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Redundancy Process Sample Clauses

Redundancy Process a) The Employer seeks to maintain the current skills mix and xxxxxxx levels. The Employer seeks to expand these levels through the growth of the Employer's business. b) In event that an Employee’s position is made redundant and his/her employment is terminated as a result, the Employee shall be afforded reasonable time required to organize their departure. This includes the collection of all personal belongings, training records etc. c) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who will be affected by such decision. e) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Employer seeks to and will determine the order of selection of employees for redundancy in accordance with the following: I. Voluntary terminations redundancies will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment to each of the potentially affected Employees and advise those who are likely to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance with the disputes procedure in this Agreement.
Redundancy ProcessThe Parties agree that the ultimate objective is to circumvent or at least minimise redundancies. In the event that there is surplus labour identified, the following will occur: (a) Where a surplus is declared, the Company will call for expressions of interest in either a voluntary redundancy or a transfer to another DP World site; (b) Voluntary redundancies and/or transfers will be offered in the first instance. Where there is an oversubscription, longest serving employees will be selected first; (c) If the receiving Port can accommodate the transferee without the need for redundancy, the transfer will occur. A redundancy may be required to be offered to Employees in the destination port to facilitate the transfer; (d) In the event of insufficient volunteers for redundancies, the parties agree to explore all available mechanisms to mitigate redundancies and those mechanisms agreed may be implemented subject to agreement by the majority of employees. Agreed mechanisms may include but are not limited to reduced hours and salary/VSE Minimum Salary, leave plans and roster changes; (e) Employees who are identified for compulsory redundancy may opt to be re-employed to the next employment category where it can be accommodated; (f) Where positions become available, the positions will be filled by employees in the reverse order they were demoted provided they have the skills; (g) After all the above has been exhausted and there is still a requirement for compulsory redundancies, employees declared redundant will be progressively released.
Redundancy Process. 9.3.1 Step 1
Redundancy Process. 33.2.1 When the number of marine engineer xxxxxx available within The Employer is insufficient to sustain all permanently employed engineer officers in employment, then The Employer may apply the provisions of clause 15.11. 33.2.2 Where this procedure has been adopted and the implementation of clause 15.11 has not resulted in sufficient work for all permanent engineer officers, the following will apply. 33.2.2.1 Excess leave balances will be taken. 33.2.2.2 Employees will be encouraged to take long service leave, part paid and unpaid leave by mutual agreement in order to assist the employment of all officers. 33.2.2.3 The Employer will determine the number of officer positions to be made redundant. 33.2.2.4 The Employer will inform the AIMPE of the redundancy situation. 33.2.2.5 Permanent engineer officers will be asked if they wish to apply for voluntary redundancy. On the basis of the numbers in 33.2.2.3 a maximum of 30% of the redundancies will be voluntary or the numbers that apply, whichever is the lower. 33.2.2.6 If the number of applications for voluntary redundancies exceed the 30% limit, the successful applicants will be based on descending order of seniority. 33.2.2.7 The remaining redundant positions will be on the basis of "last on first off”. 33.2.3 The parties may agree to depart from the above procedure should the Employer consider that operational circumstances exist that require a departure having regard to the skills, qualifications and experience required to operate the Fleet. Any information provided will be in aggregate terms and will not identify individual employees
Redundancy Process. 9.1 The dates in this article are guidelines only. Each year the Committee on Redundancy shall be responsible for establishing the specific dates which govern the process and shall notify each school in advance of the commencement of the redundancy process. 9.1.1 If one or more schools close into a new school, all the staff shall be considered part of the new school for staffing purposes.
Redundancy ProcessIn the event the Employer considers that the Employee's position of employment could be affected by redundancy or could be made redundant, the Employer shall, except in exceptional circumstances, consult with the Employee regarding the possibility of redundancy and, before a decision to proceed with redundancy is made, whether there are any alternatives to dismissal (such as redeployment to another role). In the course of this consultation the Employer shall provide to the Employee sufficient information to enable understanding and meaningful consultation, and shall consider the views of the Employee with an open mind before making a decision as to whether to make the Employee's position of employment redundant. Nothing in this clause limits the legal rights and obligations of the parties.
Redundancy Process. 12.9.1 The dates in this article are guidelines only. Each year the Committee on Redundancy shall be responsible for establishing the specific dates which govern the process and shall notify each school in advance of the commencement of the redundancy process. 12.9.1.1 If one or more schools close into a new school, all the staff shall be considered part of the new school for staffing purposes. 12.9.1.2 If one school closes into a second school, all the staff from the two schools shall be considered one staff for staffing purposes. 12.9.1.3 Teachers with a contractual standing of: • less than 0.167 (one (1) credit) will be increased to 0.167 (one (1) credit) if they are a classroom, credit-generating teacher • more than 0.833 (five (5) credits) will be increased to
Redundancy Process. Where the number of Permanent Employees in a classification exceeds the number of positions available, the following process will be applied:
Redundancy Process. If the employer is considering a proposal that could result in the disestablishment of a position of an employee covered by the agreement, it will consult with the employee and union. The consultation process will include: Explaining the proposal and the reasons for it; Allowing employees and the union a reasonable opportunity to comment on the proposal and the reasons given; and Considering and responding to any feedback provided by employees or the union. If the employer then decides to disestablish any employees’ position: the parties will discuss the process which will apply for selection amongst potentially affected employees; Any selection between employees will be fair and transparent; and The employer will consult with employees whose positions are disestablished about what options may be open to them, including possible alternative positions.
Redundancy Process. 33.2.1 When the number of marine engineer xxxxxx available within The Employer is insufficient to sustain all permanently employed engineer officers in employment, then The Employer may apply the provisions of clause 15.10. 33.2.2 Where this procedure has been adopted and the implementation of clause 15.10 has not resulted in sufficient work for all permanent engineer officers, the following will apply. 33.2.2.1 Excess leave balances will be taken. 33.2.2.2 Employees will be encouraged to take long service leave, part paid and unpaid leave by mutual agreement in order to assist the employment of all officers. 33.2.2.3 The Employer will determine the number of officer positions to be made redundant. 33.2.2.4 The Employer will inform the AIMPE of the redundancy situation. 33.2.2.5 Permanent engineer officers will be asked if they wish to apply for voluntary redundancy. On the basis of the numbers in 27.