Common use of TERMINATION OF EMPLOYMENT & REDUNDANCY Clause in Contracts

TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable. Period of Continuous Service Severance Payment Less than 1 years service Nil 1 year and less than 3 years 4 weeks 3 years and less than 4 years 6 weeks 4 years and less than 5 years 8 weeks 5 years or more 10 weeks A weeks’ pay means 35 hours at the Employee’s ordinary rate without any allowances. Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour. In addition, redundancy payment does not apply in cases of Transmission of Business or where a suitable alternative role is identified for the Employee (whether accepted or not).

TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable. Period of Continuous Service Severance Payment ➢ Less than 1 years service - Nil 1 year and less than 3 years ➢ Thereafter – 4 weeks 3 years and less than 4 years 6 plus an additional two weeks 4 years and less than for each completed year of service in excess of 2 years. ➢ Severance Payments will be capped at 10 weeks pay (i.e. for 5 years 8 weeks 5 years or more 10 weeks A weeks’ pay means 35 hours at the Employee’s ordinary rate without any allowancescompleted years of service). Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour. In addition, redundancy payment does not apply in cases of Transmission of Business or where a suitable alternative role is identified for the Employee (whether accepted or not).

TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable. : Period of Continuous Service Severance Payment Less than 1 years service Nil 1 year and less than 3 years 4 weeks 3 years and less than 4 years 6 weeks 4 years and less than 5 years 8 weeks 5 years or more 10 weeks A weeks’ week’s pay means 35 is 38 hours pay at the Employee’s ordinary rate rates without any allowances. Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour. In addition, redundancy payment does not apply in cases of Transmission of Business or where a suitable alternative role is identified for the Employee (whether accepted or not)) e.g. at a location within the Hunter Region.