Forced Redundancy Clause Samples
A Forced Redundancy clause outlines the conditions under which an employer can terminate employees due to roles becoming unnecessary, typically as a result of organizational restructuring or technological changes. This clause specifies the process for identifying affected positions, the notice period required, and any severance or support provided to impacted employees. Its core practical function is to provide a clear and fair framework for handling involuntary job losses, ensuring both legal compliance and transparency during workforce reductions.
Forced Redundancy. Where forced redundancies occur the Employer has the sole discretion in determining whether an Employee is selected and made redundant.
Forced Redundancy. Four weeks pay for each year of completed service, with pro-rata payment for each completed month. Payout of sick leave accrued after 1 July, 1997. Four weeks pay in lieu of notice, OR. Eight weeks pay in lieu of notice if the employee is over the age of 45 years..EBA 8
Forced Redundancy. No maximum payment shall apply.
Forced Redundancy. Employees who do not volunteer for redundancy shall receive four (4) weeks pay for each completed year of service with pro-rata for uncompleted years, plus three (3) weeks severance pay on termination. This arrangement will only apply to years of service up to and including September 2006. After September 2006 Employees who do not volunteer will receive the same entitlements as those for volunteer redundancy as per clause 18.2.
Forced Redundancy. EnergyAustralia NSW recognises prior to implementing any forced redundancy termination(s), the following process shall apply:
a) Consult with employees and their Union representatives (as per Clause 3 Consultation) on the positions that are to be made redundant and if applicable, the forced redundancy selection matrix to be used. EnergyAustralia NSW will seek advice from Union representatives to establish the redundancy selection matrix.
b) EnergyAustralia NSW will then use the selection matrix to conduct a preliminary assessment to identify employees at risk of forced redundancy, via a panel arrangement including the Unions or employee representatives. Affected employees will be provided opportunity to respond to the selection matrix in order to assist in providing information required for determining the preliminary assessment.
c) EnergyAustralia NSW will provide those employees identified by EnergyAustralia NSW as being at risk of forced redundancy written details of their preliminary assessment. Such employees will be provided the opportunity to individually respond to their preliminary assessment and this may involve a support person at their discretion. The panel will use employee responses to inform final decision making and to identify forced redundancy terminations.
d) Following final decision making on forced redundancy terminations, EnergyAustralia NSW will formally advise affected employees individually of the outcome of the application of the selection matrix, as well as associated exit information where appropriate. Unions representatives will be provided a report of the outcome of the forced redundancy process.