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 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. I1Application Clauses relating to the management of excess employees will not apply to employees on probation or non-ongoing employees. I2Definition of excess employee An employee is an excess employee if: the employee is included in a class of employees employed in the department where there are more employees in the class than is needed for the efficient, effective and economical operation of the department; the employee’s services cannot be effectively used because of technological or other changes in work methods of the department, or changes in the nature, extension or organisation of functions of the department; or the duties usually performed by the employee are required to be performed at a different locality, the employee is not willing to relocate to perform their duties, and the Secretary has determined that clauses I1 to I2 apply to that employee. I3Consultation with affected employees Where the Secretary considers that there is likely to be a need to identify an employee or employees as excess, the Secretary will, as soon as practicable, advise the employee or employees and their representatives, in writing, and offer to hold discussions with the employee(s)s, to consider: actions that might be taken to reduce the likelihood of the employee(s) becoming excess; redeployment opportunities for the employee(s) within the department or another APS agency; or the possibility of retrenchment with the payment of a redundancy benefit. This consultation period will extend for at least a four-week period, but may be reduced with the written agreement of the affected employee(s). The parties acknowledge Secretary may invite other employees who are not excess to express an interest in voluntary retrenchment under clause I4, where that arrangement would allow the redeployment of the excess employee(s). An employee who is advised, in accordance with this clause I3, that they are likely to become excess, may seek a “job swap” with another employee who is interested in voluntary retrenchment, to allow the initial employee to be redeployed. This arrangement is subject to the Secretary deciding that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 other employee is a suitable employee for the purpose of the swap. I4Voluntary retrenchment Where the Secretary decides that an employee is excess to the department’s requirements, the Secretary will: advise the employee in writing of the decision, and may invite the employee to elect for retrenchment with the payment of a redundancy benefit; ensure the employee is provided, as soon as is practicable, with information on the entitlements they would be eligible to receive if retrenched, including superannuation options and taxation treatment of entitlements; and reimburse the employee up to $500 for expenses incurred in seeking financial advice. Where the Secretary invites an excess employee to elect for retrenchment with a redundancy benefit, the employee will have four weeks in which to notify the Secretary of his or her decision (PSMA) the consideration period). Where the employee elects for retrenchment, the Secretary may decide to retrench the employee but will not give notice of termination of employment before the end of the consideration period without the agreement of the employee. The consideration period can be reduced by agreement between the employee and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide Secretary. Where the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistentperiod is reduced, the provision employee will, on termination of employment, be paid the unexpired period of the Regulations shall prevailconsideration period. The Employer and prospective Employer will assess the Suitability Secretary may give notice 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 termination 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 employment in accordance with clause 2.12.2G7 of this Agreement, or may decide to make a payment to the employee in lieu of notice. The Employer will provide Surplus employees with direct access Only one invitation to priority vacancies through the online Recruitment Advertising Management System. The Employer will provide Surplus employees with case management in line elect for retrenchment 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 payment 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 redundancy benefit will notify the Union prior be made to a Registered employee entering the last three months of their Redeployment periodan excess employee.

Redeployment and Redundancy. (Section Q) The parties acknowledge Government remains committed to maintaining the size of the ACTPS and stands by its policy that there will be no involuntary redundancies. The ACTF&R Establishment Clause (S4) further provides that there will be no reduction in staffing numbers during the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) and life of 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 inconsistentHowever, 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 several changes have been made to the Employee’s knowledge, skills and experience; and recognising the transferability of skills current provisions 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 ensure that the redeployment and redundancy provisionsprovisions are consistent with those applying in the broader 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 Employer 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 ensure that Surplus employees are provided with be placed on a redeployment register and will be considered in isolation for positions. • Employees may only be declared excess if they have been offered, but have refused voluntary redundancy. • If an appropriately skilled case manager/sexcess employee reaches the end of the retention period, a skills audit and continual support cannot be transferred to find Suitable employment. Upon notification of registrationanother position at level, the Employer shall provide employee can choose to leave the ACTPS 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 exclusion period, during which an Employee employee who has taken a voluntary redundancy 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 prevented from re-entering the last three months of their Redeployment periodACTPS has been reduced from two years, to the time that is equivalent to the redundancy payment they received.

Redeployment and Redundancy. Principles The parties acknowledge that following process applies to ongoing employees who are not on probation. An employee will be an excess employee if: the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) 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 efficient and economical working of 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 of the functions of the Authority; or the duties usually performed by the employee are to be performed at a different locality, the employee is not willing to perform duties at the new locality 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 delegate has determined that the provisions of this Agreement and the Regulations are inconsistentClause apply to that employee. If an employee is excess or potentially excess, the provision of delegate will take all reasonable steps, consistent with efficient operational requirements and in recognition, to transfer the Regulations shall prevail. The Employer and prospective Employer will assess the Suitability of employee to a Surplus employee broadly which includes, but is not limited to: acknowledging that the Employee’s suitable vacancy at an equal classification level illustrates core competencies for that classification level; providing sufficient weight to within the Employee’s knowledgeAuthority or in another APS agency. In this context, 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 2.12.2APSC guidelines on ‘Managing redeployment in the APS’, the employee will be 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 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 Employer delegate will provide Surplus employees with direct access advise an employee if he or she is likely to priority vacancies through become excess at the online Recruitment Advertising Management Systemearliest practicable time. The Employer delegate will provide Surplus employees also consult with case management registered organisations and notify Centrelink of any proposed dismissals in line accordance with the Public Sector Commission’s Redeployment Subdivisions A 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 B of Part 3-6 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 periodFair Work Act 2009.

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.