Redeployment. Employees may be redeployed to a new job at the same or lower salary in the same or new location.
26.8.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways:
a) A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or
b) An ongoing allowance for two years equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases).
26.8.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months.
26.8.3 The redeployment may involve employees undertaking some on-the-job training.
Redeployment. (a) An Affected Employee whose role will be redundant will be considered for redeployment during the redeployment period.
(b) Employee to be advised in writing
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 26.3(g), and
(iv) the Affected Employee’s rights and obligations.
Redeployment. Agreed flexible working arrangements, such as a reduction in hours.
Redeployment a) Employees may be redeployed to an alternative position for which they are appropriately trained (or training may be provided). Any transfer provisions will be negotiated on an actual and reasonable basis. Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of redeployment. The salary can be preserved in the following ways:
b) lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or
c) an ongoing allowance for two years equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases).
(i) Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months.
(ii) The redeployment may involve employees undertaking some on-the-job training.
Redeployment a) Xxxxxxx may be redeployed to a comparable position at the same or lower salary within Te Pūkenga.
b) Where a redeployment opportunity exists, kaimahi shall be given due consideration consistent with and appropriate to their skills and experience. The following conditions will apply:
i. Xxxxxxx may be redeployed on their existing salary, or if the role is at a lower salary band than the role that has been disestablished, kaimahi will be paid: • an equalisation allowance paid as a lump sum (of the equivalent of two years of their existing salary (the lump sum allowance will not take in to account any subsequent salary increases) OR • an equalisation allowance paid on a fortnightly basis for a period of two years (this allowance will decrease with any subsequent salary increases).
c) Kaimahi will not be eligible for a redundancy payment if they are offered and decline a position within Te Pūkenga which is directly comparable to their existing position and which does not require a change in residential location.
d) Te Pūkenga will be diligent in the consideration and application of its obligations under both the Employment Relations Act and The Education and Training Act in respect to the advertising of vacancies and its obligation and commitment to redeployment of kaimahi.
e) When redeployment occurs outside of the local area, such that a change in residential address is reasonably required to take up the new position, kaimahi may be entitled to relocation expenses as set out in clause 9.5 of this agreement.
f) Included within its schedule is Redeployment on a trial basis for kaimahi from TPP.
Redeployment. (a) An Affected Employee whose role will be redundant will be considered for redeployment during the redeployment period.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Redeployment. The principal is redeployed as a basic scale teacher for 40 school weeks at any other school requested by the principal with the approval of the Board of that other school. Salary protection at the principal’s previous salary (i.e. school roll and staffing based components only) shall apply for the period of redeployment. The redeployment process is outlined in clause 9.2 provided that upon termination of the supernumerary period, principals who complete their supernumerary employment of 40 school weeks and have yet to secure a permanent position in another state or state-integrated school, will retain an entitlement to removal expenses as per Appendix 2 of the PPCA for a period of 12 months from the cessation of their supernumerary employment. This entitlement will cease on permanent appointment to a position in a state school; or
Redeployment. Each region shall develop and implement a consistent redeployment process, which will include local union leaders, national and regional Workforce Planning and Development, career counselors, recruitment, labor relations and operational leaders. The parties will build or refine redeployment process maps. This task will be supported by long-term and short-term forecasting of strategic and operational changes that may lead to redeployment. These efforts will be both collaborative and transparent.
Redeployment. An employee who has received notice of lay-off in accordance with this article shall be assigned to a position that becomes vacant in his or her ministry during his or her notice period provided that:
Redeployment. (a) If an employee's position is eliminated for any reason such as program changes, reorganization, or completion of job, the Company will endeavour, subject to its other commitments and responsibilities and provided the individual is capable of performing the required work by virtue of training, education, experience, knowledge, skills, and abilities, to place the employee:
(i) In a vacant position of equal responsibility and scope for advancement; or
(ii) If there is no such position available, in a vacant position of lesser responsibility or scope for advancement. The Company will involve affected employees in the redeployment process and will take into consideration employee preferences. SPEA will be provided notice of all redeployments in accordance with Article 7, Notifications. SPEA will be provided advance notice and will be kept informed as to the status of a redeployment process involving significant numbers of employees. For clarity, a “significant redeployment” would involve ten (10) employees as part of the same group redeployment initiative.
(b) The employer may, at its discretion, offer temporary secondment opportunities to employees during a redeployment. These secondment opportunities may exist within Candu or to other parent Company subsidiaries. These secondments will not affect employees’ seniority status in a layoff situation. In other words, seconded employees remain part of the layoff determination process and a secondment will not shield an employee from layoff, unless they are “protected”. Redeployment involving a change of domicile will be governed by Article 11.04
(c) If the employee is not capable of immediately performing the required work the Company will, wherever practicable, provide the necessary familiarization to allow the employee to become capable of performing the work.
(d) Where a potentially redundant employee cannot be redeployed to a vacant position, a lay-off will occur on the basis of seniority in accordance with Articles 22.02 and 22.03.
