Redeployment Principles Clause Samples
Redeployment Principles a) All vacant positions will be assessed by the Director: Human Resources or nominee, against the list of redeployees prior to advertisement.
b) Where possible, the staff member will be placed in a suitable position that is compatible with their substantive salary level and their existing skills, or skills they can develop with no more than the time remaining in the redeployment period.
c) A decision about the suitability of a position for a redeployee is to be made having regard to, and attempting to match as far as practicable, matters including but not restricted to, level of position, hours of work, and skills required.
d) Staff are expected to participate fully in the redeployment process by maintaining a proactive search for positions including short-term appointments, by making themselves available to be considered for redeployment to a vacancy, by attending interviews and by participating in appropriate training.
Redeployment Principles. 1.1 The following principles apply to the redeployment of under-utilised employees:
(a) Under-utilised employees will be assisted sensitively and in a consistent manner having regard to the requirements of merit and equity. Every effort must be made to place the employee into a position suitable to the employee’s existing skills, experience and substantive salary level whilst also meeting the needs of Council.
(b) Under-utilised employee’s who are considered for redeployment will for their part make all reasonable efforts to participate in processes such as assessment and retraining to maximise their redeployment opportunities.
(c) Concurrent with the Council's responsibility to attempt to redeploy and retrain an under-utilised employee, the employee has a responsibility to actively seek alternative employment within the Council and external to the Council.
(d) The redeployment is not to disadvantage the employee unduly, having particular regard for the personal circumstances of the employee, however, ‘disadvantage’ will have regard to the overall employment environment before and after the redeployment. Any new position must be selected in consultation with the employee and redeployment effected as soon as possible.
Redeployment Principles. PARTICIPATING EMPLOYERS FOR REDEPLOYMENT PRINCIPLES .........................
Redeployment Principles. This Memorandum of Agreement confirms that the above-named parties have ratified the Letter of Understanding on Redeployment Principles which is appended to and forms part of this Memorandum of Agreement. Signed this day of , 2014 On behalf of Misericordia Health On behalf of the International Union of Centre Operating Engineers between Misericordia Health Centre Memorandum of Understanding Staff Mobility Within the WRHA System The implementation of this Memorandum will occur on the date the respective local Union ratifies it with its members. Any local that has not ratified, or votes to reject the Memorandum, will not be subject to the terms and conditions contained herein. In the interim period, the parties agree to approach individual situations as they occur in keeping with the principles contained herein in an effort to reach voluntary agreements.
Redeployment Principles. (a) The following redeployment principles as set out in this clause will apply to ongoing Employees identified as surplus to the requirements of the Parliament of Victoria in accordance with section 29 of the Parliamentary Administration Act 2005. In managing surplus Employees, the Department Heads recognise their obligations and commit to placing surplus Employees into vacancies for which they are suitable.
(b) The parties agree to apply the Victorian Public Sector Industrial Relations policies as they relate to redeployment, redundancy and retrenchment. These policies do not form part of this Agreement.
(c) All relevant vacancies within the Parliament of Victoria will be reviewed to maximise the opportunities for valid offers for redeployment to be made with the aim of offering duties as close to the surplus Employee’s current level as is possible.
(d) Parliament of Victoria’s disputes and grievance processes are available and are to be managed expeditiously in relation to issues raised by surplus Employees.
(e) The redeployment of surplus Employees wherever practical and consistent with the application of merit.
(f) Surplus Employees have priority to be placed in vacancies that occur within the Parliament of Victoria, unless the surplus Employee is determined to be unsuitable for appointment to that vacancy by the Employer.
(h) The placement of surplus Employees be managed by the Employer to provide individualised case management and support, including counselling, provision of job search skills, liaison and retraining to assist in achieving placements.
(i) Processes to be consistent with the application of the principles of fair and reasonable treatment and merit selection.
(j) Unplaced surplus Employees to have access to departure packages only after a reasonable period.
(k) Retrenchment and payment of a separation package to be used as an action of last resort where redeployment within a reasonable period does not appear likely.
(l) Where a vacancy exists for which a surplus Employee is suitable and is the only candidate or the best candidate amongst surplus Employees, a valid offer will be made. A valid offer involves an offer of duties to a suitably qualified Employee (which may be at the same or different level or status or the same or different general location as the Employee’s previous employment).
(m) Subject to clause 19(f), surplus Employees will have priority access to vacancies both at the Employee’s classification level and below their cl...
Redeployment Principles. The following principles will apply in cases of redeployment of Employees: • the continuing employment of permanent Employees will not be adversely affected by redeployment; • the classification and salary level of permanent Employees will not be adversely affected by redeployment; and • the recognition of the right of SSAA to determine the allocation of resources within its control and operation.