Redundancy Policy Sample Clauses

Redundancy Policy. Introduction
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Redundancy Policy. In the event that Council finds it necessary, following consultation with the Union to reduce its workforce through retrenchment/redundancy of employees, the following conditions will apply. (i) Employees who commenced prior to 1st April 1977, a) a severance payment of four (4) weeks pay will be made PLUS b) a service related payment of three (3) weeks per completed year of service will be made PLUS c) A gratuity payment will be paid in accordance with Council’s Policy. (ii) Employees who commenced after 1st April 1977 a) a severance payment of four (4) weeks pay will be made PLUS b) a service payment of four (4) weeks pay per year of service will be made with a cap of 52 weeks payment. For those employees who were employed prior to 1st December 1997 and who are disadvantaged by the cap of 52 weeks payment, as they have a greater entitlement than 52 weeks based on years of service, will be provided with a service related payment of 3 weeks per year unlimited. c) Employees with greater than 13 years of service as at 1st December 1997 will have the option of requesting 3 weeks per year of service in the future if their entitlement to service payment is greater than 52 weeks using this multiplier. d) Employees with less than 13 years service as at 1st December 1997 shall have an entitlement to a service payment of 4 weeks per year of service with a cap of 52 weeks. (iii) All employees a) It is agreed that the Retrenchment Flow Chart process will be applied to all positions that are identified as being redundant. b) For all employees at the date of being redundant, a payment of $400.00 per completed year of service will be made. Employees with six months or greater service will be eligible for pro-rata entitlements based on completed months of service. i.
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Redundancy Policy. 20.1 Should the need arise, redundancy would be implemented initially on a voluntary basis and then if the need arises on the basis of last on first off by skill level commencing with the lower skill levels. 20.2 Employees with less than five years of service will be given two weeks notice of termination due to redundancy. 20.3 Employees with more than five years of service will be given four weeks notice of termination due to redundancy. 20.4 All employees will be entitled to receive severance pay consisting of: 20.4.1 Two weeks pay for each year of service up to 15 years service and pro rata for current year. 20.4.2 Two weeks pay on termination. 20.4.3 Leave loading of 17.5% on all untaken annual leave. 20.4.4 Untaken Long Service Leave after 5 years service. 20.4.5 Untaken sick leave on current year only 20.5 During the period of notice up to one day per week of paid leave will allowed to seek alternative employment. To receive payment for this leave, the employee will need to provide proof of attendance at an interview.
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Redundancy Policy. Declaration
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Redundancy Policy. ‌ This policy covers redundancy within KONE. KONE may, when circumstances arise, need to make some positions redundant. KONE will, however, make reasonable efforts to avoid it where possible. All redundancies will be handled in a fair, sympathetic and non discriminatory manner. Discrimination‌ No discrimination by age, sex, marital status, union status or ethnic background will be tolerated by either party under this Policy. Definition and application‌ Should a position become surplus to the requirements of KONE, that position will be declared redundant. Such surplus can eventuate because of mechanisation, technological change, market demands and/or changes in the organisational structures, systems or methods of KONE’s operations. Benefits under this Agreement will not apply to the following:-‌ 1. Normal resignation or retirement of an employee. 2. Termination of casual or temporary employees. 3. Dismissal of an employee.
Sample 1
Redundancy Policy. Westgate is committed to providing continuing employment for all of its staff. However, there may occur circumstances where this is not possible. Should Westgate lose a contract or otherwise need to reduce staff, its first course of action will be to attempt to locate continued employment for those affected employees, either within Westgate or at another transport company where continuity of employment is maintained. If appropriate employment cannot he found then, and only then, will the Redundancy Payment apply. Redundancy Payment In any bona fide redundancy situation the following formula shall apply: 1. One (l) weeks notice or payment in lieu thereof. 2. Four
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Redundancy Policy. Subject to the terms and conditions of the Award, the criteria for terminating employees in a redundancy situation shall be: (a) All relevant legislation governing unfair dismissal, discrimination, etc. will be observed. (b) In determining which employee is to be retained in employment, the company will review what skill/classification needs it has and match those needs with skills possessed by the existing workforce. (c) Voluntary terminations will be considered. (d) All other things being equal, an employee’s length of service with the company will be taken into account. In the event of there being a dispute in relation to the application of this clause, the dispute resolution procedure in clause 3.3 shall apply.
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Related to Redundancy Policy

  • Redundancy Pay A redundant employee will receive redundancy/severance payments, calculated as follows, in respect of all continuous service (as defined by this Agreement) with the employer. Period of continuous service with the employer Redundancy/severance pay

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Compensation Recovery Policy Executive acknowledges and agrees that, to the extent the Company adopts any claw-back or similar policy pursuant to the Xxxx-Xxxxx Xxxx Street Reform and Consumer Protection Act or otherwise, and any rules and regulations promulgated thereunder, he or she shall take all action necessary or appropriate to comply with such policy (including, without limitation, entering into any further agreements, amendments or policies necessary or appropriate to implement and/or enforce such policy with respect to past, present and future compensation, as appropriate).

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Compensation Recoupment Policy This Award shall be subject to any compensation recoupment policy of the Company that is applicable by its terms to you and to Awards of this type.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • Redundancy The company is, and will remain during the life of this Agreement, a participating employer in the Redundancy Payment Central Fund Ltd (Incolink) and all employees will be enrolled in the Fund and be entitled to redundancy benefits in accordance with the terms of the Deed. The company shall pay contributions on behalf of each employee into the Incolink Number 1 Fund on a weekly basis, as per the Trust Deed.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Company Policies and Benefits The employment relationship between the parties shall also be subject to the Company’s personnel policies and procedures as they may be interpreted, adopted, revised or deleted from time to time in the Company’s sole discretion. Executive will be eligible to participate on the same basis as similarly situated employees in the Company’s benefit plans in effect from time to time during Executive’s employment. All matters of eligibility for coverage or benefits under any benefit plan shall be determined in accordance with the provisions of such plan. The Company reserves the right to change, alter, or terminate any benefit plan in its sole discretion. Notwithstanding the foregoing, in the event that the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

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