Common use of Alternatives to redundancy Clause in Contracts

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. (a) Before termination of employment due to redundancy occurs, the Employer shall give genuine consideration to alternatives including: whether 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 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 Identify existing vacancies and consider whether it may be reasonable to redeploy the Employee to a vacant role; and advise 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 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 Meet the Employer to discuss whether it would be reasonable to redeploy them him/her to any of the vacant positions. (d) Nothing in sub-clause 14.9 12.8 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. (a) Before termination of employment due to redundancy occurs, the Employer shall EACH must give genuine consideration to alternatives including: : (i) 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 and (ii) 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: EACH will: (i) identify existing vacancies and consider whether it may be reasonable to redeploy the Employee to a vacant role; and and (ii) 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: : (i) require the Employer EACH to disclose all the vacancies regardless of whether the Employer EACH believes it would be reasonable to redeploy the Employee to those role/s; and / or or (ii) meet the Employer EACH to discuss whether it would be reasonable to redeploy them to any of the vacant positions. (d) Nothing in sub-clause 14.9 shall 14.6 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 EACH for that position. (f) Where redeployment opportunities for an Employee facing redundancy are not immediately available, unless otherwise indicated, the Employee will be placed on a redeployment period of eight (8) weeks (which is inclusive of the notice period as outlined), during which redeployment opportunities will be investigated. An Employee affected who does not nominate a preference for redeployment or redundancy will be placed on the eight (8) week redeployment period. (g) An Employee who has expressed a preference to be redeployed will be advised in writing of the date on which the redeployment period commences and the projected date on which this redeployment period expires, subject to the (h) If at any time during the redeployment period the Employee and EACH believe the Employee will not be successfully redeployed they may agree to the Employee being made redundant and the Employee will receive redundancy pay in accordance with sub-clause 14.3. The Employee will be entitled to a lump sum amount equal to the unexpired portion of the redeployment period.

Alternatives to redundancy. (a) Before termination of employment due to redundancy occurs, the Employer shall will give genuine consideration to alternatives including: : (i) 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 and (ii) 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: will: (i) identify existing vacancies and consider whether it may be reasonable to redeploy the Employee to a vacant role; and and (ii) 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: : (i) 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 or (ii) meet the Employer to discuss whether it would be reasonable to redeploy them the Employee to any of the vacant positions. (d) Nothing in sub-clause 14.9 shall 15.9 will prevent either party the Employer or Employee 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 where the Employee has or could reasonably have the skills to perform the vacant position.