Common use of Redeployment and Redundancy Clause in Contracts

Redeployment and Redundancy. 2.13.1 The parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; b) providing sufficient weight to the Employee’s knowledge, skills and experience; and c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2. 2.13.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 51.1 The parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 51.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and (c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 51.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.251.2. 2.13.4 51.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 51.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 2.14.1 The parties acknowledge that the Public Sector Management Act 1994 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇ (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.14.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; b) providing sufficient weight to the Employee’s knowledge, skills and experience; and c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.14.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.22.14.2. 2.13.4 2.14.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.14.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 2.14.1 The parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.14.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; b) providing sufficient weight to the Employee’s knowledge, skills and experience; and c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.14.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.22.14.2. 2.13.4 2.14.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.14.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 2.16.1 The parties to this Agreement acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.16.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) : acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; b) ; providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and c) and recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.16.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2subclause 2.16.2. 2.13.4 2.16.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.16.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 2.17.1. The parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.17.2. The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) : acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; b) ; providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and c) and recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.17.3. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2subclause 2.17.2. 2.13.4 2.17.4. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.17.5. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 29.1. The parties Parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 29.2. Nothing in this clause shall prevent the Director General from exercising the right to place any permanent Employee requiring placement, including principals, in any Approved education workplace in accordance with section 236(2) of the Act. 29.3. The Employer and prospective Employer Department will seek to place Registrable Employees in suitable positions in accordance with clause 29.4 of this clause. 29.4. Where a vacancy exists the principal or line manager, on behalf of the Employer, will assess the Suitability suitability of a Surplus employee Registrable Employee broadly which includes, but is not limited to: (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level, academic qualifications, experience and FTE; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and (c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 29.5. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2. 2.13.4 The Employer Department will provide Surplus employees Registrable Employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 29.6. The Employer Department will provide Surplus employees Registrable Employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions’s 29.7. The Employer Department will ensure that Surplus employees Registrable Employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable suitable employment. 29.8. The Department shall provide an Employee who is notified of the Department’s intention to register them under regulation 18 of the Regulations with the written reason/s for doing so and the possible employment, placement and training options available to them. 29.9. Registered Employees shall be case managed in accordance with clause 29.6. 29.10. Where the Department is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Department may suspend the Redeployment Period of a Registered Employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Department may suspend the Redeployment Period for the portion allowable. 29.11. The Employer will notify the Union prior to a Registered Employee entering the last three months of their Redeployment Period.

Redeployment and Redundancy. 2.13.1 2.14.1 The parties acknowledge that the Public Sector Management Act 1994 (PSMA) (WA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (WA) (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.14.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and (c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.14.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.22.14.2. 2.13.4 2.14.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.14.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines – A guide for agencies and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management Guidelines or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 2.15.1 The parties Parties acknowledge that the Public Sector Management Act 1994 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇ (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.15.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: (a) acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; (b) providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and (c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.15.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2.2.15.2 2.13.4 2.15.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.15.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.

Redeployment and Redundancy. 2.13.1 ‌ 29.1. The parties Parties acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 29.2. Nothing in this clause shall prevent the Director General from exercising the right to place any permanent Employee requiring placement, including principals, in any Approved education workplace in accordance with section 236(2) of the Act. 29.3. The Employer and prospective Employer Department will seek to place Registrable Employees in suitable positions in accordance with clause 29.4 of this clause. 29.4. Where a vacancy exists the principal or line manager, on behalf of the Employer, will assess the Suitability suitability of a Surplus employee Registrable Employee broadly which includes, but is not limited to: (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level, academic qualifications, experience and FTE; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and (c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 29.5. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2. 2.13.4 The Employer Department will provide Surplus employees Registrable Employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 29.6. The Employer Department will provide Surplus employees Registrable Employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions’s 29.7. The Employer Department will ensure that Surplus employees Registrable Employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable suitable employment. 29.8. The Department shall provide an Employee who is notified of the Department’s intention to register them under regulation 18 of the Regulations with the written reason/s for doing so and the possible employment, placement and training options available to them. 29.9. Registered Employees shall be case managed in accordance with clause 29.6. 29.10. Where the Department is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Department may suspend the Redeployment Period of a Registered Employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Department may suspend the Redeployment Period for the portion allowable. 29.11. The Employer will notify the Union prior to a Registered Employee entering the last three months of their Redeployment Period.

Redeployment and Redundancy. 2.13.1 2.10.1 The parties acknowledge that the Public Sector Management Act 1994 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇ (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.13.2 2.10.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: a) acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; b) providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and c) recognising the transferability of skills to roles where a direct fit may not exist. 2.13.3 2.10.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.13.2subclause 2.10.2. 2.13.4 2.10.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.13.5 2.10.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.