Reconfirmation/Redeployment Clause Samples
The Reconfirmation/Redeployment clause establishes the process by which a party, often an employee or contractor, may be required to confirm their continued availability for a project or be reassigned to a different role or task. In practice, this clause typically applies when project timelines change or when the original assignment is delayed or canceled, allowing the employer to either reconfirm the individual's participation or redeploy them to another suitable position. Its core function is to provide flexibility in resource management, ensuring that personnel are efficiently allocated and minimizing downtime or uncertainty during project adjustments.
Reconfirmation/Redeployment. When a surplus staffing situation exists the employer may, following consultation with the relevant union, either reconfirm the employee in the same or a similar position, or redeploy the employee to a position which is available and for which the employee is suitable. This may include placement in a suitable position in an existing or new agency operated in whole or in part by the University or in a new structure established as part of the restructuring and operated by the University. Where the new agency is not operated in whole or in part by the University, but as part of any change the employee accepts an offer of employment with the new employer, the employee will not be entitled to a redundancy payment as provided under Clause 3.d of this appendix. Where the remuneration for the position is less than previously received while employed by the University the employer undertakes to make a payment equivalent to the equalisation allowance calculated in terms of Clause 2.c.(ii)b.(iv) of this appendix below, or a redundancy payment calculated in terms of the table in Clause 3d below whichever is the lesser.
Reconfirmation/Redeployment. When a surplus staffing situation exists, we may either reconfirm you in the same or a similar position, or redeploy you to a position which is available and for which you are suitable. • Where the employer is proposing a restructuring (as defined by section 69L of the Employment Relations Act 2000) that would, if it occurs, involve the transfer to another employer of the work performed by the employee, the employer will negotiate with the other employer (the transferee) about options that may exist for the employee to transfer employment to the transferee. The negotiations will include discussions on the possible terms of employment the transferee may consider offering to the employee. In the event that an affected employee does not transfer to the transferee, the relevant provisions in this Schedule will apply, provided that, nothing in this Agreement or any other agreement shall require the employer to pay compensation for redundancy to the employee if:
a) The person or agency acquiring the business being sold or transferred has offered the employee employment in the business being sold or transferred at the same location and has agreed to treat service with the employer as if it were continuous with that person or agency and
b) The conditions of employment being offered to the employee by the person or agency acquiring the business are the same as, or are no less favourable than, the employee’s conditions of employment, including the employee’s right to bargain collectively and including any service related and redundancy conditions and any conditions relating to superannuation under the employment being terminated and
c) The offer of employment by the person or agency acquiring the business is an offer to employ the employee in that business whether in the same capacity as that in which the employee was employed, or in a capacity the employee is willing to accept.
Reconfirmation/Redeployment. ▪ When a surplus staffing situation exists the employer may, either reconfirm the employee in the same or a similar position, or redeploy the employee to a position which is available and for which the employee is suitable.
Reconfirmation/Redeployment. When a surplus staffing situation exists the employer may, following consultation with TEU, either reconfirm the employee in the same or a similar position, or redeploy the employee to a position which is available and for which the employee is suitable. This may include placement to a suitable position in an existing agency not operated by the University or in a new structure or agency established as part of the restructuring.
Reconfirmation/Redeployment. When a surplus staffing situation exists, we may either reconfirm you in the same or a similar position, or redeploy you to a position which is available and for which you are suitable. This may include placement to a suitable position in an existing agency not operated by us or in a new structure or agency established as part of the restructuring.