Redundancy and Redeployment. A position may become redundant if there are insufficient funds available to continue the position, in the case of cessation or reduction of grant funding, or if the position is no longer required. If possible, redeployment will be offered rather than redundancy. Redeployment may include an offer of suitable alternative employment at lower paid salary classification. An employee offered redeployment will be allowed at least two weeks to decide whether or not to accept the offer . Where an employee is made redundant from their existing position and suitable alternative employment is offered and accepted, then severance pay provisions under 3.5 will not be payable. Where an employee rejects an offer of alternative employment, the employee will be entitled to the standard period of notice plus the following redundancy pay: YEARS OF CONTINUOUS SERVICE REDUNDANCY PAY At least one year and less than two years 4 weeks At least two years but less than three years 6 weeks At least three years but less than four years 7 weeks At least four years but less than five years 8 weeks At least five years but less than six years 10 weeks At least six years but less than seven years 11 weeks At least seven years but less than eight years 13 weeks At least eight years but less than nine years 14 weeks At least nine years but less than 10 years 16 weeks At least 10 years 12 weeks Redundancy pay is calculated at the employee’s base rate of pay for the ordinary hours worked. During the notice period, an employee whose employment contract has been terminated may take up 7.5 hours without loss of pay to seek other employment. The time off shall be taken at times that are convenient to the employee after consultation with Anglicare WA. An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. Under these circumstances the employee will still be entitled to receive the redundancy payments and benefits they would have received under this clause, but they will not be entitled to payment in lieu of notice. This clause does not apply to: • an employee with less than twelve months continuous service • a casual employee • a fixed-term contract employee • an employee whose contract of employment is terminated without notice for serious misconduct
Redundancy and Redeployment. Voluntary separation package – redundancy Where an employee is offered a voluntary separation package (VSP), the terms of the redundancy will be: .1 ten (10) weeks notice, or payment in lieu of such period of notice
.2 a redundancy payment at the rate of three (3) weeks wage or wage per year of completed continual service with the organisation, with a maximum payment of 104 weeks salary or wage. The maximum payment will include the above ten (10) weeks payment in lieu of notice
Redundancy and Redeployment. 22.1 The following redeployment and redundancy provisions will apply only to permanent employees who have completed probation.
Redundancy and Redeployment. Our industry is rapidly changing and sometimes this can impact how we are structured and what roles are required. This clause outlines the process we have in place if your role is identified as redundant, and the support and entitlements that are available to you. Subject to applicable law, this clause does not apply to casual or maximum term Employees.
28.1 In what circumstances might my role become redundant?
28.2 What options are available?
Redundancy and Redeployment. 11B.1 The parties note that the Public Sector Management Act 1994 (WA) and the Public Sector Management (Redeployment and Redundancy) Regulations 1994 (WA) (the Regulations) provide the legislative framework for redundancy and redeployment for all employees covered by this Agreement.
Redundancy and Redeployment. (a) Where the University reaches a preliminary decision that employee(s) positions are redundant, the University shall advise the affected employee(s) of its views and the potential consequences for the employees. The appropriate union(s) shall be notified before notification is given to the affected employee(s). The purpose of this notification will be to allow for consultation.
(b) The employee(s) shall be invited to make representations to the University on its preliminary decision, which shall be given consideration by the University before it reaches a final decision in respect to whether a redundancy situation does exist.
Redundancy and Redeployment. This clause does not cover casual staff, staff on probation or staff appointed on a fixed- term contract. Cases of unsatisfactory performance are not redundancies and are therefore not covered by this clause. In implementing redundancy and redeployment procedures due regard will be paid to a staff member's rights to privacy and confidentiality. Reduction in the number of staff If the University is considering a reduction in the number of staff it will consult with affected staff before making a decision. This consultation will be in accordance with Clause 67 Managing Change. The University is committed to minimising forced redundancies. Forced redundancies will be implemented only as a last resort. If the University decides to reduce the number of staff it will consider the following options in the first instance: reducing numbers by natural attrition; offering part-time employment; transferring or seconding staff, or arranging suitable alternative employment; offering voluntary early retirement schemes; inviting expressions of interest in voluntary retrenchment from its staff but reserving the right to reject expressions of interest. Declaration of redundancy If forced redundancies are necessary, the University will determine which positions are to be declared redundant and will: offer voluntary retrenchment first, and then consider redeployment, and as a last resort implement involuntary retrenchment. Before the University declares a position redundant it must consider equal employment opportunity and potential discrimination issues. It must take particular care that redundancies do not affect a particular group, causing indirect discrimination. The University may declare that a position is redundant because: changes in the nature or organisation of functions of a department (including work methods) require the work to be rearranged; budget constraints require the number of positions to be reduced; work usually performed by a staff member is no longer performed by his or her department or at that location; restructuring and/or organisational change is occurring; changes in technology are occurring. When a position is declared redundant the head of department will identify those duties which will no longer be performed and those which will be allocated to other staff. The duties allocated to other staff must be within their classification and must not result in staff being allocated an excessive workload. If a staff member believes the new duties allocate...
Redundancy and Redeployment. (a) When Screen Australia is aware that an ongoing employee is likely to become excess, Screen Australia will at the earliest possible time advise the employee of the situation, and notify them of their right to choose a representative, which may include the relevant union.
(b) An employee is excess if:
(i) they are included in a class of employees where there are a greater number of operations;
(ii) their job effectively no longer exists because of technological or other changes in
(iii) the duties they usually perform are to be performed at a different location, the employee is not willing to relocate, and the CEO has determined that these provisions will apply to that employee.
(c) Screen Australia will hold discussions with an employee whose job is likely to become redundant, and, where they choose, their representative to consider:
(i) measures that could be taken to resolve the situation, including redeployment opportunities for the employee at or below their job level;
(ii) referral to the Employee Assistance Program;
(iii) referral to an agreed employment services provider; or
(iv) whether voluntary redundancy might be appropriate.
(d) Discussions will take place over a reasonable time but should not exceed one month.
(e) The CEO may, prior to the conclusion of these discussions, invite employees who are not excess employees to express interest in voluntary redundancy, where the retrenchment of those employees would permit the redeployment of employees who are in a redundancy situation and who would otherwise remain excess.
(f) The CEO must not involuntarily retire any employees if there remain employees engaged in that work at that job level in that location who have elected to be retired, been refused, and still wish to accept voluntary redundancy.
(g) The CEO will
(i) a) after the discussions have been held; or
(ii) b) where the employee, or, where they choose, their representative, has declined to discuss the matter one month after the CEO has advised the employee or their representative.
(h) The CEO will then advise those employees in writing that they are excess.
(i) The CEO will establish, through discussions outlined in clauses 86.2(c)-(e) which employees want to be offered voluntary redundancy immediately and which employees seek redeployment.
Redundancy and Redeployment. You may be employed full time or part time for a specified task
Redundancy and Redeployment.
5.1 In the event that your position becomes redundant, NRSS will make every reasonable effort to redeploy you to a comparable position and/or to arrange for comparable alternative employment.
5.2 If NRSS is unable to redeploy you to a comparable position or to arrange for comparable alternative employment, you will be entitled to notice of termination (or payment in lieu) in accordance with clauses 4.1 and 4.2 and to a severance payment as follows: Less than 1 year Nil 1 year and less than 2 years 4 weeks 2 years and less than 3 years 6 weeks 3 years and less than 4 years 7 weeks 4 years and less than 5 years 5 years and less than 6 years 6 years and less than 7 years 7 years and less than 8 years 8 years and less than 9 years 9 years and less than 10 years 10 years and over 8 weeks 10 weeks 11 weeks 13 weeks 14 weeks 16 weeks 12 weeks
5.3 A week’s pay means the wage rate specified in clause 15.1 for 38 ordinary hours if you are a full time employee and pro rated if you are a part time employee. If you are a part time employee, your pro rated entitlement will be calculated by reference to the averaged ordinary hours you worked per week during the 12 weeks immediately before your termination.
5.4 You will not be entitled to severance pay if you refuse to be redeployed to a comparable position or to take up comparable alternative employment. A comparable position is employment of a similar nature in the same geographical region with NRSS. Comparable alternative employment is employment of a similar nature in the same geographical region with another employer provided that the other employer undertakes to recognise your service with NRSS as service with it.
