Common use of Redeployment Program Clause in Contracts

Redeployment Program. The parties have agreed to remove the 12 month redeployment period with the clear understanding that the following principles will provide a genuine and more intensive program to redeploy affected employees who have chosen to try and seek continued employment with us. The implementation of this program will be subject to continuous review by the parties to ensure its effectiveness. It is acknowledged that if there is clear evidence that the program is not genuinely supported by Management, the Union parties to this Agreement will make application to the NSW Industrial Relations Commission (IRC) to remove it and reinsert the former system which includes the removal of establishment numbers. Our organisation will undergo continuous improvement and change in order to meet our service commitments to the community. As we adapt, roles may become redundant. If your role is made redundant you may choose to pursue redeployment where we will make all genuine and reasonable efforts to assist you in gaining alternative employment. The redeployment program will be structured and based on genuine actions and timeframes. The program is designed to; If you choose redeployment, People and Culture will assign a Case Manager for you. Your Case Manager will develop and present your Redeployment Plan, inclusive of actions and timeframes, to a sub-committee of the City of Newcastle Consultative Committee inclusive of: The sub-committee will present your Redeployment Plan recommendation to the CEO for final approval. We will assist you to gain alternative employment through: If you choose redeployment, you will pursue alternative employment through: When referred for positions, there is an expectation that you will prepare for the interview, familiarise yourself with the role and function and present in a positive and professional manner. If you agree, you may be redeployed to a position at a lower rate of pay, as an alternative to redundancy. You will retain your existing rate of pay but no further increases will be applied until such time as the rate of pay for the new position exceeds the existing rate of pay. If you commenced prior to 17 April 1998, you will retain your existing rate and be entitled to increases flowing from this Agreement without reverting to the rate of pay for the new position. If you are redeployed to a lower position, duties may be allocated commensurate to your retained rate of pay, within your skills and accountability. Where the reallocation is intended to be permanent such duties will be incorporated into the positional requirements and job evaluation for that position. If you are on the redeployment program you must demonstrate your commitment to genuinely seek an alternative position, either internally or externally. Your genuine participation in the redeployment program will be monitored by the Case Manager and the sub-committee to ensure you are meeting your obligations under this Agreement. If you are not genuinely participating in the redeployment program, under the Agreement, you could lose access to the severance component of your final payment on termination. If there are genuine conflicting opinions on whether or not you are participating in the redeployment program then that conflict will be managed through the grievance and disputes procedure as set out in Clause 50 - What is the process for dealing with grievances or disputes? You may exit the Redeployment Program through: If you are in the redeployment program and have skills that could be transferable internally, a targeted Expression of Interest (EOI) for voluntary redundancy may be called from relevant work groups. This process is designed to free up a comparable position for you should you wish to remain with us and identifying an employee who wishes to exit the organisation by reason of voluntary redundancy. During the development of the Redeployment Plan, we will assess opportunities for a targeted EOI and this will be included as an option in the Redeployment Plan if suitable. If you elect to exit via an EOI for voluntary redundancy you will forfeit your right to access the Redeployment Program. This process will be conducted centrally by People and Culture and all transfers will require the approval of the CEO.