Notification of Redundancy. The determination and notification of Redundant positions will occur following the completion of clause 63.4, Implementation of Significant Workplace Change. The University will provide a Staff Member whose position is to be made Redundant written notice of the date the position will be made Redundant and the reasons why the position is Redundant.
Notification of Redundancy. Employees whose positions will be made redundant will be notified in writing by TIO of the date that their position will become redundant.
Notification of Redundancy. Where the company has made a definite decision that he/she no longer wishes the job the employee has been doing done, by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the company shall hold discussions with the employees directly affected and with their union or unions. For the purposes of the discussion the company shall, as soon as practicable, provide to the employees concerned and their union or unions/ employee representatives, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out.
Notification of Redundancy. 1.47.1 Where the University has determined that an Employee’s position is redundant, the University will advise the Employee in writing that:
1.47.1.1 the position is redundant;
1.47.1.2 eight weeks’ notice of termination has commenced;
1.47.1.3 the University will endeavour to Redeploy the Employee to a Suitable Alternative Position (as defined in clause 1.46.2) during the notice period; and
1.47.1.4 if Redeployment (as defined in clause 1.46.1) is unsuccessful, employment will be terminated due to redundancy.
Notification of Redundancy. Where the Centre decides it no longer wishes the job the Employee has been doing to be done by anyone and that decision may lead to termination of employment, the Director will provide the Employee whose position is to be made redundant written notice of the date the position will be made redundant and the reasons why the position is redundant.
Notification of Redundancy. 54.6.1 Where, following initial discussions and completion of a redundancy selection process if applicable, the ABC has determined that an employee is redundant for a reason or reasons specified in 54.2.1 (other than a substitute employee who is to be made redundant under subclause 54.4.1 or 54.5.7), or an employee whose expression of interest in voluntary redundancy is accepted), the ABC will ensure that the employee receives written notification inviting them to consider and choose from the following options:
a. to accept immediate retrenchment under 54.9.1.a; or b. to explore redeployment and retraining opportunities in accordance with 54.7.
54.6.2 In the event the employee fails to advise the ABC of their choice within seven days of being informed under subclause 54.6.1, the employee will be deemed to have chosen option 54.6.1.a above.
54.6.3 An employee who is absent on approved annual leave, long service leave or leave without pay at the date of notification under 54.6.1 will be entitled to complete that leave and will not be required to make the choice under 54.6.1 until the conclusion of that leave, unless they agree otherwise. If the employee decides to complete their leave, that decision will not of itself delay progression of the reason/s giving rise to the redundancy.
Notification of Redundancy. Where, following the process set out in clause 9.0, a decision has been made by the Vice-Chancellor to declare one or more academic positions redundant, the Director Human Resources will notify the affected employee(s) in writing: that the position occupied by the employee is to be declared redundant; that his/her employment may be terminated; the reason for the decision to declare his/her position redundant; the time line for the redundancy, including the date of commencement of the Transition Period set out in clause 10.2; that he/she may request a review of the decision to declare the position redundant in accordance with subclause 10.3 of this Agreement; and/or that he/she may seek to be redeployed in accordance with subclause 10.4 of this Agreement.
Notification of Redundancy. (a) Where, following the process set out in clause 17.0, a decision has been made by the University to declare one or more academic positions redundant, the Deputy Vice-Chancellor will advise the affected employee(s) in writing the reasons for the redundancy and that:
(i) the position occupied by the employee is to be declared redundant; and
(ii) that his/her employment may be terminated; and
(iii) that the employee will enter into a Transition Period of 8 weeks during which time the employee may advise the University that he/she wishes: • to seek a review in accordance with clause 18.2 below; or • to pursue redeployment to another position within the University in accordance with clause 18.3 below; or • to accept retrenchment. An employee may seek both redeployment pursuant to clause 18.3 and a review pursuant to clause 18.2.
(b) During the Transition Period an employee will have access to:
(i) reasonable outplacement support;
(ii) a reasonable amount of time without loss of pay to attend job interviews or other job search activities; and
(iii) where agreed by the University, a program of retraining. Reasonable travel and other expenses associated with 18.1(b)(i) - (iii) will be paid by the University, as determined by the Deputy Vice-Chancellor.
Notification of Redundancy. The determination and notification of Redundant positions will occur following the completion of Clause clause 6963.4.6, Decision on Major Change Implementation.
