Common use of Redeployment and Redundancy Clause in Contracts

Redeployment and Redundancy. The parties recognise that at times it may be necessary for the Board of Directors to make positions within the organisation redundant. Redundancy should firstly be affected by natural attrition, secondly by voluntary redundancy, and lastly by forced redundancy. The following provisions will be applied in circumstances where a position is likely to be made redundant: 1. Priority on redeployment of the employee: The first priority of the organisation in the event of a position no longer being required is to inform the employee concerned and to attempt to redeploy the employee into a suitable alternative position. If a suitable alternative position is available training will be provided to assist the employee to perform the function of the suitable alternative position, to a satisfactory level within a reasonable timeframe. 2. Suitable alternative position: A suitable alternative position is a position which represents a classification, grade, increment, and salary outcome not less than the position being made redundant, and which represents a scope, skills set, and occupation comparable to that of the position being made redundant, notwithstanding that skill enhancement by dedicated training may be appropriate. A suitable alternative position may involve location in another program or at another Marymead work site, and will involve similar working hours unless varied by mutual agreement. 3. The Organisation may, with the agreement of the employee, redeploy an employee to an alternative position where conditions of employment do not meet the required classification, grade, increment, salary outcomes, and working hours do not meet the standards of the position being made redundant, where it makes compensation to ensure that terms and conditions of the position being made redundant are maintained in the alternative position. Where this occurs no further increases to remuneration will apply to the alternative position until the conditions of the alternative position are increased under a new Agreement to exceed the remuneration applying to the employee at the time of redeployment. 4. A probationary period of employment shall not apply to an employee who has been redeployed to a position providing alternative employment. 5. An employee who accepts an alternative employment position will be entitled to redundancy provisions, in the event of the alternative employment position being made redundant. 6. An employee who is offered but does not accept a suitable alternative position, which satisfies the criteria of suitable alternative employment, will not be entitled to a redundancy package in accordance with this Agreement. Where redeployment is not possible the employee will be offered a redundancy in accordance with this Agreement.

Redeployment and Redundancy. Principles The parties recognise that at times it may following process applies to ongoing employees who are not on probation. An employee will be an excess employee if: the employee is included in a class of employees employed in the Authority, which class comprises a greater number of employees than is necessary for the Board efficient and economical working of Directors to make positions within the Authority; the services of the employee cannot be effectively used because of technological or other changes in the work methods of the Authority or changes in the nature, extent or organisation redundant. Redundancy should firstly be affected of the functions of the Authority; or the duties usually performed by natural attrition, secondly by voluntary redundancy, and lastly by forced redundancy. The following provisions will be applied in circumstances where a position is likely the employee are to be made redundant: 1. Priority on redeployment of the employee: The first priority of the organisation in the event of performed at a position no longer being required is to inform different locality, the employee concerned is not willing to perform duties at the new locality and the delegate has determined that the provisions of this Clause apply to attempt to redeploy the employee into a suitable alternative positionthat employee. If a suitable alternative position an employee is available training excess or potentially excess, the delegate will be provided take all reasonable steps, consistent with efficient operational requirements and in recognition, to assist transfer the employee to perform the function of the a suitable alternative position, to a satisfactory vacancy at an equal classification level within a reasonable timeframe. 2the Authority or in another APS agency. Suitable alternative position: A suitable alternative position is a position which represents a classification, grade, incrementIn this context, and salary outcome not less than the position being made redundant, and which represents a scope, skills set, and occupation comparable to that of the position being made redundant, notwithstanding that skill enhancement by dedicated training may be appropriate. A suitable alternative position may involve location in another program or at another Marymead work site, and will involve similar working hours unless varied by mutual agreement. 3. The Organisation may, with the agreement of the employee, redeploy an employee to an alternative position where conditions of employment do not meet the required classification, grade, increment, salary outcomes, and working hours do not meet the standards of the position being made redundant, where it makes compensation to ensure that terms and conditions of the position being made redundant are maintained in the alternative position. Where this occurs no further increases to remuneration will apply to the alternative position until the conditions of the alternative position are increased under a new Agreement to exceed the remuneration applying to the employee at the time of redeployment. 4. A probationary period of employment shall not apply to an employee who has been redeployed to a position providing alternative employment. 5. An employee who accepts an alternative employment position will be entitled to redundancy provisions, in the event of the alternative employment position being made redundant. 6. An employee who is offered but does not accept a suitable alternative position, which satisfies the criteria of suitable alternative employment, will not be entitled to a redundancy package in accordance with this Agreement. Where APSC guidelines on ‘Managing redeployment is not possible in the APS’, the employee will be offered considered for placement within the Authority before any external advertising of vacancies. An excess or potentially excess employee will take all reasonable steps to identify and apply for suitable vacancies at a redundancy classification level equal to their substantive classification level. To assist in this process, the employee who is potentially excess or has been declared excess may, with his or her agreement, be registered with an APS-wide redeployment register administered by the APSC. An excess employee who is an applicant for a vacancy in the Authority at or below the employee’s substantive level will be considered for suitability in isolation from, and not in competition with, other applicants. Discussions will be held with the excess or potentially excess employee and if requested, their nominated representative, to consider: actions that might be taken to reduce the likelihood of the employee becoming excess; redeployment opportunities for the employee; and the availability of job swaps within the Authority or another APS agency, at the discretion of the delegate. Details on the administration of redeployment and redeployment are contained in the Authority’s Separation Policy. Notification of Potentially Excess Status In circumstances where an employee may become excess, the employee and/or his or her representative will be provided with a consultation period of one month. An employee may waive his or her entitlement to the one month consultation period. The delegate will advise an employee if he or she is likely to become excess at the earliest practicable time. The delegate will also consult with registered organisations and notify Centrelink of any proposed dismissals in accordance with this AgreementSubdivisions A and B of Part 3-6 of the Fair Work Act 2009.

Redeployment and Redundancy. The parties recognise that at times it may be necessary for the Board of Directors to make positions within the organisation redundant. Redundancy should firstly be affected by natural attrition, secondly by voluntary redundancy, and lastly by forced redundancy. The following provisions will be applied in circumstances where a position is likely to be made redundant: 1. Priority on redeployment of the employee: The first priority of the organisation in the event of a position no longer being required is to inform the employee concerned and to attempt to redeploy the employee into a suitable alternative position. If a suitable alternative position is available training will be provided to assist the employee to perform the function of the suitable alternative position, to a satisfactory level within a reasonable timeframe. 2. Suitable alternative position: A suitable alternative position is a position which represents a classification, grade, increment, and salary outcome not less than the position being made redundant, and which represents a scope, skills set, and occupation comparable to that of the position being made redundant, notwithstanding that skill enhancement by dedicated training may be appropriate. A suitable alternative position may involve location in another program or at another Marymead Carers ACT work site, and will involve similar working hours unless varied by mutual agreement. 3. The Organisation may, with the agreement of the employee, redeploy an employee to an alternative position where conditions of employment do not meet the required classification, grade, increment, salary outcomes, and working hours do not meet the standards of the position being made redundant, where it makes compensation to ensure that terms and conditions of the position being made redundant are maintained in the alternative position. Where this occurs no further increases to remuneration will apply to the alternative position until the conditions of the alternative position are increased under a new Agreement to exceed the remuneration applying to the employee at the time of redeployment.redeployment.‌ 4. A probationary period of employment shall not apply to an employee who has been redeployed to a position providing alternative employment. 5. An employee who accepts an alternative employment position will be entitled to redundancy provisions, in the event of the alternative employment position being made redundant. 6. An employee who is offered but does not accept a suitable alternative position, which satisfies the criteria of suitable alternative employmentSuitable Alternative Employment, will not be entitled to a redundancy package in accordance with this Agreement. Where redeployment is not possible the employee will be offered a redundancy in accordance with this Agreement.

Redeployment and Redundancy. The parties recognise that at times it may be necessary for the Board of Directors to make positions within the organisation redundant. Redundancy should firstly be affected by natural attrition, secondly by voluntary redundancy, and lastly by forced redundancy. The following provisions will be applied in circumstances where a position is likely to be made redundant: 1. Priority on redeployment of the employee: The first priority of the organisation in the event of a position no longer being required is to inform the employee concerned and to attempt to redeploy the employee into a suitable alternative position. If a suitable alternative position is available training will be provided to assist the employee to perform the function of the suitable alternative position, to a satisfactory level within a reasonable timeframe. 2. Suitable alternative position: A suitable alternative position is a position which represents a classification, grade, increment, and salary outcome not less than the position being made redundant, and which represents a scope, skills set, and occupation comparable to that of the position being made redundant, notwithstanding that skill enhancement by dedicated training may be appropriate. A suitable alternative position may involve location in another program or at another Marymead Carers ACT work site, and will involve similar working hours unless varied by mutual agreement. 3. The Organisation may, with the agreement of the employee, redeploy an employee to an alternative position where conditions of employment do not meet the required classification, grade, increment, salary outcomes, and working hours do not meet the standards of the position being made redundant, where it makes compensation to ensure that terms and conditions of the position being made redundant are maintained in the alternative position. Where this occurs no further increases to remuneration will apply to the alternative position until the conditions of the alternative position are increased under a new Agreement to exceed the remuneration applying to the employee at the time of redeployment. 4. A probationary period of employment shall not apply to an employee who has been redeployed to a position providing alternative employment. 5. An employee who accepts an alternative employment position will be entitled to redundancy provisions, in the event of the alternative employment position being made redundant. 6. An employee who is offered but does not accept a suitable alternative position, which satisfies the criteria of suitable alternative employmentSuitable Alternative Employment, will not be entitled to a redundancy package in accordance with this Agreement. Where redeployment is not possible the employee will be offered a redundancy in accordance with this Agreement.