Redeployment of Council Employees. 5.1.2.1 It is the primary aim to redeploy employees into a position of equal classification and status as their pre-deployment position.
5.1.2.2 If the redeployed position is deemed to be at a lower level, there will be maintenance of remuneration until such time as the remuneration from the redeployed position becomes equal to the former. At that time the remuneration will progress in line with the new classification.
5.1.2.3 Salary increments and increases applied during the life of this Agreement will be calculated using the redeployed classification level as the reference point.
5.1.2.4 Within a six (6) month period of commencing the redeployed position, the Council must keep open the right of the redeployed employee to consider redundancy arrangements, as outlined below, or for the Council and the employee to negotiate alternative redeployment.
5.1.2.5 The employee will, as a matter or priority, be provided with training to assist with the deployment into the new position.
5.1.2.6 For the period of this Agreement there will be no forced redundancies. Where a position is identified as being redundant, the employee is entitled to a voluntary separation package under the terms detailed below.
Redeployment of Council Employees. 15.2.1 The redeployment positions offered must be within a remuneration level not more than one award level below that received by the employee in their discontinued position.
15.2.2 Maintenance of remuneration prior to the position being discontinued will continue but will be frozen until the remuneration level of the redeployed position is equal to the pre-deployment salary. However such employees shall be entitled to 50% of all enterprise bargaining productivity increases.
15.2.3 Within the four month period of commencing the redeployed position, Council must keep open the right of the redeployed employee to consider redundancy arrangements as outlined in Clause 15.3 below at the employee's pre-redeployment remuneration level.
15.2.4 Redeployment shall be in accordance with Appendix 2 hereof.
Redeployment of Council Employees. 13.3.2.1 The redeployed position offered must carry an annual salary no lower than one classification level below the salary received by the Employee in their discontinued position.
Redeployment of Council Employees. 12.2.1 It is the primary aim to redeploy employees into a position of equal classification and status as their pre‐deployment position.
12.2.2 If after examining all options, it is agreed by all of the parties that redeployment to such a position is not feasible, an employee may be redeployed into a position of lower classification level.
12.2.3 The employee’s pre‐deployment salary shall be maintained until the salary of the new classification level equals the employee’s pre‐redeployment salary. For the first twenty‐ four (24) months of income maintenance the employee shall receive all incremental advances due under the pre‐redeployment position and shall also receive Agreement and other general increases.
12.2.4 The employees will, as a matter of priority, be provided with training to assist them in their new position.
12.2.5 The employee has up to six months from commencement in the redeployed position to confirm acceptance of that position.
Redeployment of Council Employees. 11.5.2.1 The redeployed position offered must be no lower than one classification level below that received by the employee in their discontinued position.
11.5.2.2 Subject to 11.5.2.1 above, the Council is committed to maintaining the employee‟s remuneration prior to the position becoming discontinued. The employee‟s remuneration will be frozen until the remuneration level of the actual redeployed position is equal to the pre-deployed remuneration and will continue for a period of five (5) years from the date of redeployment or until the employee is no longer in the employ of the Council, whichever occurs first.
11.5.2.3 Within the 4 weeks of commencing the redeployed position, the Council must keep open the right of the redeployed employee to access voluntary redundancy arrangements as outlined in Sub-Clause 11.5.3 below at the employee‟s pre-redeployment remuneration level.
11.5.2.4 Notwithstanding Sub-Clauses 11.5.2.1 and 11.5.2.2 above, if further positions become vacant or new positions are created as a result of further organisational change, redeployed employees, if they are suitably experienced and qualified will be entitled to apply for such vacancies.
11.5.2.5 Until permanent redeployment occurs, the employee will undertake temporary duties in the Council as directed by the CEO or in the CEO‟s absence, the relevant Director in conjunction with the Human Resource Manager. Wherever possible, the duties to be undertaken will be commensurate with the experience and abilities of the employee.
Redeployment of Council Employees. 11.2.1 It is the primary aim to redeploy employees of Council into a position of equal classification and status as their pre deployment position.
11.2.2 Where redeployment occurs, employees will be redeployed into a position at their existing Award level and held at that level for one year. At the conclusion of one year, if the redeployment position is deemed to be at a lower level, there will be maintenance of remuneration until such time as the remuneration from the redeployed position becomes equal to the former. At that time the remuneration will progress in line with the new classification.
11.2.3 Within a six month period of commencing the redeployed position Council must keep open the right of the redeployed employee to consider redundancy arrangements as outlined, below at the employee’s pre-redeployment remuneration level, or for the Council and the employee to negotiate alternative redeployment.
11.2.4 The employee will as a matter of priority, be provided with training to assist the redeployment into the new position.
11.2.5 Where a position is identified as being redundant, the employee is entitled to a voluntary separation package; the terms of that redundancy are as detailed as below.
Redeployment of Council Employees. 3.4.2.1 It is the primary aim to redeploy employees into a position of equal classification and status as their pre-redeployment position, however, the redeployment positions offered must be within a remuneration level no more than one award level less than that received by the employee in their discontinued position.
3.4.2.2 The employee's pre-redeployment salary shall be maintained until the salary of the new classification level equals the employee's pre- redeployment salary. For the first twenty-four (24) months of income maintenance the employee shall receive all incremental advances due under the pre-redeployment position and shall also receive Award, Agreement and other general increases.
3.4.2.3 The first twelve months in a redeployed position shall be for a trial period during which time Council will keep open the right of the redeployee to access a voluntary separation package (as outlined in 3.4.3 below).
Redeployment of Council Employees. 21.3.1 It is the primary aim of Council to redeploy employees into a position of equal classification and status as their pre-deployment position. Where this is not possible, the redeployment position must be within a remuneration level no less than one award level below that received by the employee in their discontinued position.
21.3.2 Maintenance of remuneration prior to the position being discontinued will continue but will be frozen until the remuneration level of the redeployed position is equal to the pre-deployment salary.
21.3.3 Within the first six month period of commencing the redeployed position the employee may request the availability of a VSP as outlined in clause 21.4 below at the employee's pre- redeployment remuneration level.
21.3.4 Redeployment shall be in accordance with clause 21.5 hereof.
21.3.5 A redeployee will undertake temporary duties in the Council as directed by the Chief Executive Officer or in his absence the relevant Department Director in accordance with clause 21.3.1 hereof.
