Common use of Redundancy Conditions and Payments Clause in Contracts

Redundancy Conditions and Payments. (a) It is acknowledged that redundancy is a termination of services because the position the staff member occupied is no longer available. (b) In considering which employee is to be made redundant the school will: (i) assess its needs; (ii) look at the job being performed and not the individual; (iii) look at any flexibility offered by the employees being considered; (iv) check with staff as to future plans (for example, long service leave, early retirement options or leave without pay) which may impact on the need for a redundancy; (v) give notice of not less than ten weeks to those employees affected; (vi) terminate positions at the end of the school year whenever possible. When there are a number of employees competing for a limited number of positions, decisions about which employees are to be retained will be made after a thorough review of the School's requirements in specific work areas and the qualifications of the employees. (c) The school will hold discussions with the employees and the employees' industrial union regarding the possible redundancies. The discussions will cover any reasons for the proposed redundancies, measures being implemented to avoid or minimise the redundancies, and measures to mitigate any adverse affects of the redundancies on the employees concerned. All employees of the school will be informed of the procedures which will be undertaken in order to reach a fair and equitable outcome for all concerned. (d) To assist the redundant employee the School will: (i) offer part-time or relief employment if this is possible; (ii) check with other schools to see whether there is a suitable vacancy; (iii) provide secretarial assistance with job applications; (iv) permit paid leave to attend job interviews; (v) provide the employee with a reference and a statement to the effect that he/she has been released owing to his/her job no longer existing; (vi) give the employee all other entitlements; (vii) permit the employee to leave as soon as mutually convenient any time after being notified that he/she is redundant if alternate employment is found either for or by the employee; (viii) provide the employee with a redundancy payment. (e) The following severance pay scale will apply: Less than 1 year 4 weeks pay After 1 year 6 weeks pay After 2 years 8 weeks pay After 3 years 10 weeks pay After 4 years an additional week for each year of service above 3 years up to a maximum of 20 years.

Redundancy Conditions and Payments. Notwithstanding the provisions of Clause 24. – Redundancy Provisions of the Award (Appendix 1) - (a) It is acknowledged that redundancy is a termination of services because the position the staff member occupied is no longer available. (b) In considering which employee is to be made redundant the school will: (i) assess its needs; (ii) look at the job being performed and not the individual; (iii) look at any flexibility offered by the employees being considered; (iv) check with staff as to future plans (for example, long service leave, early retirement options or leave without pay) which may impact on the need for a redundancy; (v) give notice of not less than ten weeks to those employees affected; (vi) terminate positions at the end of the school year whenever possible. When there are a number of employees competing for a limited number of positions, decisions about which employees are to be retained will be made after a thorough review of the School's requirements in specific work areas and the qualifications of the employees. (c) The school will hold discussions with the employees and the employees' industrial union regarding the possible redundancies. The discussions will cover any reasons for the proposed redundancies, measures being implemented to avoid or minimise the redundancies, and measures to mitigate any adverse affects effects of the redundancies on the employees concerned. All employees of the school will be informed of the procedures which will be undertaken in order to reach a fair and equitable outcome for all concerned. (d) To assist the redundant employee the School will: (i) offer part-time or relief employment if this is possible; (ii) check with other schools to see whether there is a suitable vacancy; (iii) provide secretarial assistance with job applications; (iv) permit paid leave to attend job interviews; (v) provide the employee with a reference and a statement to the effect that he/she has been released owing to his/her job no longer existing; (vi) give the employee all other entitlements; (vii) permit the employee to leave as soon as mutually convenient any time after being notified that he/she is redundant if alternate employment is found either for or by the employee; (viiivi) provide the employee with a redundancy payment. (e) The following severance pay scale will apply: Less than 1 year 4 weeks pay After 1 year 6 weeks pay After 2 years 8 weeks pay After 3 years 10 weeks pay After 4 years an additional week for each year of service above 3 years up to a maximum of 20 years.

Redundancy Conditions and Payments. (a) It is acknowledged that redundancy is a termination of services because the position the staff member occupied is no longer available. (b) In considering which employee staff member is to be made redundant the school College will: (i) assess its needs; (ii) look at the job being performed and not the individual; (iii) look at any flexibility offered by the employees staff members being considered; (iv) check with staff members as to future plans (for example, long service leave, early retirement options or leave without pay) which may impact on the need for a redundancy; (v) give notice of not less than ten weeks to those employees staff members affected; (vi) terminate positions at the end of the school year whenever possible. . (c) When there are a number of employees staff members competing for a limited number of positions, decisions about which employees staff members are to be retained will be made after a thorough review of the School's College’s requirements in specific work areas and the qualifications and/or experience of the employeesstaff members. (cd) The school College will hold discussions with the employees staff members and the employees' staff members’ industrial union regarding the possible redundancies. The discussions will cover any reasons for the proposed redundancies, measures being implemented to avoid or minimise the redundancies, and measures to mitigate any adverse affects of the redundancies on the employees staff members concerned. . (e) All employees staff members of the school College will be informed of the procedures which will be undertaken in order to reach a fair and equitable outcome for all concerned. (df) To assist the redundant employee staff member the School College will: (i) endeavour to offer part-alternative employment in some other area of the College; (ii) offer part time or relief employment if this is possible; (iiiii) check with other schools to see whether there is a suitable vacancy; (iiiiv) provide secretarial assistance with job applications; (ivv) permit up to two days paid leave to attend job interviews; (vvi) provide the employee staff member with a reference and a statement to the effect that he/she has been released owing to his/her job no longer existing; (vivii) give the employee staff member all other entitlements; (viiviii) permit the employee staff member to leave as soon as mutually convenient immediately any time after being notified that he/she is redundant if alternate employment is found either for or by the employeestaff member; (viiiix) provide the employee staff member with a redundancy payment. (e) . The following severance pay scale will apply: apply with the following exceptions; Probationary employees, casual employees, employees engaged for a fixed term contract or specific task, apprentices or trainees, employees dismissed for serious misconduct. This is as per the general order handed down by the WAIRC in April 2005. Less than 1 year 2 weeks pay More than 1 but less than 2 years 4 weeks pay After 1 year More than 2 but less than 3 years 6 weeks pay After 2 More than 3 but less than 4 years 7 weeks pay More than 4 years, but less than 5 years 8 weeks pay After 3 More than 5 years but less than 6 years 10 weeks pay After 4 More than 6 years an additional week for each year of service above 3 but less than 7 years up to a maximum of 20 years.11 weeks pay More than 7 years but less than 8 years 13 weeks pay More than 8 years but less than 9 years 14 weeks pay More than 9 years but less than 10 years 16 weeks pay More than 10 years 13 weeks pay