) is to be undertaken by another person or business, or where the Employer's business (or part of it) is to be sold or transferred to another person or business. In the event a restructuring will affect your position, the Employer shall, as soon as is reasonably practicable, (taking into account the commercial and confidentiality requirements of the business), commence negotiations with the other party involved in the restructuring {the "Other Party") concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the other Party with all Information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers the staff member ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer to transfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the other Party, then the Employer will consult with the staff member regarding whether there are any substantially similar alternative positions available. If none can be identified or offered to the staff member then they will be entitled to [two months’ notice and redundancy compensation as per Appendix E (k) in this agreement. Redeployment:

Employment Protection Provisions. Note: This clause shall apply in the event of restructuring of the Employer's business. The provisions outlined in this appendix (Appendix C (a), (b), (c), and (d)) also take effect in this clause. This clause applies to restructuring (as defined in Section 69OI of the Employment Relations Xxx 0000 Act 2000 and its amendments) and therefore will apply where the Employer intends to enter into a contract or arrangement under which its business (or part of it) is to be undertaken by another person or business, or where the Employer's business (or part of it) is to be sold or transferred to another person or business. In the event a restructuring will affect your position, the Employer shall, as soon as is reasonably practicable, (taking into account the commercial and confidentiality requirements of the business), commence negotiations with the other party involved in the restructuring {the "Other Party") concerning the impact of the restructuring on every employeeEmployee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the other Party with all Information about the employees Employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employeesEmployees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers the staff member ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are • The Other Party does offer the employee Employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee Employee may accept this offer to transfer to the Other Party or the staff member may decline the offer. If the employee Employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the other Party, then the Employer will consult with the staff member regarding whether there are any substantially similar alternative positions available. If none can be identified or offered to the staff member then they will be entitled to [two months’ notice and redundancy compensation as per Appendix E (k) in this agreement. Redeployment:.