Redeployment Process. An employee who is displaced or whose position is eliminated pursuant to 18.02 (a) will be placed in an alternative position if the employee is able to perform the work. The affected employee may elect either:
Redeployment Process. 48.8.6.1 Where an employee chooses redeployment HR will:
Redeployment Process. Employees whose positions are eliminated or who have been displaced by a more senior employee will be placed in an alternative position if the employee has the skill, ability and qualifications to perform the work. Alternative positions will be identified for employees by following the following process for each employee in order of bargaining unit wide seniority:
Redeployment Process. 19.3.1 Suitable redeployment opportunities will be offered in the first instance, where positions are identified as surplus.
Redeployment Process. 49 1. Redeployment principles ...............................................................................................................49 2.
Redeployment Process. An employee who is displaced or whose position is eliminated in accordance with will be in an alternate position the employee is able to perform the work. the event that there is a vacant position in the classification the employee shall, subject to and be placed in the vacant position. Should more than one (Iv)acant position be available the employee may select the vacant position into which they are to be placed. In the event that is than one (Ie)mployee who selects the same vacancy, then first choice will go to the individual with the most seniority.
Redeployment Process. If after early exits, there is still a need for reduction in force, the following will apply:
Redeployment Process. Is a process for the duration of the redeployment period of placing employees in alternative positions in RCC’s organisational structure.
Redeployment Process. Where a staff member chooses redeployment, the following process will occur:
Redeployment Process. The following redeployment provisions 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. Surplus staff are to commit to participate in the redeployment process in good faith.
