REDUNDANCY PROVISIONS. (1) Should an employee in a Catholic school become redundant then the provisions of:
REDUNDANCY PROVISIONS. (a) Where the Employer carries out a review or restructure of any of the positions covered by this agreement, and such a review or restructure has the potential to affect the job security of any employee covered by this agreement, the Employer will enter into a process of consultation with the affected employee(s). Such consultation shall commence not less than one month prior to any final decisions being made provided that in specific instances this period may be reduced by mutual agreement with the Employee(s) concerned. The purpose of such consultation is to allow the parties sufficient opportunity to investigate options in good faith which would prevent any loss of employment. Nothing in this appendix applies to casual employees.
REDUNDANCY PROVISIONS. (1) It is acknowledged that redundancy is a termination of service because the position the employee occupied is no longer available.
REDUNDANCY PROVISIONS. (a) Where there is a need to reduce staffing, the University may identify one or more positions as redundant. The University will initiate consultation with affected staff about the reasons for the decision and about the criteria for determining redundant positions.
REDUNDANCY PROVISIONS. In relation to Redundancy, the following shall apply:
REDUNDANCY PROVISIONS. 56.01 All teachers who are declared redundant and who are not reassigned in accordance with Article 9, shall be eligible for a redundancy benefit as outlined in the table below: REDUNDANCY BENEFIT Service Age < 00 00-00 00-00 00-00 00-00 > 54 < 6 months 4% 8% 12% 16% 20% 24% > 6 months - <1 year 8% 12% 16% 20% 24% 28% > 1 - < 2 years 14% 18% 22% 26% 30% 34% > 2 - < 4 years 22% 26% 30% 34% 38% 42% > 4 - < 6 years 30% 34% 38% 42% 46% 50% > 6 - < 8 years 38% 42% 46% 50% 54% 58% > 8 - < 10 years 46% 50% 54% 58% 62% 66% > 10 - < 12 years 54% 58% 62% 66% 70% 74% > 12 - < 14 years 62% 66% 70% 74% 78% 82% > 14 - < 16 years 70% 74% 78% 82% 86% 90% > 16 - < 18 years 78% 82% 86% 90% 94% 98% > 18 - < 20 years 86% 90% 94% 98% 102% 106% > 20 - < 22 years 94% 98% 102% 106% 110% 114% > 22 years or more 102% 108% 112% 116% 120% 124%
REDUNDANCY PROVISIONS. C.4.1 A redundancy may occur in a situation where an Employee’s job is terminated because it has become superfluous to the University’s needs.
REDUNDANCY PROVISIONS. Red Australia Equipment has a redundancy policy that will remain in place for the term of this agreement. The current policy is to provide:
REDUNDANCY PROVISIONS. (a) The parties agree that it is not desirable to lose the services of staff members through redundancy. It is the parties preferred option to seek redeployment and retraining opportunities within the organisation should the occasion arise.
REDUNDANCY PROVISIONS. Where there is a need to reduce staffing, the University may identify one or more positions as redundant. The University will initiate consultation with affected staff about the reasons for the decision and about the criteria for determining redundant positions. The University will write to the staff member(s) concerned and advise that their employment will terminate due to redundancy and provide details of their retrenchment package. The retrenchment package will be calculated based on the staff member’s salary at the date of cessation of employment and is provided in lieu of any notice period, access to a scheme of redeployment or other redundancy benefit. The package will be calculated as follows: • either three weeks’ salary per completed year of service with the University to a maximum entitlement of fifty two weeks’ salary, or eighteen weeks salary, whichever is the greater; • an additional eight weeks salary; • proportionate basis payment for long service leave calculated on completed years of service; • payment, dependent on age from the time of written notification as follows: Under 40 6 months 40 7 months 41 8 months 42 9 months 43 10 months 44 11 months 45 and over 12 months AGE PAYMENT Should a staff member not accept the decision to make the position redundant they must write to VCP for a review of the decision to terminate. The VCP will immediately refer the matter to a Review Committee. The Review Committee will comprise a Chair agreed by the VCP and the Union local branch President, a staff nominee of the VCP and a staff nominee of the Union, or where the staff member chooses, an independent member of staff. The Committee will be established by the VCP (or nominee) and will meet within five days. The Committee will act in accordance with Schedule 5. The Review Committee will review that the decision to terminate was fair and reasonable in the circumstances. The Review Committee will provide a report to the VCP within five days of being established. The VCP will consider the recommendations of the Review Committee in making a decision and if the decision is not to proceed with retrenchment, the VCP will advise the staff member in writing. If the VCP decides to proceed with retrenchment, the staff member will be advised in writing and will receive the separation package detailed above excluding the additional eight weeks salary. Where the University has given notice of retrenchment to a staff member, a full time staff member will be allowed u...
