Common use of MAXIMISING EMPLOYMENT SECURITY Clause in Contracts

MAXIMISING EMPLOYMENT SECURITY. 66.1 The Company is committed to maximising permanent employees‟ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ intent to pursue security of employment for permanent employees through re - skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s jobs. 66.4 There will be no forced redundancies and no forced relocation. 66.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 ‌ 37.1 The Company is committed to maximising permanent employees‟ employees’ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 37.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 37.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ parties’ intent to pursue security of employment for permanent employees through re - re- skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s people’s jobs. 66.4 37.4 There will be no forced redundancies and no forced relocation. 66.5 37.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 37.6 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 37.7 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 81.1 The Company is committed to maximising permanent employees‟ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 81.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 81.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ intent to pursue security of employment for permanent employees through re - re- skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s jobs. 66.4 81.4 There will be no forced redundancies and no forced relocation. 66.5 81.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 81.6 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 81.7 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 72.1 The Company is committed to maximising permanent employees‟ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 72.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 72.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ intent to pursue security of employment for permanent employees through re - skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s jobs. 66.4 72.4 There will be no forced redundancies and no forced relocation. 66.5 72.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 72.6 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 72.7 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 ‌ 12.1 The Company is committed to maximising permanent employees‟ employees’ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 12.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 12.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ parties’ intent to pursue security of employment for permanent employees through re - re- skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s people’s jobs. 66.4 12.4 There will be no forced redundancies and no forced relocation. 66.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 12.5 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 12.6 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 ‌ 40.1 The Company is committed to maximising permanent employees‟ employees’ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 40.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 40.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ parties’ intent to pursue security of employment for permanent employees through re - re- skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s people’s jobs. 66.4 There will be no forced redundancies and no forced relocation. 66.5 40.4 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 40.5 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 40.6 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 34.1 The Company is committed to maximising permanent employees‟ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 34.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 34.3 This may mean changes to employment arrangements. Where W here this occurs it is the parties‟ intent to pursue security of employment for permanent employees through re - skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the the 34.4 flexibility the Company requires may often require changes to people‟s jobs. 66.4 34.5 There will be no forced redundancies and no forced relocation. 66.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 34.6 For the purposes of this clause “long term casual employee” means a casual employee employed on a regular and systematic basis for at least 12 months and who has a reasonable expectation of continuing employment until the nominal expiry date of this agreement; 34.7 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 34.8 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.

MAXIMISING EMPLOYMENT SECURITY. 66.1 30.1 The Company is committed to maximising permanent employees‟ security of employment, but it operates in a rapidly changing, competitive environment where security of employment is increasingly linked to winning and retaining work. 66.2 30.2 This requires a continuous review and re-alignment of how we deliver products and services to our customers. The objective is to maximise the application of available resources including staffing and infrastructure, while considering changing customer needs or organisational priorities. 66.3 30.3 This may mean changes to employment arrangements. Where this occurs it is the parties‟ intent to pursue security of employment for permanent employees through re - skilling and/or retraining and/or redeployment opportunities. The intent is to provide long-term sustainable employment for employees whilst acknowledging that the flexibility the Company requires may often require changes to people‟s jobs. 66.4 30.4 There will be no forced redundancies and no forced relocation. 66.5 30.5 The no forced redundancy provision applies to permanent employees and long term casual employees. This provision does not apply to an employee who has been converted from fixed term to permanent employment with the condition that the employee will be subject to involuntary redundancy. 66.6 30.6 This clause does not apply to any termination of employment for poor performance, incapacity or misconduct. 66.7 30.7 An employee shall not unreasonably reject retraining, transfer and/or redeployment. Transfer shall apply as defined in the relevant Company policies as amended from time to time.