Employment Protection. A regular employee who is displaced from their job because of technological change will be considered to be laid off according to Article 13 (Xxxxxx and Xxxxxx).
Employment Protection. A regular employee who is displaced from her job by virtue of technological change will be given the opportunity to fill any vacancies existing, in accordance with the Job Posting procedures forming part of this Agreement. An employee may not receive both severance pay and a training period of work at a new position.
Employment Protection. (a) Actual vacancies that arise at the schools involved in a merger or the merged school, from the earlier of the announcement of a staff review or Gazette notices shall be filled with temporary appointments. However, if operational needs require, the employer may determine, in consultation with the union, that any such position may be made permanent. This moratorium applies until the completion of the reconfirmation/reassignment process and notice period, except as provided elsewhere in clause 10.3.
(b) Throughout the staffing merger process the employer shall attempt to meet any reduction required by the use of attrition.
(c) Throughout the staffing merger process no support staff position at the merged school shall be externally advertised until the reconfirmation and reassignment processes described in clauses 10.3.9 and 10.3.10 respectively have been finalised.
Employment Protection. (a) The College may not terminate an employee on maternity, parental or adoption Leave or change a condition of employment, without the employee's and Union's written consent.
(b) As soon as the maternity, parental or adoption leave ends, the employee must be returned to his or her former position.
Employment Protection. 3.1 Actual vacancies that arise at all schools involved in a school reorganisation process following the announcement as described in clause 2 of this appendix shall be filled with temporary appointments. However, if operational needs require, the employer may determine, in consultation with the union, that any such position may be made permanent. This moratorium applies until the completion of the reconfirmation/reassignment process and notice period, except as provided elsewhere in this Appendix.
3.2 Throughout the school reorganisation process the employer shall attempt to meet any reduction required by the use of attrition.
3.3 Throughout the school reorganisation process no position (as defined under this Agreement) at the reorganised school shall be externally advertised until the reconfirmation and reassignment processes described in sub-clauses 10 and 11 below have been finalised.
Employment Protection. Actual vacancies that arise at the schools involved in a merger or the merged school, from the earlier of the announcement of a staff review or Gazette notices shall be filled with temporary appointments. However, if operational needs require, the employer may determine, in consultation with the union, that any such position may be made permanent. This moratorium applies until the completion of the reconfirmation/reassignment process and notice period, except as provided elsewhere in clause 10.3. Throughout the staffing merger process the employer shall attempt to meet any reduction required by the use of attrition. Throughout the staffing merger process no support staff position at the merged school shall be externally advertised until the reconfirmation and reassignment processes described in clauses 10.3.9 and 10.3.10 respectively have been finalised.
Employment Protection.
(a) NEC may not terminate an employee on maternity, parental or adoption leave or change a condition of employment, without the employee's and Union's written consent.
(b) As soon as the maternity, parental or adoption leave ends, the employee must be returned to his or her former position.
Employment Protection. The relationship between the Contractor and the Sub Contractor, as evidenced by this agreement, shall not be regarded as being a relationship which will give rise to any rights or responsibilities WHATSOEVER under employment protection legislation or under the statutory sick pay scheme or any other employment legislation.
Employment Protection. APPENDIX T – WORKFORCE ADJUSTMENT (as per Common Issues)
Employment Protection. Section 69OI and 69OJ of the Employment Relations Xxx 0000 requires the Employer to provide employment protection for Employees affected by a proposal to sell, transfer or contract out all or any part of their business operations to a new Employer. If the proposal effects an Employees position specified in Schedule 1A of the Act, the Employee has the right to transfer to the new Employer on their existing terms and conditions. If the proposal affects an unspecified position, the Employer will endeavour to negotiate continued employment for staff affected by the proposal on the terms and conditions of this agreement with the new Employer. The Employer shall consult with the Employee affected by the proposal, providing sufficient information to allow meaningful consultation. The Employee’s suggestions or alternatives shall be considered before the Employer asks the Employee to choose whether to accept any alternative offer. Where the Employee elects not to transfer to the new Employer on the same or better terms and conditions, the Employee shall not be eligible for redundancy compensation.
