Redundancy arrangements for RCC Employees. The employee shall be treated in all respects as a continuing employee except that the following notice, severance pay and other arrangements shall apply instead of those set out it in relation to those matters in the Redundancy clause. An employee shall be entitled to a six week notice of the intention to terminate employment for redundancy, or by agreement, to payment in lieu. Notice of termination may only be given if it appears on the clear balance of probabilities that there will be no RCC work to which the employee can reasonably be assigned at the end of the notice period. During the Notice Period, the University shall offer to the employee to withdraw the Notice if it becomes apparent that appropriate work has become available, and with the consent of the employee the Notice shall be withdrawn. An employee who has been given notice of redundancy may apply to the Vice-Chancellor and President or nominee within ten working days, for a review of the process leading to the decision to declare the position redundant, on the grounds that the University did not act impartially or properly in making the decision to declare the position redundant or that the decision was discriminatory. The Vice-Chancellor and President or nominee shall make a determination which finalises the matter within the six week notice period and any payment in lieu shall be limited to the balance of that period. In order to prevent the termination for redundancy of an RCC employee, the University and the employee may agree that the employee shall be temporarily deployed to work other than research-only work until further research-only work is available; and may also otherwise agree to a temporary transfer to act as a replacement employee on work other than research-only work. Neither of these types of deployments shall change the employee’s status as an RCC employee. In the event that an RCC employee is retrenched, the quantum of severance payable will be determined by the length of continuous service in accordance with Table 2 Fixed Term Severance Pay where continuous service will include previous periods on fixed-term appointments and breaks between fixed-term appointments of up to two times per year and of up to six weeks will not constitute breaks in continuous service. Periods of approved unpaid leave will not count for service, but will not constitute breaks in service for the purposes of this clause. Procedures in respect to the application of this clause will be detailed in...
