MANAGING EXCESS EMPLOYEES. Principle
MANAGING EXCESS EMPLOYEES. Ongoing employees who are declared excess to requirements through organisational change will be managed in accordance with the NSW Public Sector Managing Excess Employees Policy, which includes entitlements to retention and salary maintenance during redeployment periods.
MANAGING EXCESS EMPLOYEES. The following redeployment, retirement and redundancy (RRR) provisions will apply to excess and potentially excess employees of IP Australia. These provisions do not apply to: non-ongoing employees; or ongoing employees who are on probation. An excess staffing situation will exist where: there are a greater number of employees at a particular level than is necessary for the efficient and economical operations of IP Australia; or the services of an employee cannot be used effectively because of technological or other changes in the work methods of IP Australia or structural or other changes in the nature, extent or organisation of the functions of the agency; or the duties usually performed by an employee are to be performed at another locality and the employee is not willing to perform the duties at that locality and the Director General has determined that the excess employee provisions of this agreement apply to the employee. Where such a situation has been identified, the Director General will establish which employees are potentially excess. At the time of the offer of voluntary termination or as soon as possible thereafter but, in any event, no later than one month after the offer, employees(s) will be provided with Career Transition Assistance which will include: advice on the re-assignment and redundancy process; a point of contact for individual queries; assistance with identifying re-assignment opportunities; and training/redeployment assistance. EXCESS EMPLOYEES - CONSULTATION IP Australia will inform an employee if they are likely to become excess and hold discussions with the employee which will include: the reasons they are likely to become excess; redeployment options available, including possible referral to a relevant placement agency; and voluntary and involuntary redundancy options. If requested by the employee, an employee representative will be involved in these discussions. The Director General may call for expressions of interest from employees who wish to be offered voluntary redundancy in lieu of those who do not wish to accept such an offer. VOLUNTARY REDUNDANCY The Director General may make an offer of voluntary redundancy to the employees who are potentially excess to IP Australia's requirements: after the discussions referred to in clause 237 have been held; or if the employee or, where they choose, their representative has declined to discuss the matter, at least 14 calendar days after the advice, in clause 237 that the employe...
MANAGING EXCESS EMPLOYEES. 5.2.1. Ongoing and eligible temporary employees who are declared excess to requirements through organisational change will be managed in accordance with the Government Sector Employment Act 2013 and related Regulation and Rules (as amended), the NSW Public Sector Managing Excess Employees Policy (as amended) and any related Premier’s Circulars which are available at xxx.xxx.xxx.xxx.xx.
MANAGING EXCESS EMPLOYEES. Application
MANAGING EXCESS EMPLOYEES. PRINCIPLES 246. These provisions apply to all ongoing APS employees other than employees on probation.
MANAGING EXCESS EMPLOYEES. 44.1. Excess employees will be managed in accordance with the provisions contained in Appendix A1 of this Agreement.
MANAGING EXCESS EMPLOYEES. Procedures
MANAGING EXCESS EMPLOYEES. 98.1 The following redeployment, retirement and redundancy (RRR) provisions will apply to excess and potentially excess employees of IP Australia. These provisions do not apply to:
