Redundancy and Retrenchment. (1) Where an employee‟s position has been identified as surplus to RWWA‟s requirements and no suitable alternative position is available, RWWA will work with the employee to explore options in accordance with RWWA‟s Employee Relocation and Redundancy policy.
(2) Should RWWA determine that an employee‟s role is redundant the following entitlements will apply.
(a) Subject to subclause 4 of this clause Preservation of Severance Payment Entitlement, should the employee‟s employment be terminated due to redundancy, the employee will receive a severance payment on the following basis: At least 1 year but less than 2 years 4 weeks At least 2 years but less than 3 years 6 weeks At least 3 years but less than 4 years 7 weeks At least 4 years but less than 5 years 8 weeks At least 5 years but less than 6 years 10 weeks At least 6 years but less than 7 years 11 weeks At least 7 years but less than 8 years 13 weeks At least 8 years but less than 9 years 14 weeks At least 9 years and over 16 weeks
(b) Salary is ordinary time and exclusive of overtime, penalty rates, shift allowances and bonuses. In addition to the severance payment, employees will receive a 12-week period of notice of the termination, or 12 weeks‟ payment in lieu of notice.
(c) If employees are required to work during the 12 week notice period, employees will be granted one day‟s time off without loss of pay during each week of the notice period worked, for the purpose of seeking other employment. The time off shall be taken at times agreed between the employee‟s General Manager and the employee. RWWA may request, and the employee must provide, appropriate confirmation that the absence is legitimate.
(d) Should an employee gain alternate employment whilst working their 12 week notice period, the employee may terminate their employment. In this case, the employee will receive their severance payment along with payment of other accrued entitlements. Employees will not receive payment for any remaining notice period not worked.
(e) RWWA will provide the employee on request, with a statement of employment.
(f) For retiring and maximum term employees, redundancy pay is capped at the amount the employee would have received had the employment run for its intended term.
Redundancy and Retrenchment. 18.1 This clause applies only to permanent full-time and part-time employees whose positions have been made redundant.
18.2 This clause does not apply to permanent full-time and part-time employees who have been dismissed by the Credit Union, nor to probationary employees, casual employees or temporary employees.
Redundancy and Retrenchment. 29.5.1 Where the Company has made a definite decision to declare positions redundant, the Company will consult with affected permanent team members and the Union about the redundancies and the reasons for them as soon as practicable after making the decision.
29.5.2 As an alternative to redundancy, the Company may relocate, redeploy and/or retrain team members in accordance with the processes in clauses 29.3 and 29.
29.5.3 In addition to the provision of notice (or a payment in lieu of notice) and any other benefits payable on termination, a team member who is retrenched in accordance with this clause will be paid a severance benefit calculated as follows: Less than 1 year Nil 1 year and less than 2 years 4 weeks’ pay 2 years and less than 3 years 6 weeks’ pay 3 years and less than 4 years 7 weeks’ pay 4 years and less than 5 years 8 weeks’ pay 5 years and less than 6 years 10 weeks’ pay 6 years and less than 7 years 11 weeks’ pay 7 years and less than 8 years 13 weeks’ pay 8 years and less than 9 years 14 weeks’ pay 9 years and less than 10 years 16 weeks’ pay 10 years and over 12 weeks’ pay
29.5.4 For the purposes of this clause “Weeks’ pay”, will include the average weekly earnings paid to the team member, excluding overtime, allowances or other penalty payments.
(a) Team members who are retrenched under this clause will also be provided with:
(b) Reasonable time without loss of pay to attend employment counselling or job interviews.
Redundancy and Retrenchment. Redundancy occurs if ANZ determines for financial, organisational, technological, geographic or other operational reasons that it has a reduced need for the Employee's job to be done by the Employee or by any other Employees at ANZ (except where this is due to the ordinary and customary turnover of labour). This includes where (for the reasons above) ANZ determines that:
(i) an individual Employee's job is no longer required or the Employee's duties are amalgamated into other roles;
(ii) it has a reduced need for one or more Employees in the branch or department in which you work; or
(iii) one or more jobs will no longer be required to be performed at a particular location or at all any longer in ANZ. Retrenchment is defined as termination or notice of termination of employment as a result of redundancy or other re-organisation, or through the adoption of changed business practices, and where alternative employment is not available or re-training appropriate in accordance with this Section 5.
Redundancy and Retrenchment. This clause shall only apply in respect of full time and part time team members and is subject to clause 3.
Redundancy and Retrenchment a) Where the Company has made a definite decision to declare positions redundant, as soon as practicable after making the decision the Company will consult with affected employees about the redundancies and the reasons for them.
b) As an alternative to redundancy, the Company may relocate, redeploy and/or retrain employees in accordance with the processes in clauses 21.3 and 21.4 of this clause
c) Where it is necessary to implement redundancies, the following process applies:
i). The Company may call for expressions of interest for voluntary retrenchments amongst employees affected.
ii). The Company will review any expressions of interest received and consider whether it will offer voluntary retrenchment. Whilst this will provide an avenue for employees to volunteer, there is no automatic right to retrenchment.
iii). In reviewing expressions of interest for voluntary retrenchment, the company will consider circumstances where an employee can demonstrate genuine hardship associated with being redeployed or relocated.
iv). Applications shall be assessed against a published set of criteria to ensure appropriate levels of operational skills are retained. In reviewing the applications the Company reserves the right to retain a requisite level of operational skills amongst its employees. The Company reserves the right to reject applications for voluntary retrenchment.
v). The Company may select employees to be retrenched if there are insufficient volunteers for retrenchment.
d) In addition to a payment in lieu of notice and any other benefits payable on termination, an employee who is retrenched in accordance with this clause will be paid a severance benefit calculated as follows:
i). Four
Redundancy and Retrenchment a) Where the employer has made a definite decision that the employer no longer wishes the job an employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with their union.
b) As an alternative to redundancy, the Company may relocate, redeploy and/or retrain employees in accordance with the processes in clause 16.2.
c) The discussion shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph 16.3(a) and shall cover, any reasons for the proposed terminations, measure to avoid or minimise the terminations and measure to mitigate any adverse effects of any termination of the employees concerned.
d) For the purpose of the discussion the employer shall, as soon as practicable, provide in writing to the employees concerned and their union, all relevant information about the proposed termination including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that the employer shall not be required to disclose confidential information the disclosure of which would be inimical to the employer’s interest.
Redundancy and Retrenchment. (1) Where the Employer no longer requires the job done by the Employee to be done by anyone and no suitable alternative position is available, the Employer will work with the Employee to explore employment options.
