Common use of Redeployment and Redundancy Clause in Contracts

Redeployment and Redundancy. The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: acknowledging that the Employee’s classification level illustrates core competencies for that classification level; providing sufficient weight to the Employee’s knowledge, skills and experience; and recognising the transferability of skills to roles where a direct fit may not exist. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment period.

Redeployment and Redundancy. The parties acknowledge Government remains committed to maintaining the size of the ACTPS and stands by its policy that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) there will be no involuntary redundancies. However, there are still circumstances where positions become redundant as a result of restructures, changes to technology and the Public Sector Management (Redeployment like. In such situations it is important that affected employees have the support necessary to ensure that they can be redeployed, or that there are other solutions where that is not possible, including voluntary redundancy. Several changes have been made to the current provisions to ensure that redeployment is the genuine aim in all circumstances, where redundancies are unavoidable and Redundancy) Regulations 2014 (Regulations) provide where employees want to remain in the legislative framework ACTPS. Key changes include:  Clearer processes that require consultation and that require that an employee has been declared potentially excess before being able to be declared excess.  The ability to transfer an employee to a lower classification without their agreement has been removed.  All potentially excess employees, who haven’t been offered a voluntary redundancy, or who have refused a voluntary redundancy, will be placed on a redeployment register and will be considered in isolation for redeployment positions.  Employees may only be declared excess if they have been offered, but have refused voluntary redundancy.  If an excess employee reaches the end of the retention period, and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistentcannot be transferred to another position at level, the provision of employee can choose to leave the Regulations shall prevailACTPS with a payment, which equals what they would have received as a voluntary redundancy, less the amount paid in salary during the retention period. This means no- one will be worse off by choosing to seek redeployment by entering a retention period rather than accepting a voluntary redundancy up front.  The Employer and prospective Employer will assess exclusion period, during which an employee who has taken a voluntary redundancy is prevented from re-entering the Suitability of a Surplus employee broadly which includesACTPS has been reduced from two years, but is not limited to: acknowledging that the Employee’s classification level illustrates core competencies for that classification level; providing sufficient weight to the Employee’s knowledge, skills and experience; and recognising the transferability of skills to roles where a direct fit may not exist. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent time that is equivalent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment periodpayment they received.

Redeployment and Redundancy. 21.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this General Agreement. If the provisions of this General Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 21.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. . 21.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. 21.2. 21.4 When considering a suitable position in accordance with subclause 21.2 of this General Agreement, the Employer should also consider the reasonableness of the required travelling distance between the home address and/or current school address and the proposed suitable position. 21.5 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 21.6 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. . 21.7 Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 21.8 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to . 21.9 When a Registered employee entering enters the last three months of their Redeployment period, the Employer will notify the Union as soon as possible.

Redeployment and Redundancy. 50.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (WA) (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 50.2 The Employer and prospective Employer will must assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may cannot exist. . 50.3 The Employer and prospective Employer will seek are to place Surplus employees in suitable positions in accordance with clause 2.12.2. 50.2. 50.4 The Employer will must provide Surplus employees with direct access access, via their Case Manager, to priority vacancies through the online Recruitment Advertising Management System. System (RAMS). 50.5 The Employer will must provide Surplus employees with case management in line accordance with the Public Sector Commission’s Redeployment and Redundancy Guidelines redundancy – A guide for agencies and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A redundancy – Case Management management guidelines or any revised arrangement subsequent to the review of the redeployment and redundancy provisionsprovisions referred to in clause 56.5 - Redeployment and Redundancy. The Employer will must ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the . 50.6 The Employer shall provide must notify an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the and provide written reason/s for the intended registration and details of the possible employment, placement and training options available to them. Where the . 50.7 The Employer is able to do so can, when acting consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may can Suspend the Redeployment period for the portion allowable. . 50.8 The Employer will must notify the Union prior to a Registered employee entering the last three months of their Redeployment period.

Redeployment and Redundancy. 2.12.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 2.12.2 The Employer and prospective Employer will assess the Suitability suitability of a Surplus employee broadly which includes, but is not limited to: : a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and c) recognising the transferability of skills to roles where a direct fit may not exist. . 2.12.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause subclause 2.12.2. . 2.12.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 2.12.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 2.12.6 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. . 2.12.7 The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment period.

Redeployment and Redundancy. 58.1 The parties Parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMAWA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement clause and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 58.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; ; (b) providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. . 58.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. positions, pursuant to subclause 58.2. 58.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 58.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon . 58.6 On notification of registration, the Employer shall will provide an Employee employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 58.7 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The . 58.8 When a Registered employee enters the last three (3) months of their Redeployment period, the Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment periodas soon as possible.

Redeployment and Redundancy. The parties acknowledge Government remains committed to maintaining the size of the ACTPS and stands by its policy that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) there will be no involuntary redundancies. However, there are still circumstances where positions become redundant as a result of restructures, changes to technology and the Public Sector Management (Redeployment like. In such situations it is important that affected employees have the support necessary to ensure that they can be redeployed, or that there are other solutions where that is not possible, including voluntary redundancy. Several changes have been made to the current provisions to ensure that redeployment is the genuine aim in all circumstances, where redundancies are unavoidable and Redundancy) Regulations 2014 (Regulations) provide where employees want to remain in the legislative framework ACTPS. Key changes include: Clearer processes that require consultation and that require that an employee has been declared potentially excess before being able to be declared excess. The ability to transfer an employee to a lower classification without their agreement has been removed. All potentially excess employees, who haven’t been offered a voluntary redundancy, or who have refused a voluntary redundancy, will be placed on a redeployment register and will be considered in isolation for redeployment and redundancy for all positions. Employees covered by this Agreementmay only be declared excess if they have been offered, but have refused voluntary redundancy. If an excess employee reaches the provisions end of this Agreement the retention period, and the Regulations are inconsistentcannot be transferred to another position at level, the provision of employee can choose to leave the Regulations shall prevailACTPS with a payment, which equals what they would have received as a voluntary redundancy, less the amount paid in salary during the retention period. This means no-one will be worse off by choosing to seek redeployment by entering a retention period rather than accepting a voluntary redundancy up front. The Employer and prospective Employer will assess exclusion period, during which an employee who has taken a voluntary redundancy is prevented from re-entering the Suitability of a Surplus employee broadly which includesACTPS has been reduced from two years, but is not limited to: acknowledging that the Employee’s classification level illustrates core competencies for that classification level; providing sufficient weight to the Employee’s knowledge, skills and experience; and recognising the transferability of skills to roles where a direct fit may not exist. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent time that is equivalent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment periodpayment they received.

Redeployment and Redundancy. 2.12.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 2.12.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and c) recognising the transferability of skills to roles where a direct fit may not exist. . 2.12.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause subclause 2.12.2. . 2.12.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 2.12.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 2.12.6 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. . 2.12.7 The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment period.

Redeployment and Redundancy. 50.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 50.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. . 50.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. 50.2. 50.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 50.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. . 50.6 Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Public Sector Management (Redeployment and Redundancy) Regulations 2014 with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 50.7 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. . 50.8 The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment period.

Redeployment and Redundancy. 29.1. The parties Parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 29.2. Nothing in this clause shall prevent the Director General from exercising the right to place any permanent Employee requiring placement, including principals, in any Approved education workplace in accordance with section 236(2) of the Act. 29.3. The Employer and prospective Employer Department will seek to place Registrable Employees in suitable positions in accordance with clause 29.4 of this clause. 29.4. Where a vacancy exists the principal or line manager, on behalf of the Employer, will assess the Suitability suitability of a Surplus employee Registrable Employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; , academic qualifications, experience and FTE; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. 29.5. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer Department will provide Surplus employees Registrable Employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 29.6. The Employer Department will provide Surplus employees Registrable Employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions’s 29.7. The Employer Department will ensure that Surplus employees Registrable Employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable suitable employment. 29.8. Upon notification of registration, the Employer The Department shall provide an Employee who is notified of the EmployerDepartment’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration doing so and the possible employment, placement and training options available to them. 29.9. Registered Employees shall be case managed in accordance with clause 29.6. 29.10. Where the Employer Department is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer Department may Suspend suspend the Redeployment period Period of a Registered employee Employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer Department may Suspend suspend the Redeployment period Period for the portion allowable. 29.11. The Employer will notify the Union prior to a Registered employee Employee entering the last three months of their Redeployment periodPeriod.

Redeployment and Redundancy. 21.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) Sector Management Act 1994 and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this General Agreement. If the provisions of this General Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 21.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; ; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. . 21.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. 21.2. 21.4 When considering a suitable position in accordance with subclause 21.2 of this General Agreement, the Employer should also consider the reasonableness of the required travelling distance between the home address and/or current school address and the proposed suitable position. 21.5 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 21.6 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. . 21.7 Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 21.8 Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to . 21.9 When a Registered employee entering enters the last three months of their Redeployment period, the Employer will notify the Union as soon as possible.

Redeployment and Redundancy. 50.1 The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this General Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. . 50.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s 's classification level illustrates core competencies for that classification level; core (b) providing sufficient weight to the Employee’s 's knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. . 50.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. 50.2. 50.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. . 50.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s 's Redeployment and Redundancy Guidelines and the Public Sector Commission’s 's Redeployment and Redundancy Guidelines Appendix A – - Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. . 50.6 Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s 's intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. . 50.7 Where the Employer is able to do so consistent with Commissioner’s 's Instruction No. 12 – - Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s 's Instruction No. 12 – - Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Union prior to . 50.8 When a Registered employee entering enters the last three months of their Redeployment period, the Employer will notify the Union as soon as possible.

Redeployment and Redundancy. ‌ 29.1. The parties Parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 29.2. Nothing in this clause shall prevent the Director General from exercising the right to place any permanent Employee requiring placement, including principals, in any Approved education workplace in accordance with section 236(2) of the Act. 29.3. The Employer and prospective Employer Department will seek to place Registrable Employees in suitable positions in accordance with clause 29.4 of this clause. 29.4. Where a vacancy exists the principal or line manager, on behalf of the Employer, will assess the Suitability suitability of a Surplus employee Registrable Employee broadly which includes, but is not limited to: : (a) acknowledging that the Employee’s classification level illustrates core competencies for that classification level; , academic qualifications, experience and FTE; (b) providing sufficient weight to the Employee’s knowledge, skills and experience; and and (c) recognising the transferability of skills to roles where a direct fit may not exist. 29.5. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer Department will provide Surplus employees Registrable Employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 29.6. The Employer Department will provide Surplus employees Registrable Employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions’s 29.7. The Employer Department will ensure that Surplus employees Registrable Employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable suitable employment. 29.8. Upon notification of registration, the Employer The Department shall provide an Employee who is notified of the EmployerDepartment’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration doing so and the possible employment, placement and training options available to them. 29.9. Registered Employees shall be case managed in accordance with clause 29.6. 29.10. Where the Employer Department is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer Department may Suspend suspend the Redeployment period Period of a Registered employee Employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer Department may Suspend suspend the Redeployment period Period for the portion allowable. 29.11. The Employer will notify the Union prior to a Registered employee Employee entering the last three months of their Redeployment periodPeriod.

Redeployment and Redundancy. 2.14.1. The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. 2.14.2. The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: : a) acknowledging that the Employeeemployee’s classification level illustrates core competencies for that classification level; ; b) providing sufficient weight to the Employeeemployee’s knowledge, skills and experience; and and c) recognising the transferability of skills to roles where a direct fit may not exist. 2.14.3. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with sub-clause 2.12.22.14.2. 2.14.4. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. 2.14.5. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. 2.14.6. Upon notification of registration, the Employer shall provide an Employee employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. 2.14.7. Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. 2.14.8. The Employer will notify the Union prior to a Registered employee entering the last three months of their Redeployment period.