Redeployment and Retrenchment. (a) Where the University declares a position redundant following the process set out above, the employee holding that position will be advised in writing by the Director Human Resources that he/she must elect to seek redeployment within a period of 2 weeks or be retrenched. Where the employee elects to seek redeployment he/she will undertake a redeployment process for a period of 10 weeks from the date of election. Where the University and the employee cannot identify an agreed suitable alternative position within the 10 week redeployment period, the employee will be retrenched.
(b) At any time during the 10 week redeployment period, the employee may elect to terminate the redeployment process and be retrenched.
(c) Redeployment placement will be on the basis of a trial period. If the redeployment trial is unsuccessful, the employee will be retrenched in accordance with subclause 24.5(f).
(d) Where an employee does not elect redeployment in accordance with clause 24.5(a) above, he or she will be given written notice of not less than 10 weeks of the date of retrenchment, or at the election of the employee, 10 weeks payment in lieu of notice, provided that the University may place the employee on paid leave (not being annual leave or long service leave) during the notice period.
(e) An employee who elects to work part or all of the 10 week notice period (including through a redeployment process) will only receive on retrenchment payment for the balance of the 10 weeks not worked.
(f) An employee who is retrenched will be entitled to:
(i) a severance payment based on 3 weeks salary for every completed year of service to a maximum of 52 weeks;
(ii) payment for accrued annual leave in accordance with clause 32.0;
(iii) payment on a pro-rata basis for leave loading; and
(iv) payment for any long service leave in accordance with clause 37.0.
(g) Where the University declares a position redundant but obtains acceptable alternative employment for the employee, it may apply to the AIRC to have the severance payment or retrenchment benefit varied or waived.
Redeployment and Retrenchment. (1) The procedures for handling redeployment and retrenchment for Austrade employees are described at Appendix C:.
Redeployment and Retrenchment. The procedures for handling redeployment and retrenchment for Austrade employees who become excess to Austrade’s operational requirements are described at Appendix C. Employees who are subject to Austrade’s redeployment and retrenchment procedures will be eligible for reimbursement of the cost of professional financial advice, up to the limit specified in the Human Resources Policy “Redeployment and Retrenchment (A-based Employees)”, after being declared excess and up to one month after separation from Austrade.
Redeployment and Retrenchment. 81.1 The following provisions will apply in relation to an excess employee. For the purposes of this clause, an ongoing employee is excess if: • they are in a class of employees, which class comprises a greater number of employees than is necessary for the efficient and economical working of AFSA; • the services or the duties of an employee cannot be effectively used because of technological, or other changes in the work methods of AFSA, or structural or similar changes in the nature, extent or organisation of functions of AFSA; or • where the duties usually performed by the employee are to be performed at a different locality and the employee is not willing to perform the duties at that locality and the Chief Executive has determined that the provisions of this clause apply to the employee.
81.2 The provisions of this clause do not apply to ongoing employees who are on probation or to non-ongoing employees.
81.3 When the Chief Executive is aware that an employee is likely to become excess, the Chief Executive will advise the employee in writing of the situation. The Chief Executive will also notify any representative chosen by the employee.
81.4 Discussions with the potentially excess employee will be held to consider: • appropriate measures that could be taken to resolve the situation including redeployment opportunities for the employee at or below level; and • whether voluntary retrenchment might be appropriate.
81.5 Where the employee chooses a representative, the discussions will also include the employee’s representative.
81.6 The Chief Executive may, prior to the conclusion of these discussions, invite employees who are not potentially excess to express interest in voluntary retrenchment where those retrenchments would permit the redeployment of employees who are potentially excess.
81.7 At the conclusion of the discussions, or in circumstances where an employee or, where they choose, their representative has declined to discuss the matter further, one month after the original advice at subclause 81.3, the Chief Executive will advise the employee in writing that they are excess to the requirements of the Agency.
81.8 The Chief Executive will take all reasonable steps, to transfer an excess employee to a suitable vacancy identified at the same level within AFSA.
Redeployment and Retrenchment. (a) Where NewSouth Global declares a position redundant following the process set out above, the employee holding that position will be advised in writing by the CEO that he or she must elect to seek redeployment within a period of two
Redeployment and Retrenchment. 436 The following will apply to the management of organisational change in DVA:
