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Redundancy and Redeployment Sample Clauses

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 employeea fixed-term contract employee • an employee whose contract of employment is terminated without notice for serious misconduct
Redundancy and RedeploymentVoluntary 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. (a) EATS will notify and consult employees and the Union in advance of any change, for example, in funding, budget allocation, technology, work practices, policy or work structure, that has the potential for significant affects on the employment status, classification, job responsibilities, retraining needs, job opportunities, tenure, hours of work or location of work of any employee. EATS will make all efforts to avert or minimise disadvantage to employees. (b) EATS will not take any preemptive action until consultation with staff and/or the Union has been exhausted. (c) Where EATS, following consultation in accordance with subclause 56(a), determines upon operational change, it will immediately notify in writing the Union and the worker(s) affected. EATS will demonstrate to the union and employee(s) that there is no reasonable alternative to the proposed action and that other options have been canvassed. (d) After consultation as set out above, EATS may declare a particular position or positions redundant. (e) EATS may offer voluntary redeployment to workers who may be affected, including to positions which may attract different rates of pay, weekly hours, or status. EATS may not redeploy a worker who would otherwise be made redundant to a position that attracts lesser pay, conditions or status, without that workersʼ agreement. (f) Before giving notice to a specific worker of termination, EATS will invite expressions of interest from other workers for voluntary redeployment or voluntary redundancy. (g) EATS must seriously consider any such expression of interest and will not unreasonably refuse the offer where the substitution will not materially affect EATSʼs operations, having regard to the retraining opportunities and the skills and experience of the workers involved. (h) A worker who volunteers under this subclause is entitled to the same notice period, applicable severance payments and other conditions under this Agreement as if the worker was the subject of the decision under subclause (d). (i) A worker who accepts a lesser position under this process will be entitled to the notice provided for in subclause (e), and severance payments, equal to the difference between the salary applying to the employeeʼs former position and that applying in the position attracting lesser hours or pay. (i) A worker is entitled to at least 4 weeks written notice of redundancy or voluntary redeployment, or of substantial changes in the workerʼs job responsibilities wh...
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. 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 RedeploymentOur 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. 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. Redundancy occurs when the job of an Employee is no longer required to be done by the Employee or to be done by anyone (except where this is due to the ordinary and customary turnover of labour) or because of insolvency or bankruptcy of MWPA. Where MWPA has made a definite decision that a permanent reduction in labour requirements is necessary for whatever reason, MWPA shall consult with the affected Employees and the Union in accordance with clause 420 of this Agreement. Employees may be invited to express their interest in volunteering to accept a redundancy package and this may be taken into consideration by MWPA, subject to operational and business needs, in selecting Employees for redundancy. As part of the consultation process, a selection criterion may be negotiated and applied to determine selection for redundancy which may include: a. skills required to be retained by MWPA; b. skill levels of the Employee; c. application of skills to the task presently done by the Employee; and/or d. receptiveness and aptitude of the Employee to training or retraining. Redeployment a. MWPA will use every endeavour to redeploy Employees to other positions within the organisation where the skills can be effectively utilised. b. If an Employee is redeployed into a position within the organisation, a trial period of up to three (3) months in the new position may be affected. If the determination is that the Employee is to leave MWPA during or at the conclusion of the trial period, the Employee will be entitled to redundancy pay in accordance with clause 43.7 at the Employee’s salary or wage prior to redeployment. Transfer to lower paid duties a. If an Employee is redeployed into a position where the Employee’s salary or hourly rate prior to redeployment exceeds the salary or hourly rate of the position the Employee is subsequently redeployed into, MWPA will continue to pay the Employee’s salary or hourly rate at the higher amount for a period of six (6) months. b. After six (6) months the Employee’s salary or hourly rate will revert to the appropriate rate for the position the Employee was subsequently redeployed into. Redundancy pay a. An Employee who is made redundant will be entitled to: b. eight (8) weeks’ notice or payment in lieu of notice; and c. an additional one (1) weeks’ notice, or payment in lieu of notice, for Employees who are 45 years and over; and x. xxxxxxxxx pay at the rate of four (4) weeks for the first year and three (3) weeks per year for subsequ...
Redundancy and Redeployment. (a) Definitions: i “Redundancy” - means a situation where a job performed by an employee ceases to exist or becomes surplus to requirements.
Redundancy and Redeployment. (a) The objectives of these provisions are to: i. Provide for a process of redeployment and retraining in the event that an employee’s position is abolished. ii. Provide for redundancy payments for an employee whose employment is terminated as a result of a workplace or position being abolished.