Conclusion of the Redeployment Process Sample Clauses

Conclusion of the Redeployment Process. 4.6.1 The redeployment process will end only when the following criteria has been satisfied: a. The employee has accepted employment in an ongoing role; or b. For an employee whose position has been determined to be excess as a result of the Employer’s decision to privatise, outsource, contract out or the closure/part closure of a service(s) and that employee has been offered employment in a suitable ongoing permanent role and has declined such ongoing employment; c. The employer and employee (and union if requested by the employee) have negotiated, been offered and accepted an additional separation payment. Acceptance of this payment confirms that the employee has agreed to waive the requirement to be provided one suitable job offer. d. For employee’s other than those in 4.6.1(b), the process set out in 4.3 is completed; or e. The employee has at any stage elected to take a VSP, in accordance with clause 4.7. 4.6.2 Where the redeployment process ends, the Chief Executive will confirm in writing to the employee the outcome of that process. 4.6.3 Where an employee has been offered employment in a suitable ongoing permanent role and has declined such ongoing employment or the redeployment process set out in clause 4.3 is completed, the following will apply: a. The employee will be provided in writing a minimum of 5 weeks’ notice of the date of separation. b. During the notice period, the Employer agrees to allow a minimum of one day of paid leave each week to job seek. c. During the notice period, the Employee may give notice of their intention to resign their employment with 24 hours’ notice and be paid the balance of the notice period. d. A separation payment the equivalent of that provided in clause 4.7.3 will be paid to the employee at the separation date of their employment.

Conclusion of the Redeployment Process. 4.6.1 The redeployment process will end only when the following criteria has been satisfied: (a) The employee has accepted employment in an ongoing role; or (b) For an employee whose position has been determined to be excess as a result of the Employer’s decision to privatise, outsource, contract out or the closure/part closure of a service(s) and that employee has been offered employment in a suitable ongoing permanent role and has declined such ongoing employment; (c) For an employee who’s positions has been determined to be excess and that employee has been offered employment in a suitable ongoing permanent role, (as per clause 4.2), and has declined such ongoing employment; (d) The employer and employee (and union if requested by the employee) have negotiated, been offered and accepted an additional separation payment. Acceptance of this payment confirms that the employee has agreed to waive the requirement to be provided one suitable job offer. (e) For employees other than those in 4.6.1(b), the process set out in 4.3 is completed; or (f) The employee has at any stage elected to take a VSP, in accordance with step 4.7. 4.6.2 Where the redeployment process ends, the Chief Executive will confirm in writing to the employee the outcome of that process. 4.6.3 Where an employee has been offered employment in a suitable ongoing permanent role and has declined such ongoing employment or the redeployment process set out in clause 4.3 is completed, the following will apply: (a) The employee will be provided in writing a minimum of 5 weeks’ notice of the date of separation. (b) During the notice period, the Employer agrees to allow a minimum of one day of paid leave each week to job seek. (c) During the notice period, the Employee may give notice of their intention to resign their employment with 24 hours’ notice and be paid the balance of the notice period. (d) A separation payment the equivalent of that provided in clause 4.7.3 will be paid to the employee at the separation date of their employment.