Redeployment - Redundancy Sample Clauses

Redeployment - Redundancy. 1 a) In the event a permanent employee’s position is declared redundant and no reasonable offer of employment is made before the expiry of the one month’s notice period under 3.19.1 the permanent employee is entitled to compensation equal to 8% of ordinary pay for the preceding 12 months plus 2% of ordinary pay for the preceding 12 months for each year of service minus one, up to a maximum of the equivalent of 3 month’s pay at that time, providing that an employee bound by this Collective Agreement as at 29 June 2005 will receive a minimum redundancy compensation payment equal to 2 months’ ordinary pay for the preceding 12 months.
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Redeployment - Redundancy. 12.1 Where a police officer or police staff member is displaced in their home force the employing force can access their own vacancies in the collaborative arrangement and fill a vacancy with reference to the joint Panel process. 12.2 Where a police officer or police staff member is no longer able to continue working in the collaborative team, the reason for this will be submitted for consideration to the respective Human Resources Department. The return to their home force will be managed in line with their home force procedures eg redeployment. 12.3 Should a member of police staff involved in collaborative work be made redundant, the home force has the liability for any consequential redundancy payment in accordance with home force policy. 12.4 Officers and staff will receive relocation allowances in line with their home force procedures where applicable
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Redeployment - Redundancy. 17.1 The Redeployment and Redundancy provisions of the Agreement (clause 49) will apply, except for the Early Separation and Retrenchment subclauses which will be replaced as follows:
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Redeployment - Redundancy. 20.1 Where it appears to the Divisional Director of Human Resources or nominee that a Trades and Services Staff member has become, or is likely to become excess to requirements due to changed circumstances, including changes in work methods, re-organisation, financial exigency, introduction of new technology, the Divisional Director or nominee shall notify the Trades and Services Staff member, or where the affected Trades and Services Staff member chooses a Representative, and the JCC (where more than one staff member is affected) at the earliest practicable time and provide the Trades and Services Staff member or, where the staff member chooses, their Representative, with an opportunity to respond and make recommendations to avoid the redundancy and/or mitigate the effects of the redundancy. Where Suitable Alternative Employment exists, the Trades and Services Staff member shall be offered redeployment to this position in which case this clause (subject to application of clauses 20.5 to 20.7 by the University) no longer applies. 20.2 Where a Trades and Services Staff member is advised that they are excess to requirements, during the first four weeks following that advice, the Trades and Services Staff member may seek redeployment in accordance with the process for redeployment in existing University policy or elect to take a Voluntary Early Separation. A Trades and Services Staff member who elects to take Voluntary Early Separation shall be entitled to: • payment in lieu of the remaining balance of the four week redeployment search period; • payment in lieu of the notice period applicable to the Trade and Services Staff member; and • payment of the severance pay to which the Trades and Services Staff member would have been entitled under this clause had his/her employment been terminated on the grounds of redundancy. 20.3 A staff member who has not accepted an offer of a voluntary separation package under clause 20.2 above and who has not been successfully redeployed to Suitable Alternative Employment will be given four (4) weeks notice of termination or pay in lieu, or pay in lieu of the unexpired part of the notice period as the case may be. In the case of a Trades and Services Staff member aged 45 years or more, the notice period will be five (5) weeks. 20.4 During the notice period, the staff member will be entitled to reasonable time off without loss of pay to attend job interviews, subject to provision by the Trades and Services Staff member of docu...
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Redeployment - Redundancy. (a) The parties recognise the need for the Company to continually upgrade plant and machinery and employ the most efficient means and methods of production in order to maximise competitiveness. (b) The parties also recognise that from time to time the consequences of such upgrading will affect the jobs and the terms of employment of employees. (c) Therefore, whenever such changes occur that displace jobs or substantially affect the terms of employment of any employee(s) to their detriment, then every endeavour must be made to redeploy the employee(s) to an alternative position. (d) All matters concerning redeployment and redundancy are set out in SCHEDULE THREE: Redeployment & Redundancy.
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Redeployment - Redundancy. 49.1 In the event that the function of a Business Unit or equivalent (“Team”) is outsourced, this will be regarded as a transmission of business. 49.1.1 Where positions become redundant as a consequence of transmission of business, the North Central CMA will seek to redeploy within the organisation any affected staff, in accordance with the redeployment and redundancy provisions of this agreement. 49.1.2 If no suitable redeployment is available, affected employees will be entitled to full redundancy benefits however employees who transfer to the Transmittee will not have access to redundancy payments from North Central CMA. 49.1.3 Where a decision is made by the North Central CMA, which will result in a change to the way work is carried out or no longer performed, and as a result the employee’s position becomes excess to requirements, consultation with the employee will occur to endeavour to redeploy the employee to another position if a suitable vacancy exists. 49.1.4 If the employee is unsuccessful in being redeployed or appointed to a new position and no suitable vacancy exists, the position shall be declared redundant and the person shall be eligible for the redundancy package at the time, which is subject to Victorian Government policy.
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Redeployment - Redundancy. 37.1 Where the employer decides to discontinue a position or positions for business reasons it shall, as soon as practicable, provide in writing to the employees concerned all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. . 37.2 This policy does not apply to temporary or casual staff employed for less than one year; temporary staff engaged on a special project for less than one year are also not covered. 37.3 When a position is declared to be redundant, Vision Super will make efforts to offer redeployment opportunities to affected staff to other vacant positions where practicable. 37.4 Redeployment opportunities at the same classification and salary level will be sought for affected staff provided that the staff member has the skills and ability to perform the duties of the position.
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