Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, the Employer shall 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.
(b) In considering whether it would be reasonable in all the circumstances to redeploy the affected Employee, the Employer shall: identify existing vacancies and consider whether it may be reasonable to redeploy the Employee to a vacant role; and advise the Employee in writing, identifying whether there are, in its view, any roles into which the Employee may reasonably be redeployed.
(c) The Employee may: require the Employer to disclose all the vacancies regardless of whether the Employer believes it would be reasonable to redeploy the Employee to those role/s; and / or meet the Employer to discuss whether it would be reasonable to redeploy them to any of the vacant positions.
(d) Nothing in sub-clause 14.9 shall prevent either party from disputing whether it would be reasonable in all the circumstances to redeploy the Employee.
(e) Where an Employee facing redundancy expresses an interest in a vacant position, the Employee will be interviewed by the Employer for that position.
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:
(a) attrition
(b) leave without pay
(c) retraining for alternative work
(d) enhanced retirement
(e) permanent part-time
(f) supernumerary employment for up to one year (by agreement between the Employer and the employee). Set out below is an explanation of the alternatives referred to above:
Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, the Employer will give genuine consideration to alternatives including:
(b) In considering whether it would be reasonable in all the circumstances to redeploy the affected Employee, the Employer will:
(c) The Employee may:
(d) Nothing in sub-clause 14.9 will prevent either party from disputing whether it would be reasonable in all the circumstances to redeploy the Employee.
(e) Where an Employee facing redundancy expresses an interest in a vacant position, the Employee will be interviewed by the Employer for that position.
Alternatives to redundancy. 17.9.1 Before termination of employment due to redundancy occurs, the Employer shall give genuine consideration to alternatives including:
(a) 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
(b) Whether it would be reasonable in all the circumstances to redeploy affected Employee/s.
17.9.2 In considering whether it would be reasonable in all the circumstances to redeploy the affected Employee, the Employer shall:
(a) Identify existing vacancies and consider whether it may be reasonable to redeploy the Employee to a vacant role; and
(b) Advise the Employee in writing, identifying whether there are, in its view, any roles into which the Employee may reasonably be redeployed.
Alternatives to redundancy. 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.
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:
(a) attrition
Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, the Employer will give genuine consideration to alternatives including:
(b) In considering whether it would be reasonable in all the circumstances to redeploy the affected Employee, the Employer will:
(c) The Employee may:
(d) Nothing in sub-clause 14.9 will prevent either party from disputing whether it would be reasonable in all the circumstances to redeploy the Employee.
(e) Where an Employee facing redundancy expresses an interest in a vacant position, the Employee will be interviewed by the Employer for that position.
