Common use of Selection and Notification Clause in Contracts

Selection and Notification. 6.5.1 Where in a surplus staffing situation staff cannot be placed under the provisions of 6.4 above the employer shall advise this in writing to NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa, and shall provide the following details: (a) localities of the surplus staff (b) the number of surplus staff (c) the date by which the surplus needs to be discharged. 6.5.2 Following the advice given above, the employer shall consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa on options which should apply and the conditions on which they may be made available as a means of discharging the surplus. In addition to redeployment and any other options which the parties may agree to, options will include: (a) attrition (b) leave without pay (c) retraining for alternative work (d) enhanced early retirement (e) permanent part time (f) supernumerary employment for up to one year (by agreement between the employer and the adviser). 6.5.3 The option of severance may be considered at any stage on a case by case basis dependent on the circumstances by agreement of the parties. 6.5.4 Where the surplus staffing situation cannot be satisfactorily resolved by application of the options negotiated and the employer finds it is not possible to successfully redeploy any person found to be surplus the employer may consider severance as an option. 6.5.5 In determining which advisers are surplus the employer will consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa. 6.5.6 The period of advice given to the advisers concerned will be three months prior to the date the staff surplus is required to be discharged. 6.5.7 On completion of the above the employer shall provide NZEI Te RiuRoa and (TEU) Te Hautū Kahurangi o Aotearoa with the positions, names and ages of the surplus advisers.

Selection and Notification. 6.5.1 Where in a surplus staffing situation staff cannot be placed under the provisions of 6.4 above the employer shall advise this in writing to NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa, and shall provide the following details: (a) localities of the surplus staff (b) the number of surplus staff (c) the date by which the surplus needs to be discharged. 6.5.2 Following the advice given above, the employer shall consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa on options which should apply and the conditions on which they may be made available as a means of discharging the surplus. In addition to redeployment and any other options which the parties may agree to, options will include: (a) attrition (b) leave without pay (c) retraining for alternative work (d) enhanced early retirement (e) permanent part time (f) supernumerary employment for up to one year (by agreement between the employer and the adviser). 6.5.3 The option of severance may be considered at any stage on a case by case basis dependent on the circumstances by agreement of the parties. 6.5.4 Where the surplus staffing situation cannot be satisfactorily resolved by application of the options negotiated and the employer finds it is not possible to successfully redeploy any person found to be surplus the employer may consider severance as an option. 6.5.5 In determining which advisers are surplus the employer will consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa. 6.5.6 The period of advice given to the advisers concerned will be three months prior to the date the staff surplus is required to be discharged. 6.5.7 On completion of the above the employer shall provide NZEI Te RiuRoa Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa with the positions, names and ages of the surplus advisers.