Redeployment and Retrenchment. (a) Where the University declares a position redundant following the process set out above, the employee holding that position will be advised in writing by the Director Human Resources that he/she must elect to seek redeployment within a period of 2 weeks or be retrenched. Where the employee elects to seek redeployment he/she will undertake a redeployment process for a period of 10 weeks from the date of election. Where the University and the employee cannot identify an agreed suitable alternative position within the 10 week redeployment period, the employee will be retrenched.
Redeployment and Retrenchment. (1) The procedures for handling redeployment and retrenchment for Austrade employees are described at Appendix C:.
Redeployment and Retrenchment. (a) Where NewSouth Global declares a position redundant following the process set out above, the employee holding that position will be advised in writing by the CEO that he or she must elect to seek redeployment within a period of two
Redeployment and Retrenchment. (a) An Employee who has been issued a notice under subclause 30.6 must elect to seek redeployment within a period of two weeks or they will be retrenched.
Redeployment and Retrenchment. The procedures for handling redeployment and retrenchment for Austrade employees who become excess to Austrade’s operational requirements are described at Appendix C. Employees who are subject to Austrade’s redeployment and retrenchment procedures will be eligible for reimbursement of the cost of professional financial advice, up to the limit specified in the Human Resources Policy “Redeployment and Retrenchment (A-based Employees)”, after being declared excess and up to one month after separation from Austrade.
Redeployment and Retrenchment. 81.1 The following provisions will apply in relation to an excess employee. For the purposes of this clause, an ongoing employee is excess if: • they are in a class of employees, which class comprises a greater number of employees than is necessary for the efficient and economical working of AFSA; • the services or the duties of an employee cannot be effectively used because of technological, or other changes in the work methods of AFSA, or structural or similar changes in the nature, extent or organisation of functions of AFSA; or • where the duties usually performed by the employee are to be performed at a different locality and the employee is not willing to perform the duties at that locality and the Chief Executive has determined that the provisions of this clause apply to the employee.
Redeployment and Retrenchment. 436 The following will apply to the management of organisational change in DVA:
