Common use of Redundancy Process Clause in Contracts

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 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 Subject to APPENDIX N – EMPLOYER SPECIFIC TERMS, 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.