Alternatives to redundancy Sample Clauses

Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, the Employer will give genuine consideration to alternatives including: whether the change can be achieved through an alternative means such as natural attrition, leave, voluntary reduction of hours / job sharing or voluntary departure; and whether it would be reasonable in all the circumstances to redeploy affected Employee/s.
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Alternatives to redundancy. 7.5.1 Following the decision to make a position redundant, the Employer shall also give consideration as to whether any other alternatives to redundancy are appropriate, which will include:
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Alternatives to redundancy. 16.10.1An employee whose role has become redundant may be offered alternative work in a different department or line, on a different shift or in a different role.
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Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, EACH must give genuine consideration to alternatives including:
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Related to Alternatives to redundancy

  • Alternatives to Layoff The University shall attempt to avoid an indefinite layoff, or to ease its impact, by implementing the following alternatives:

  • COMMUTE TRIP REDUCTION AND PARKING 24.1 The Employer will continue to encourage but not require employees to use alternate means of transportation to commute to and from work consistent with the Commute Trip Reduction (CTR) law and the needs of the Employer and the community.

  • REDUNDANCY PROVISIONS (1) Should an employee in a Catholic school become redundant then the provisions of:

  • Effective Date Term Termination and Disconnection 3.1 Effective Date 3.2 Term of Agreement 3.3 Termination

  • TERMINATION AND CONSEQUENCES OF TERMINATION 14.1 On termination of any Service Schedule for whatever reason the Client will cease to have the Services provided thereunder.

  • Redundancy 19.1 Subject to the following procedure, it is agreed that it is the Employer’s prerogative to determine the order of selection of Employees for employment or retrenchment.

  • General Termination When a registrant has been terminated as unsatisfactory or has been discharged for cause by at least three (3) Employers within a twenty-four (24) month period, he/she shall be denied further use of all hiring halls covered by the District Council provided the Employers have furnished the Local Unions in writing the reasons for such terminations or discharges. Members wishing to demonstrate that corrective action has been taken by them, and therefore they should be allowed access to the hiring hall facilities, may petition the District Council’s Executive Board for an opportunity to appear and give their position. The member’s petition to the District Council’s Executive Board shall be filled within one year from the date he/she has been denied further use of the hiring halls covered by the District Council. A member may petition twice for the restoration of his/her use of the hiring hall facilities covered by the District Council. The burden is on the petitioning member to demonstrate that corrective action has been taken to remedy the issue(s) outlined in the termination letters. The District Council’s Executive Board shall be the sole judge as to whether such corrective action is sufficient for reinstatement.

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