Redeployment. (a) An Affected Employee whose role will be redundant will be considered for redeployment during the redeployment period. (b) Employee to be advised in writing The Affected Employee must be advised in writing of: (i) the date the Affected Employee’s role is to be redundant, (ii) details of the redeployment process, (iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and (iv) the Affected Employee’s rights and obligations. (c) Employer obligations The Employer will: (i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and (ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities. (d) Employee obligations The Employee must actively participate in the redeployment process including: (i) identifying appropriate retraining needs; (ii) developing a resume / CV to assist in securing redeployment; (iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager. (e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7. (f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 4 contracts
Samples: Enterprise Agreement, Enterprise Agreement, Enterprise Agreement
Redeployment. (a) An Affected Employee whose role will be redundant will be considered for redeployment during the redeployment period.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
(g) Support for redeployment For an available role to be considered a comparable role, the Employer must provide the reasonable support necessary for the Affected Employee to perform the role which may include:
(i) theory training relevant to the clinical area or environment of the role into which the Affected Employee is to be redeployed;
(ii) a defined period of up to 12 weeks in which the Affected Employee works in a supernumerary capacity;
(iii) support from educational staff in the clinical environment;
(iv) a review at 12 weeks or earlier to determine what, if any, further training is required.
(h) Where no redeployment available If at any time during the redeployment period it is agreed that it is unlikely that the Affected Employee will be successfully redeployed, the Affected Employee may accept a redundancy package. Where this occurs, the Affected Employee will be entitled to an additional payment of the lesser of 13 weeks or the remaining redeployment period.
Appears in 3 contracts
Samples: Enterprise Agreement, Enterprise Agreement, Enterprise Agreement
Redeployment. i. The primary option for dealing with employees whose positions are surplus to organisational needs shall be redeployment. Other options that should be explored are temporary redeployment, job-share, part-time employment, phased retirement, long service leave, annual leave and leave without pay. Council may offer voluntary redundancy (aat the discretion of the General Manager) An Affected Employee whose role will if other options are not found to be redundant will be considered for redeployment during the redeployment periodappropriate.
(b) Employee ii. Upon determination that an employee’s position is surplus to council’s needs the affected employee should be advised by management officially in writing that their position is being abolished and that they have been identified as surplus. This may also be done by the relevant Manager or Group Manager in the presence of the employee’s union representative. At this stage the employee should be advised in writing The Affected Employee general terms of the options available to them especially in regards to redeployment.
iii. Where possible an employee shall be redeployed into a vacant establishment position. Should this not be appropriate, a non-establishment temporary position may be created that must be advised in writing of:
(i) deleted when the date the Affected Employee’s role redeployment period is completed. Every effort will be made to be redundant,
(ii) details match skills, qualifications and experience of the employee to the redeployment process,
(iii) the reasonable support that position. The employee will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligationstraining necessary to better match their skills to position requirements.
(c) Employer obligations iv. The Employer will:
(i) make every effort employee will continue to redeploy receive the Affected Employee pay and Agreement conditions due to them prior to their move to their redeployed position for a Comparable Role in terms period of classification, grade and income, including appointing a case manager up to provide two years. This period may be extended at the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take discretion of the General Manager under extraordinary circumstances after taking into account such matters as closeness to retirement and length of service for example. • Employees will be encouraged to and should apply for vacant positions for which they believe they suit the personal circumstances selection criteria.
v. Subclause 41.2(iv) of this clause shall not override any agreements regarding maintenance of pay in existence at the time of the Affected Employee, including family commitments and responsibilitiessigning of this Agreement.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee vi. Council may be ineligible for a departure package referred to at subclause 20.7.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be terminate vehicle lease back arrangements in accordance with the Affected Employeeagreement between council and the employee. The employee’s skillsbenefits do not include the rights to a particular office or work location.
vii. Council shall provide, experienceif requested by the employee, clinical area vocational assessment to help the employee in their career decision making. The employee will be given access to training that can reasonably equip them with the skills necessary for a new career direction, provided that any proposed training must be agreed between the employee and professionthe Training Officer and approved by the General Manager.
viii. At the conclusion of the redeployment period, the employee will be appointed to a vacant establishment position which as closely as possible matches the skills and abilities of the employee. An employee already in an establishment position shall have their appointment to that position confirmed. The employee shall receive the rate of pay and conditions applicable to that position from the date of the appointment or confirmation.
Appears in 2 contracts
Samples: Enterprise Agreement, Enterprise Agreement
Redeployment. (a) An Affected Employee Doctor whose role will be redundant will be considered for redeployment during the redeployment period.
(b) Employee Doctor to be advised in writing The Affected Employee Doctor must be advised in writing of:
(i) the date the Affected EmployeeDoctor’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g10.3(g), and
(iv) the Affected EmployeeDoctor’s rights and obligations.
(c) Employer Health Service obligations The Employer Health Service will:
(i) make every effort to redeploy the Affected Employee Doctor to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee Doctor with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation)assistance; and
(ii) take into account the personal circumstances of the Affected EmployeeDoctor, including family commitments and responsibilities.
(d) Employee Doctor obligations The Employee Doctor must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Comparable Role Where an Affected Employee Doctor rejects an offer of redeployment to a comparable role Comparable Role (as defined), the Affected Employee Doctor may be ineligible for a departure package referred to at subclause 20.710.7.
(f) Temporary alternative duties An Affected Employee Doctor awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the EmployeeDoctor’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected EmployeeDoctor’s skills, experience, clinical area and profession.
(g) Support for redeployment For an available role to be considered a Comparable Role, the Health Service must provide the reasonable support necessary for the Affected Doctor to perform the role which may include:
(i) theory training relevant to the clinical area or environment of the role into which the Affected Doctor is to be redeployed;
(ii) a defined period of up to 12 weeks in which the Affected Doctor works in a supernumerary capacity;
(iii) support from educational staff in the clinical environment;
(iv) a review at 12 weeks or earlier to determine what, if any, further training is required.
(h) Where no redeployment available If at any time during the redeployment period it is agreed that it is unlikely that the Affected Doctor will be successfully redeployed, the Affected Doctor may accept a redundancy package. Where this occurs, the Affected Doctor will be entitled to an additional payment of the lesser of 13 weeks or the remaining redeployment period.
Appears in 2 contracts
Samples: Enterprise Agreement, Enterprise Agreement
Redeployment. (a) An Affected Employee whose role will be redundant will be considered for redeployment during the redeployment period.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) Following any reconfirmations, if there are suitable vacant positions available, then the date employer will notify any affected staff of the Affected Employee’s role is to be redundant,existence of the position/s. Following any clarification of issues raised by the employee and the subsequent receipt of a written application from the employee, the employer will consider appointment of an affected staff member based on their suitability for the position.
(ii) details Available positions are those known at the time of consideration of this option to be currently in existence or approved for, or planned for in the redeployment process,future.
(iii) In determining the reasonable support that parameters for redeployment the employer will deal with cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. This exercise may involve individuals undertaking some on the job training or attending training courses. Such training needs will be provided in accordance with subclause 20.3(g), andidentified prior to the individual being redeployed.
(iv) Except for staff employed in the Affected Employee’s rights and obligationsresearch funded category, where an employee accepts redeployment to a new full-time or part-time position at a lower salary in the same location, an equalisation allowance will be paid for a period of 24 months to preserve the salary of the employee at the rate paid in the old position at the time of redeployment. The employee will not be entitled to any other compensation.
(cv) Employer obligations The Employer willsalary can be preserved by the employee agreeing to one of the following ways:
o A lump sum to make up for the loss of basic pay for the 24 months immediately following redeployment. The lump sum will not be abated by any subsequent salary increase; or o An on-going allowance for the 24 months immediately following redeployment equivalent to the difference between the present salary (iincluding superannuation) make every effort and the new salary. The allowance will not be abated by any subsequent salary increase for the new position during the 24 month period; or o When employees who have approval to redeploy the Affected Employee retire within 5 years are appointed to a Comparable Role in terms of classificationposition carrying a lower salary, such employees will retain their present grade and income, including appointing a case manager to provide the Affected Employee salary unabated and their salary will be increased in line with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilitiesany subsequent salary increases. This difference cannot be cashed up.
(dvi) Employee obligations The Employee must actively participate in Where a member who contributes to the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV Government Superannuation Fund is within 5 years of their approved retirement they may elect to assist in securing redeployment;
(iii) actively monitoring continue contributing at the previous higher salary rate and exploring appropriate redeployment opportunities and working with the appointed case managerUniversity will pay the required employer contribution at that higher salary for up to 5 years.
(evii) Rejecting a comparable role Where an Affected Employee rejects Any employee who declines an offer of redeployment to a comparable role (as defined), under the Affected Employee may be ineligible above terms following their written application for a departure package referred position will not be entitled to redundancy compensation at subclause 20.7the expiry of their period of notice.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 2 contracts
Samples: Individual Employment Agreement, Individual Employment Agreement
Redeployment. Bargaining unit employees who are in receipt of a lay-off notice or who selected option (a2) An Affected Employee whose role in clause on lay-off will be redundant given first consideration for redeployment to bargaining unit work prior to posting of internal competitions or prior to an external commitment to hire for those positions previously posted. In the case of an employee who has been laid-off, this provision will remain in effect for a time period equal to the period of continuous service but not to exceed twenty-four (24) months following the effective date of lay-off. Redeployment pursuant to clause or shall be contingent on the knowledge, skill and ability of the employee to meet the essential requirements for, and substantially perform identified work within a period of six (6) months or longer as may be mutually agreed. Among candidates who meet the requirements for redeployment to a position, the most meritorious will be considered for redeployment during the redeployment period.
(b) Employee to be advised in writing selected. The Affected Employee must be advised in writing of:
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment may be at a classification lower than that of the affected employee. Employees redeployed to another position pursuant to this Article shall receive the rate of pay of their former position. When an employee’s classification prior to redeployment is SE or SE and when salary exceeds the SE Control Salary, salary may, at the Manager’s discretion, be held constant (no merit or scale increase) until the SE Control Salary exceeds the employee’s salary. An employee who has been redeployed will receive an interim performance assessment on completion of three (3) months in the new position. An employee who has met the essential requirements for, and substantially performs identified work within the period established under clause shall be confirmed as a comparable role continuing employee in the position at the end of this period. Where an employee who has been redeployed is unable to meet the essential requirements for, and substantially perform identified work within the period established under clause the employee will receive written notice equal to the greater of: the number of unused weeks of lay-off notice period provided under clause or two (as defined)2) weeks. On receiving notice of lay-off, the Affected Employee may provisions of clause apply. The employee will be ineligible for a departure package referred entitled on lay-off to at subclause 20.7.
termination compensation as per clauses and (fLay-off). Where an employee cannot be redeployed as per the provisions of this Article, the employee shall be laid off on the effective date referenced in the notice letter and compensated as per clause (Layoff) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part in one of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.following ways:
Appears in 1 contract
Samples: Collective Agreement
Redeployment. 22.2.1 A staff member who has elected the option in Clause 22.1.2 (aii) An Affected Employee whose role will have preference of appointment to suitable alternative positions where vacancies exist or are expected to exist in a reasonable period of time. Preference will include employment and/or training and development for positions at their classification level and within the ambit of their skills and experience.
22.2.2 The salary of a detached staff member will be maintained during the period of redeployment.
22.2.3 Wherever possible, the University will endeavour to redeploy staff into a position equal to the staff member’s substantive position at the time they were declared detached. Where a staff member accepts redeployment to a lower level position prior to the conclusion of the redeployment period in Clause 22.1.2 (ii), they will receive salary maintenance for a period of 26 weeks from the date of detachment.
22.2.4 The University will allocate suitable temporary work to the detached staff member. Wherever possible, the staff member will continue to work at the same work value/classification level during the period of detachment/redeployment.
22.2.5 If a staff member elects to be redeployed in accordance with Clause 22.1.2 (ii), they may, at a later date elect to be made redundant at any time during the 26 week period mentioned in Clause 22.1.2 (ii) above. Should this occur they will receive a payment in accordance with Clause 22.3.1.
22.2.6 During the redeployment period of 26 weeks, the staff member will be considered for redeployment during provided with training and development where additional skills are required, subject to approval by the redeployment period.
(b) Employee to be advised in writing The Affected Employee must be advised in writing ofDirector, Human Resource Services, and:
(i) the date the Affected Employee’s role is may take reasonable time to be redundant,attend job interviews and undertake job search; and/or
(ii) details of the redeployment process,may have reasonable time to attend and be provided with financial and personal counselling; and/or
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g)assistance, and
(iv) the Affected Employee’s rights and obligationswherever practical, by Human Resource Services.
(c) Employer obligations 22.2.7 Where a staff member has chosen to exercise the right of preference of employment for a particular position in reference to Clause 22.2.1, a Selection Committee will determine the suitability of any applicant for redeployment to the position on the basis of fair and objective criteria. The Employer willCommittee will recommend one of the following options:
(i) make every effort that the position be offered to redeploy the Affected Employee staff member (or the preferred applicant, where more than one detached staff member applies). The Committee may decide the applicant should be given 3 months appropriate training to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide acquire skills for the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needsposition;
(ii) developing redeployment for a resume / CV to assist trial period of 3 months, with training where the applicant lacks relevant and related experience in securing redeployment;a similar work field. The manager will review the redeployment at the end of 3 months and either confirm the appointment (with further training if deemed necessary) or, if either the manager or the staff member considers the trial is unsuccessful, discuss further options for redeployment with the staff member; and/or
(iii) actively monitoring and exploring appropriate that any or all of the applicants are not suitable for redeployment opportunities and working with to the appointed case manageravailable position.
22.2.8 In relation to Clause 22.2.7 (e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as definediii), staff not successful in being redeployed to an available position will have access to the Affected Employee may be ineligible for a departure package referred to at subclause 20.7Inquiry Officer procedure - Clause 71.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 1 contract
Samples: General Staff Enterprise Agreement
Redeployment. Council will determine whether the Employee can be redeployed to a position which constitutes reasonable alternative employment. Where Council can identify reasonable alternate employment options the Employee may be redeployed to that position. Where a redeployment opportunity exists, this will be offered to the Employee subject to: ▪ The Employee having the necessary skills and experience in order to be able to fulfil the duties of the position, or be capable of being re-trained within a reasonable period in order to be able to fulfil the duties of the position; ▪ The offer of redeployment being fair and reasonable taking account of the Employee’s qualifications, skills, and experience. In this eventuality, an Employee will be given fourteen (14) consecutive days to consider the offer. An Employee may use the Dispute Resolution Procedures within this Agreement if they do not consider that an offer of redeployment constitutes “reasonable alternative employment”. If it is agreed, or determined, that the offer did not constitute “reasonable alternative employment”, the employee will have the right to a redundancy package in accordance with clause 12.5 of this Agreement. Redeployment will only occur after proper consultation with the Employee. The Council will not require the Employee to take up redeployment which is not fair and reasonable. An Employee who is redeployed into another position continues their employment with Council and there is therefore no entitlement to any redundancy payments under this Agreement. Where there is no suitable position available into which the Employee can be redeployed, then the Employee will be made redundant in accordance with the provisions of this Agreement. If an Employee refuses redeployment to a position that constitutes reasonable alternative employment the Employee:
(a) An Affected Employee whose role is not entitled to a redundancy payment under clause 12.5 of this Agreement; and
(b) will be redundant regarded as having resigned and there will be no entitlement to any redundancy payments or to outplacement services under this Agreement. Where an Employee disputes the determination of an offer as fair and reasonable redeployment, the matter may be addressed through the Grievance and Dispute Resolution procedures contained in this Agreement. Where an Employee is redeployed to a position of a lower classification than his/her former (redundant) position, the Council will maintain the Employee’s existing base rate of pay for a period of twenty-four (24) months. Where an Employee is redeployed into another position this will be on a trial basis for a period of three (3) months from the date of commencement in the new position. If it is considered for redeployment during within this time that the redeployment periodis not fair and reasonable for either party, the General Manager may determine that the Employee will be made redundant in accordance with this Agreement. Where redeployment options are identified which would require the Employee to accept lesser pay than their existing position (i.e. not reasonable alternate employment) the Employee may accept the position with the following conditions:
(a) A redeployed Employee will be entitled to all rostered days off, annual leave, personal leave and long service leave and other leave entitlements or accumulated time which have accrued.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) Payment for the date loss of a motor vehicle provided that the Affected motor vehicle is considered part of the Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that salary will be provided made in accordance with subclause 20.3(g), and
the following formula: (ivPurchase price x 0.27) + $3,500.00 from which may be deducted any annual payment made by the Affected Employee with respect to the motor vehicle as agreed between the Council and the Employee’s rights . 80% of (Purchase price x 0.27) + $3,500.00 from which may be deducted any payment made by the Employee with respect to the motor vehicle as agreed between the Council and obligationsthe Employee.
(c) Employer obligations The Employer will:
Provided that these payments shall be determined by dividing these amounts by fifty-two (i52) make every effort and adding the payment to redeploy an Employee’s weekly rate of pay for the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.purposes of
(d) If the Employee obligations The Employee must actively participate has had five (5) or more years’ continuous service at the date of retrenchment and is not entitled to payment of Long Service Leave in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working accordance with the appointed case managerLocal Government (Building and Miscellaneous Provisions) Xxx 0000, payment of the pro-rata long service leave will be made.
(e) Rejecting a comparable role Where an Affected The Employee rejects an offer of redeployment is not entitled to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7redundancy payment under clause 12.5 of this Agreement.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 1 contract
Samples: Enterprise Agreement
Redeployment. (a) An Affected Employee whose role Where a staff member elects to seek redeployment, the University will make reasonable attempts to find a suitable alternative position. The redeployment period will be redundant for twenty- five (25) working days with consideration of the Christmas/New Year period where applicable. The redeployee will not be required to compete against external or internal applicants in open competition but will be considered for redeployment during required to meet the redeployment requirements of the position including selection criteria or be capable of meeting them within a three (3) month period.
(b) Employee The University will notify the staff member of possible redeployment opportunities. Alternatively the staff member may notify Human Resources of positions for which they wish to be advised considered.
(c) The provisions of clause 47.11(c) and this clause 47.12 shall not apply in writing The Affected Employee must circumstances where it is clear that no viable opportunities are available or will become available in that time, given the person’s discipline and area of expertise. In these circumstances the staff member will be advised retrenched with immediate effect and paid the redundancy amounts specified in writing ofclause 47.14 or 47.15 plus an additional five (5) weeks salary.
(d) Redeployment will normally be to a position at the same classification level.
(e) Subject to operational requirements, a staff member may request redeployment prior to the timelines set out in clause 47.11(c) at any stage of the process where it becomes apparent that the staff member’s position may become redundant. A request for redeployment under this clause will not be unreasonably refused.
(f) If a suitable alternative position is found, a trial period of three (3) months will be required. At the end of this period the relevant manager will review the trial with the staff member and recommend to the Relevant Senior Executive that the staff member will either be:
(i) Confirmed in the date the Affected Employee’s role is to be redundant,position
(ii) details of Offered a VSP; or, if this option is not accepted by the redeployment processstaff member,
(iii) Retrenched
(g) The Relevant Senior Executive will decide and will take into account the reasonable support that views of the staff member and the relevant manager.
(h) Staff members who are unable to be redeployed will be provided paid a redundancy calculated in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligationsclause 47.14 or 47.15 on termination of their services.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy If the Affected Employee staff member is redeployed to a Comparable Role in terms position at a lower rate of classificationpay than their former position, grade and income, including appointing the staff member will remain on the higher salary for a case manager period of three (3) months. After this time pay will revert to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances salary of the Affected Employee, including family commitments and responsibilitieslevel of the lower position.
(dj) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role lower level position occurs the University will protect the member’s superannuation entitlements by continuing to pay the employer’s superannuation contribution at the member’s previous classification salary rate and will also pay the difference between the member’s former contribution at the old salary level and the member’s contribution at the new salary level (as defined), the Affected Employee may be ineligible after accounting for employer contributions and tax) for a departure package referred to at subclause 20.7maximum period of five (5) years. This arrangement will only apply where superannuation fund rules allow.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 1 contract
Samples: Enterprise Agreement
Redeployment. 8.1 The general rules applicable to redeployment are as follows:
(a) An Affected Employee whose role will be redundant will be considered The respective departments are responsible for redeployment during the redeployment periodimplementation of the transformation and restructuring process in the public service.
(b) Employee to be advised in writing The Affected Employee All employees affected by the transformation and restructuring process must be advised in writing of:be-
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights treated fairly and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade relevant legislation and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation)collective agreements; and
(ii) take into account the personal circumstances informed of the Affected Employee, including family commitments process to be followed in attempting to suitably accommodate them in the public service and responsibilitiesany other sphere of government.
(c) The employee may make representations on his or her own behalf or be assisted by a representative.
(d) Employee obligations The Employee employer must actively participate duly consider the representations made by the employee and/or his or her representative before making a final decision.
(e) An excess employee may only be appointed in the redeployment process includinga post at a level equivalent to his or her post immediately before he or she became in excess.
(f) The employer must apply measures to facilitate and enhance redeployment, which includes:
(i) identifying appropriate retraining needsprovide training for excess employees to meet the requirements of vacant posts;
(ii) developing a resume / CV allow employees to assist in securing redeploymentretire early;
(iii) actively monitoring where appropriate, approve applications for a severance package to excess employees who apply for that package as provided for in clauses 8.2(b), 8.3(b) and exploring appropriate 9.2(a); and
(iv) fill existing vacant and funded posts.
(g) Redeployment costs as per Annexure B of redeployed employees in the public service will be met by-
(i) the relevant department if redeployment opportunities has been within the department; and
(ii) the receiving department in the event of inter-departmental redeployment.
(i) Excess employees must participate in the redeployment and working retraining process.
(j) Subject to due processes, including being offered the opportunity to make representations, employees who unreasonably refuse to be redeployed will be deemed to have resigned.
8.2 Redeployment within a department must be dealt with as follows:
(a) A department must develop a departmental list of excess employees, citing the appointed case managerparticulars of the excess employees, including, amongst others, the following information:
(i) name of the employee and other relevant personal details;
(ii) rank and occupational classification;
(iii) qualification and/or experience;
(iv) short courses and/or capacity building exercises;
(v) other relevant skills and competencies;
(vi) present department, post and responsibilities;
(vii) written preferences with regard to redeployment; and
(viii) training needs.
(b) Where appropriate, a department may, on application by an excess employee, xxxxx x xxxxxxxxx package as per Annexure C, and a once off payment of R5 000.
(c) A department must, after completing the process in clause 7.1, develop a list of all the vacancies which exist in the department and advertise them within the department.
(d) Only excess employees of a department may apply for the advertised vacancies in that department. Applications must be submitted to the department.
(e) Rejecting a comparable role Where an Affected A department must shortlist, interview and appoint candidates. Employee rejects an offer of redeployment to a comparable role (as defined), parties must be given observer status in the Affected Employee may be ineligible for a departure package referred to at subclause 20.7interview process.
(f) Temporary alternative duties An Affected Employee awaiting redeployment A department may be transferred to temporary alternative duties within the same campus, or where part require an employee appointed in terms of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.paragraph
Appears in 1 contract
Samples: Framework Agreement
Redeployment. (a) An Affected Employee whose role As a result of restructuring and/or process or procedure changes, Employees can at any time be redeployed to another suitable position, at the same level or one classification higher, with similar terms and conditions and location within Council, subject to the terms of this Agreement;
(b) Redeployed Employees must participate actively in the deployment process by making themselves available to be considered for vacancies, accepting reasonable deployment and re–training opportunities and being proactive in searching and applying for jobs;
(c) Council will ensure that appropriate and reasonable training and assistance is provided to Employees redeploying to new positions so as to support the transition to the new job and maximise job effectiveness and job satisfaction. During the period of redeployment, Employees will be redundant able to access appropriate support or new Employment Opportunities (e.g. Employee’s Assistance Programme / Job Interviews / Financial or other advice) without loss of pay to a maximum of 2 days (or such further period as may be approved by the Chief Executive Officer or Delegated Officer);
(d) Where an Employee is deployed to a position which is one classification lower than their current classification, this must occur by written agreement. Income maintenance shall occur for that Employee for a period of 6 months from the date of the appointment;
(e) After 6 months, the redeployed Employee will revert to the highest paypoint of the new classification level of the redeployed position. This period can be extended by the Chief Executive Officer or Delegated Officer;
(f) During the 6 months income maintenance period, the redeployed Employee will be considered for redeployment during appointment to any position that arises with a salary/wage level equivalent to that of their former salary/wage level. If the redeployment period.
(b) Employee is deemed to be advised in writing The Affected suitable by Council for the position, the redeployed Employee must may be advised in writing of:
(i) appointed to the date the Affected Employee’s role is to be redundant,
(ii) details of the redeployment process,
(iii) the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needsposition;
(iig) developing Where an Employee accepts redeployment to a resume / CV lower level position, and at the end of 3 months working in the new job, is dissatisfied with the redeployed position, the redeployed Employee can make a request to assist in securing redeploymentthe Chief Executive Officer or Delegated Officer to be reconsidered for employment options such as redeployment to another suitable alternative position, and Council will make available re–training or re– skilling if required;
(iiih) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined)If after all these options outlined in Clause 2.1.8 have been exhausted, the Affected Employee may be ineligible for can request a departure package referred to at subclause 20.7Voluntary Redundancy.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with the Affected Employee’s skills, experience, clinical area and profession.
Appears in 1 contract
Samples: Bundaberg Regional Council Certified Agreement 2011
Redeployment. (a) An Affected Employee ElectraNet will seek to provide ongoing employment to any employee whose role position is found to be in excess to requirements and who chooses to remain in employment with ElectraNet. Redeployment of employees will be redundant will be considered for redeployment during arranged to meet business needs and taking into account the redeployment period.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) the date the Affected Employee’s role is to be redundant,
(ii) details skills and abilities of the employee. There are two categories of redeployment: • When a position becomes excess to ElectraNet’s needs; or • Where an employee is unable to continue in their current position for medical reasons. When it is possible to redeploy an employee, ElectraNet will do so in a consistent manner recognising its obligations to that person. Any redeployment process,
option will give due regard to the personal situation of the employee. Employees have available to them: • Personal assistance and counselling; • Salary and wage maintenance (iii) the reasonable support that will be provided in accordance with subclause 20.3(g)2.10.2) and relocation assistance where applicable. The aim of redeployment is to place the employee in a position (full time/part time) that is acceptable to the employee and ElectraNet. An employee may be seconded or temporarily transferred to another job. However, and
(iv) employees identified for redeployment are not to be used on a casual or permanent relief basis, unless special circumstances apply. Temporary placements should avoid the Affected Employeeneed to change work location where possible. ElectraNet will monitor all temporary placement arrangements to ensure that both the employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances business needs are being met. Employees being redeployed are to: • Fully inform themselves of the Affected Employee, including family commitments various options available; • Actively and responsibilities.
(d) Employee obligations The Employee must actively participate positively seek an approved position compatible with their skills and the business need; • Accept temporary placements during the period when they are awaiting placement in a position; • Undertake training that is approved by ElectraNet and considered necessary to enable them to carry out the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where part of the Employee’s existing employment conditions (or by agreement) at another campus. Such temporary duties will be in accordance with position to which they are redeployed; and • To the Affected Employee’s skillsgreatest extent possible, experience, clinical area discharge the responsibilities and professionobligations of the position to which they have been redeployed as if they had been appointed to that position.
Appears in 1 contract
Samples: Collective Agreement
Redeployment. In the event of future organisational restructures within the Council the agreed focus is on redeployment to retain Employees. The Council will determine whether the Employee can be redeployed to a position which constitutes reasonable alternative employment. Where the Council can identify reasonable alternate employment options the Employee may be redeployed to that position. Where a redeployment opportunity exists, this will be offered to the Employee subject to:
(a) An Affected the Employee whose role having the necessary skills and experience in order to be able to fulfil the duties of the position, or be capable of being re-trained within a reasonable period in order to be able to fulfil the duties of the position;
(b) the offer of redeployment being fair and reasonable taking account of the Employee’s qualifications, skills, and experience. In this eventuality, an Employee will be redundant given 14 consecutive days to consider the offer. An Employee may use the Dispute Resolution Procedures under clause 3 if they do not consider that an offer of redeployment constitutes “reasonable alternative employment”. If it is agreed, or determined, that the offer did not constitute “reasonable alternative employment”, the Employee will have the right to a redundancy package in accordance with clause 13.3 of this Agreement. Redeployment will only occur after proper consultation with the Employee. The Council will not require the Employee to take up redeployment which is not fair and reasonable. An Employee who is redeployed into another position continues their employment with the Council and therefore there is no entitlement to any redundancy payments under this Agreement. Where there is no suitable position available into which the Employee can be redeployed, then the Employee will be considered made redundant in accordance with the provisions of this Agreement. If an Employee refuses redeployment to a position that constitutes reasonable alternative employment the Employee:
(a) is not entitled to a redundancy payment under clause 13.3 of this Agreement; and
(b) will be regarded as having resigned and there will be no entitlement to any redundancy payments or to outplacement services under this Agreement. Where an Employee disputes the determination of an offer as fair and reasonable redeployment, the matter may be addressed through the Dispute Resolution Procedures (Section 3) contained in this Agreement. Where an Employee is redeployed to a position of a lower classification than their former (redundant) position, the Council will maintain the Employee’s existing Base Rate of Pay for a period of 24 months or while the existing Base Rate of Pay continues to be greater than the Base Rate of Pay for the lower classified position. Where redeployment during options are identified which would require the redeployment periodEmployee to accept lesser pay than their existing position (i.e. not reasonable alternate employment) the Employee may accept the position with the following conditions:
(a) a redeployed Employee will be entitled to all rostered days off, annual leave, personal leave and long-service leave and other leave entitlements or accumulated time which have accrued.
(b) Employee to be advised in writing The Affected Employee must be advised in writing of:
(i) the date the Affected Employee’s role is to be redundant,
(ii) details of where the redeployment process,
(iii) would result in loss of a motor vehicle provided that the reasonable support that will be provided in accordance with subclause 20.3(g), and
(iv) the Affected Employee’s rights and obligations.
(c) Employer obligations The Employer will:
(i) make every effort to redeploy the Affected Employee to a Comparable Role in terms of classification, grade and income, including appointing a case manager to provide the Affected Employee with support and assistance (including assistance with compiling a CV / resume and undertaking employment search activities such as interview preparation); and
(ii) take into account the personal circumstances of the Affected Employee, including family commitments and responsibilities.
(d) Employee obligations The Employee must actively participate in the redeployment process including:
(i) identifying appropriate retraining needs;
(ii) developing a resume / CV to assist in securing redeployment;
(iii) actively monitoring and exploring appropriate redeployment opportunities and working with the appointed case manager.
(e) Rejecting a comparable role Where an Affected Employee rejects an offer of redeployment to a comparable role (as defined), the Affected Employee may be ineligible for a departure package referred to at subclause 20.7.
(f) Temporary alternative duties An Affected Employee awaiting redeployment may be transferred to temporary alternative duties within the same campus, or where motor vehicle is considered part of the Employee’s existing employment conditions total remuneration package, and the Employee has full private use of the vehicle (or by agreementfull private use does not include lease-back and travelling to and from work) at another campus. Such temporary duties a payment will be made for a period of 24 months in accordance with the Affected following formula: • (purchase price x 0.27) + $3,500.00 from which may be deducted any annual payment. Provided that these payments shall be determined by dividing these amounts by 26 and adding the payment to an Employee’s skills, experience, clinical area and professionfortnightly rate of pay for the purposes of determining the payment to be made above. The Employee is not entitled to a redundancy payment under clause 13.3 of this Agreement.
Appears in 1 contract
Samples: Enterprise Agreement