Redeployment and Retraining. In the first instance the parties will consider whether the teacher can:
(a) Redeployment/supernumerary – be redeployed for 30 school weeks within the school or at any other school requested by the teacher with the approval of the original Board and of the Board of that other school. During this time the teacher shall continue to seek a suitable alternative position; or
(b) Retraining – undertake a suitable course of retraining approved by the Secretary, for 30 school weeks which enhances or upgrades the teacher.
Redeployment and Retraining. (a) From the time employees are formally declared as being “Potentially surplus”, we shall take steps to ensure that, as vacancies arise in non-affected work areas, they are filled by the redeployment of suitable potentially surplus employees from affected areas.
(b) Any such vacancies will be at your classification level (for this purpose, twelve (12) months or more continuous higher duty allowance (refer Clause 4.12.1) will qualify you to be considered at the higher duty allowance level) although you may wish to accept a vacancy at a lower classification.
(c) Where you are able to perform the duties of the vacancy efficiently, either immediately or within a reasonable period, after an appropriate period of training, you should be re-deployed. We will take all reasonable steps, consistent with the interests of the efficient administration of Airservices, to re-deploy you to suitable vacancies of equal classification.
(d) If you are placed at your higher duties allowance level, under the provisions of this Agreement, you may be promoted without appeal.
(e) You will apply for suitable advertised vacancies. We will consider potentially surplus employees in isolation from and not in competition with other applicants for a vacancy to which the employee seeks transfer.
(f) Re-deployment should be on a voluntary basis, wherever possible, and prior to re-deployment the wishes of the employee should be ascertained.
(g) You will not be required to undertake new duties or operate new equipment unless you have been provided with training appropriate to the work to be performed.
(h) Where a vacancy exists or occurs in Airservices, which would permit the retention in employment of an employee where employees are of equal efficiency, we will give preference to a permanent employee over a fixed term employee.
(i) Retraining, usually in the form of on-the-job training, should be arranged if you are likely to be affected by re-structuring.
Redeployment and Retraining. In the event of a position being made redundant, or an employee’s hours are reduced or altered which causes a loss of an employee’s income the following shal apply:
(i) The Employer will actively explore all internal redeployment opportunities for staff surplus to requirements.
(ii) An employee seeking redeployment may be retrained for an available position on condition that the staff member can demonstrate that he or she possesses the necessary ca that position. acity for
(iii) Where retraining is required, the Employer will provide and pay for any training which the Employer deems necessary for the staff member to perform the duties of the position to which the employee is being redeployed. The employee will be entitled to undertake this training during work time.
(iv) All reasonable attempts will be made to ensure that the employee’s area of choice, hours of work, previous employment classification and previous roster patterns are met.
Redeployment and Retraining. In the event of a position being made redundant, the following shall apply:
(i) The employer will actively explore all internal redeployment opportunities for staff surplus to requirements.
(ii) A staff member seeking redeployment may be retrained for an available position on condition that the staff member can demonstrate that he or she possesses the necessary capacity for that position.
(iii) Where retraining is required, the employer will provide and pay for any training which the employer deems necessary for the staff member to perform the duties of the position to which the staff member is being redeployed. The employee will be entitled to undertake this training during work time.
(iv) All reasonable attempts will be made to ensure that a staff member’s area of choice, hours of work, previous employment classification and previous roster patterns are met.
Redeployment and Retraining. The Company may redeploy employees either to other suitable positions at the employee’s current location or to another Company location provided that the following requirements are met:
a) The Company is satisfied that:
i. the position to which the employee is to be redeployed is within the employee's skills, competency and/or knowledge; and
ii. the terms and conditions of employment of the employee must be overall no less favourable than those just prior to the relocation;
b) Where the employee’s skill, competency and/or knowledge does not match the position requirements then the Company will offer appropriate training to ensure the employee is able to perform the duties of the position.
c) If the employee is redeployed to another site, it must be either a reasonable distance or reasonable travelling time from either their current location or their place of residence; and
d) The employee’s continuity of employment will be maintained.
Redeployment and Retraining. In the first instance the parties will consider whether the teacher can:
Redeployment and Retraining. In the event of a position being made redundant, the following will apply:
(i) The employer will actively explore all internal redeployment opportunities for staff surplus to requirements.
Redeployment and Retraining. Should an individual who is to be made redundant wish to be redeployed, then the Council will do everything possible to accommodate that request.
Redeployment and Retraining a) Where there are surplus employees in an area, the company reserves the right, as an alternative to redundancy, to redeploy employees to suitable alternative employment in another area with a requirement for employees
b) An employee will only be redeployed to another area if the employee possesses appropriate skills, competence, training and knowledge. Employees will not unreasonably refuse training to enable them to carry out the duties of such suitable alternative employment.
c) The company will identify suitable alternative employment. Any dispute between the parties over whether a position is suitable alternative employment shall be dealt with in accordance with the dispute resolution procedure in this agreement. An employee redeployed to suitable alternative employment is not entitled to severance pay.
d) The employee’s continuity of employment will be maintained.
Redeployment and Retraining. (i) In the event of a position being made redundant, the following shall apply:
(1) The Employer will actively explore all internal redeployment opportunities for Employees surplus to requirements.
(2) An Employee seeking redeployment may be retrained for an available position on condition that the Employee can demonstrate that he or she possesses the necessary capacity for that position.
(3) Where retraining is required, the Employer will provide and pay for any training which the Employer deems necessary for the Employee to perform the duties of the position to which the Employee is being redeployed. The Employee will be entitled to undertake this training during work time.
(4) All reasonable attempts will be made to ensure that an Employee’s area of choice, hours of work, previous employment classification and previous roster patterns are met.
