Excess Employees. Length of full-time regular or part-time flexible service (service seniority) in the Motor Vehicle Craft in the same installation governs in identifying excess employees within a position designation.
Excess Employees. Definition
57.1 An employee is ‘excess’ when:
(a) They are included in a class of employees in ACSQHC comprising a greater number than is necessary for the efficient and economical working of ACSQHC;
(b) Due to technological or other changes in the work methods of ACSQHC, or structural or other changes in the nature, extent or organisation of the functions of ACSQHC, the services of the employee cannot be effectively used; or
(c) The duties usually performed by the employee are to be performed at a different locality and the employee is not willing to perform those duties at the new locality, and the CEO has determined that the provisions of this clause may apply to that employee.
57.2 The provisions of this Part only apply to ongoing employees other than employees on probation.
57.3 The powers of the CEO with regard to excess employees allow the CEO to:
(a) Reassign duties to an employee within ACSQHC and determine the place at which the duties are performed
(b) Consider options for redeployment of the employee to another APS agency
(c) Reduce the classification level of an employee on the grounds that the employee is excess to the requirements of ACSQHC at the higher classification level
(d) Terminate the employment of an employee on the grounds that the employee is excess to the requirements of ACSQHC.
57.4 When the CEO is aware that an employee is likely to become excess, the CEO will advise the employee at the earliest practicable time.
57.5 The CEO will hold discussions with the potentially excess employee to consider:
(a) Redeployment opportunities for the employee concerned; and
(b) Whether voluntary retrenchment might be appropriate.
57.6 Where an employee is identified as potentially excess, the CEO will hold an initial discussion with the employee and/or the employee’s representative.
57.7 During this initial discussion period of one month, unless the employee agrees to a lesser period, the CEO will not:
(a) Invite the employee to accept an offer of voluntary retrenchment; or
(b) Advise that employee in writing that they are excess.
57.8 The CEO may, prior to the conclusion of these discussions, invite employees who are not potentially excess to express an interest in voluntary retrenchment, where those retrenchments would permit the redeployment of employees who are potentially excess. The CEO will not advise an employee they are excess until the discussions referred to in clause 57.5 have occurred.
Excess Employees. Excess Employees are responsible for actively adapting and developing their skills including:
Excess Employees. For the purpose of applying seniority when relocating excess employees, total cred- ited service and job qualifications will be recognized in accordance with Article XV, Section 15.8 of this Agree- ment.
Excess Employees. 1. Installation Seniority governs in identifying excess employees within an occupational group and level.
Excess Employees a. Are responsible for actively adapting and developing their skills including:
i. Following receipt of written advice of being declared an excess employee, actively consider and indicate their preferred option: to either work to secure another ongoing role/position i.e. redeployment; seek the applicable case manager’s assistance; or seek an invitation for an early separation payment.
ii. Co-operating with Parliament House or an agency to which they may be assigned, participate in re/training opportunities and make every effort to adapt to and undertake the role/s or position/s identified or into which she/he is placed or assigned.
iii. Work with an agency nominated person or external service provider who is allocated to assist with a restructure and/or redeployment, including counselling; skills and capability development; and consideration of opportunities within the public or private sectors.
iv. Must accept as quickly as possible and must not refuse assignment or placement into an alternative or another role/position that is a reasonable match with their skills and capabilities (incl. with training)
b. Continue to be subject to processes and requirements (legislative, policy and administrative) applicable to a Parliament House employee
Excess Employees. 66.1. An employee is excess if:
a) the employee is included in a class of employee(s) which comprises a greater number of employees than is necessary for the efficient and economical working of the ACMA; or
b) the services of the employee cannot be effectively used because of technological or other changes in the work methods of the ACMA or changes in the nature, extent or organisation of the functions of the ACMA; or
c) the duties usually performed by the employee are to be performed at a different locality, the employee is not willing to perform duties at the locality and the Chair has determined that the provisions of this clause apply.
66.2. The provisions of this clause do not apply to employees on probation or non-ongoing employees.
66.3. An excess employee will have access to any APS-wide redeployment mechanisms available at the time.
Excess Employees. 117.1 This clause only applies to ongoing employees who are no longer on probation.
117.2 An employee becomes excess for either of the following reasons:
a) the duties of the employee are transferred to a different capital city or to an office which requires a move of a similar scale, involving a necessary change of residence, and
i) the employee is unwilling to perform duties at the new office; and the Commissioner is unable to provide ongoing work at the first office; and
ii) the Commissioner agrees redundancy is an economically viable alternative to relocation.
b) the Commissioner determines that the employee is a member of a given class that has more members than is necessary for the efficient and economical working of the ATO in a particular location.
Excess Employees. 102.1 This clause only applies to ongoing employees who are no longer on probation. When is an Employee Excess?
Excess Employees. 25.1 The provisions of this clause apply to ongoing employees who are excess to the requirements of the department. They do not apply to:
(a) an employee whose period of probation has not expired; or
(b) a non-ongoing employee.
25.2 For the purposes of this Agreement, an employee is excess to the requirements of the department if:
(a) the employee has a classification level at which there is a greater number of employees than is necessary for the efficient and cost-effective operations of the department; or
(b) the services of the employee cannot be effectively used because of technological or other changes in the work methods of the department or changes in the nature, extent or organisation of the functions of the department.
25.3 When the Clerk is aware that an employee is potentially excess to requirements, the Clerk will advise the employee accordingly, and will hold discussions with the employee and, if requested, his or her nominated representative, to consider what measures could be taken, including:
(a) redeployment opportunities for the employee at or below level; and
(b) whether voluntary retrenchment might be appropriate.
25.4 The Clerk may, prior to the conclusion of these discussions, invite employees who are not potentially excess to express interest in voluntary retrenchment, where the retrenchment of those employees would permit the redeployment of the employees who are potentially excess.
25.5 The Clerk will immediately advise, in writing, those employees who are excess to the department’s requirements:
(a) after the discussions in clause 25.3 have been held; or
(b) where the employee has been given reasonable opportunity and has declined to discuss the matter, one month after the Clerk had advised the employee under clause 25.3.
