Restructuring and Redundancy Sample Clauses
Restructuring and Redundancy. Redundancy: Where your position is made redundant, we will give notice of termination as set out in Schedule A. You will not be entitled to any redundancy compensation. Restructuring: Where we enter into consultation for the sale, transfer or contracting out of part of the business (as those terms are used in section 69OI of the Employment Relations Act 2000) (“restructuring”), and if as a consequence it resulted in your position being made redundant: We will request the person procuring the business whether they wish to propose employment to you (and any other employees who are affected) and, if so, whether this would be on the same terms and conditions as this agreement and/or whether employment would be treated as uninterrupted and continuous. The decision rests ultimately with the person procuring the business. If the person procuring the business does not offer you employment, or if you do not want to accept their offer, we will consult with you as soon as practicable to discuss your entitlements under this agreement, whereby possible redeployment options may be available, what the next stages in terms of process are, and any other matters that either of us would like to discuss. If the person procuring the business wants to offer you employment, we will ensure that the proposal of employment and the aspects of the transfer process are conveyed to you within a reasonable timeframe. You agree to us providing the details about your position and any other relevant personal information to any potential or actual new employer for the purpose of negotiation or any other related purpose during any proposed or actual restructuring. the period of notice of termination of employment will be given and no redundancy compensation shall be payable to you if when you are offered employment by the new owner with similar terms and conditions or any other agreed terms and conditions, and you either accept or refuse employment.
Restructuring and Redundancy. 11.1 In the event that all or part of the work undertaken by the Employee will be affected by the Employer entering into an arrangement whereby a new Employer will undertake the work currently undertaken by the Employee, the Employer will adhere to the following process when negotiating with the new Employer about the sale, transfer or restructure to the extent that it relates to affected Employees:
11.1.1 The Employer will consult (where possible) with affected Employees regarding the proposed sale, transfer or restructuring.
11.1.2 The Employer will negotiate with the new Employer regarding the possible transfer of affected Employees.
11.1.3 In the event that the Employee is not to be offered employment with the new Employer on similar terms and conditions, the Employer will consider what assistance will be available to those who do not transfer.
11.2 The employee shall be entitled to two weeks’ notice (which the employer may elect to pay in lieu). No redundancy compensation is payable in the event of a redundancy.
Restructuring and Redundancy. 54.1 The parties agree that this clause constitutes an employee protection provision for the purposes of the Employment Relations ▇▇▇ ▇▇▇▇.
54.2 The NZRU must, prior to making any decision to restructure any part of the business of Rugby affecting Players, consult with the RPC.
54.3 This provision is designed to provide protection for the employment of Players who are affected employees if the NZRU’s business is restructured (within the meaning of section 69B of the Employment Relations Act 2000).
(a) the NZRU will, in negotiating with a new employer about the restructuring (to the extent that it affects Players), consult with the RPC;
(b) the NZRU will negotiate with the new employer so as to preserve the terms and conditions of this Memorandum of Understanding for Players in any new arrangement and will use reasonable endeavours to ensure that all Players transfer to the new employer;
(c) the NZRU will apply this Memorandum of Understanding in determining what entitlements, if any, are available for Players who do not transfer to the new employer.
Restructuring and Redundancy. 9.1 In the event that all or part of the work undertaken by the Employee will be affected by the Employer entering into an arrangement whereby a new Employer will undertake the work currently undertaken by the Employee, the Employer will adhere to the following process when negotiating with the new Employer about the sale, transfer or restructure to the extent that it relates to affected Employees:
9.1.1 The Employer will consult (where possible) with affected Employees regarding the proposed sale, transfer or restructuring.
9.1.2 The Employer will negotiate with the new Employer regarding the possible transfer of affected Employees.
9.1.3 In the event that the Employee is not to be offered employment with the new Employer on similar terms and conditions, the Employer will consider what assistance will be available to those who do not transfer.
9.2 No redundancy compensation is payable in the event of a redundancy
Restructuring and Redundancy. If your employment is terminated by reason of redundancy, you will be entitled to the period of notice of termination specified in the General Termination clause below. We may make a payment in lieu of notice for all or any part of the notice period. However, you will not be entitled to any period of notice of termination where we: Transfer you to an alternative position with us on terms and conditions that are no less favourable to those that applied to you immediately prior to the transfer; or Sell, transfer or contract out our business or part of our business, and the purchaser, transferee or new contractor offers you employment on terms and conditions that: are no less favourable to those that applied to you immediately prior to the sale, transfer or contracting out with recognition of service as continuous for the purpose of any service-related benefits, whether or not you accept that offer; or you accept. You will not be entitled to any redundancy compensation in any circumstances. Prior to any “restructuring” as defined in s 69OI of the Employment Relations ▇▇▇ ▇▇▇▇, we will, as soon as reasonably practicable: