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
Redundancy and Redeployment. 22.1 The following redeployment and redundancy provisions will apply only to permanent employees who have completed probation. Definitions
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.
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. 14.1 15.1The following redundancy and redeployment provisions apply to Employees other than casual and fixed maximum term/specified task Employees.
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. This clause does not apply to casual or maximum term Employees.
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) 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.
Redundancy and Redeployment. (a) The objectives of these provisions are to:
