REDUNDANCY PROVISIONS. (1) Should an employee in a Catholic school become redundant then the provisions of:
(a) the Workplace Relations Act (1996); and/or
(b) the Catholic Education Commission of Western Australia policy on redundancy; and/or
(c) this agreement which ever is the greater, shall apply.
REDUNDANCY PROVISIONS. (a) Where there is a need to reduce staffing, the University may identify one or more positions as redundant. The University will initiate consultation with affected staff about the reasons for the decision and about the criteria for determining redundant positions.
(b) The University will write to the staff member(s) concerned and advise that their employment will terminate due to redundancy and provide details of their retrenchment package. The retrenchment package will be calculated based on the staff member’s salary at the date of cessation of employment and is provided in lieu of any notice period, access to a scheme of redeployment or other redundancy benefit. The package will be calculated as follows:
(c) For all academic staff, and for professional staff already employed in an ongoing position at USC at the date of approval of this agreement, the package will be calculated as follows:
(i) three weeks’ salary per completed year of service with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and a maximum entitlement of 52 weeks’ salary;
(ii) an additional 34 weeks salary;
(iii) proportionate basis payment for long service leave calculated on completed years of service;
(iv) an additional 26 weeks salary.
(d) For professional staff commencing an ongoing position at USC after the date of approval of this agreement, the package will be calculated as follows:
(i) three weeks’ salary per completed year of service with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and a maximum entitlement of 52 weeks salary;
(ii) proportionate basis payment for long service leave calculated on completed years of service;
(iii) an additional payment of six months’ salary.
(e) Where the University has given notice of retrenchment to a staff member, a fulltime staff member will be allowed up to the equivalent one day’s time off work per week without loss of pay for the purpose of seeking other employment. Time off will be taken at times that are convenient to the staff member, after consultation with the staff member’s supervisor.
(f) The provisions of this clause will not apply to fixed-term or casual staff.
REDUNDANCY PROVISIONS. Where the Employer carries out a review or restructure of any of the positions covered by this agreement, and such a review or restructure has the potential to affect the job security of any employee covered by this agreement, the Employer will enter into a process of consultation with the affected employee(s). Such consultation shall commence not less than one month prior to any final decisions being made provided that in specific instances this period may be reduced by mutual agreement with the Employee(s) concerned. The purpose of such consultation is to allow the parties sufficient opportunity to investigate options in good faith which would prevent any loss of employment. Nothing in this appendix applies to casual employees.
REDUNDANCY PROVISIONS.
(a) Where the employer carries out a review or restructure of any of the positions covered by this agreement, and such a review or restructure has the potential to affect the job security of any employee covered by this agreement, the employer will enter into a process of consultation with the affected employee(s). Such consultation shall commence not less than one month prior to any final decisions being made provided that in specific instances this period may be reduced by mutual agreement with the employee(s) concerned. The purpose of such consultation is to allow the parties sufficient opportunity to investigate options in good faith which would prevent any loss of employment. Nothing in this appendix applies to casual employees.
(b) The University’s approach to surplus situations shall be to explore the possibility of using redeployment, retraining and or alternatively early retirement. Where reasonable efforts to place surplus staff through these options prove unsuccessful redundancy provisions may be invoked.
(c) Employees shall receive not less than two months’ notice of the termination of their employment by reason of redundancy, or such shorter or longer period as may be agreed between the employee and the University. They shall have the option to work out their notice where that is practicable.
(d) Employees who have been given notice of redundancy will within the period of notice be given reasonable time, on full pay to make arrangements to seek new employment. These arrangements may include, for example, help in the preparation of a CV, job training, counselling, financial management, or attendance at job interviews. The employer will meet reasonable costs. Employment Protection Provisions Note: This clause shall apply in the event of restructuring of the Employer’s business.
(e) This clause applies to restructuring (as defined in Section 69OI of the Employment Relations Act 2000) and therefore will apply where the Employer intends to enter into a contract or arrangement under which its business (or part of it) is to be undertaken by another person or business, or where the Employer’s business (or part of it) is to be sold or transferred to another person or business. In the event a restructuring will affect employees, the Employer shall, as soon as is reasonably practicable, (taking into account the commercial and confidentiality requirements of the business), commence negotiations with the other party involved in the restructuring (the “O...
REDUNDANCY PROVISIONS. 42.1 The provisions of Schedule 4 of Part One of this agreement relating to redundancy provisions shall apply to employees covered under Part Two of this agreement.
REDUNDANCY PROVISIONS. C.4.1 A redundancy may occur in a situation where an Employee’s job is terminated because it has become superfluous to the University’s needs.
C.4.2 The Employer shall advise the Employee(s) affected and the relevant Employee organisation not less than three months prior to the redundancy taking effect. The three-month period is inclusive of the ordinary period of notice required in this agreement.
C.4.3 At the time of giving notice, the Employer shall discuss with the Employee(s) details of the redundancy situation and the reasons for it and shall also give genuine consideration as to whether any alternatives to redundancy are appropriate, such as, but not limited to: redeployment; retraining; voluntary redundancy; natural attrition; reduction in hours; and early retirement.
C.4.4 If pursuant to clause C.4.3, redeployment is considered appropriate, then:
C.4.4.1 By agreement the Employee(s) may be deployed to a position at the same, higher or lower salary. Where the new position is at a lower salary, an equalisation allowance will be paid for a period of two years to preserve the salary of the Employee in the old position at the time of redeployment.
C.4.4.2 An equalisation allowance can be paid as either:
a) A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increase); or
b) An on-going allowance for two years equivalent to the difference between the present salary (including superannuation) and the new salary. The allowance will be abated by any salary increase for the new position during the two-year period, as the Employer may decide.
C.4.5 Where an Employee is redeployed into an alternative position, the Employee may, within the first six months in the new position, elect to resign from it, giving the appropriate notice, and will have any severance payment calculated under clause C.4.9 below paid as though he/she had not taken up the new position. Service in the new position does not count towards calculation of the severance payment.
C.4.5.1 Where the equalisation allowance has been paid in a lump sum and the Employee resigns from the alternative position within the six month period specified in clause C.4.5, then the severance payment will be reduced by a pro rata amount.
C.4.5.2 The pro rata amount will be calculated by multiplying the lump sum payment determined under clause C.4.4.2(a) by the number of whole calendar days between the date of termination and 730 days, and dividing by...
REDUNDANCY PROVISIONS. NB these provisions do apply to Fixed Term Employees Redundancy
REDUNDANCY PROVISIONS. Redundancy provisions are as follows:
REDUNDANCY PROVISIONS. (a) The parties agree that it is not desirable to lose the services of staff members through redundancy. It is the parties preferred option to seek redeployment and retraining opportunities within the organisation should the occasion arise.
REDUNDANCY PROVISIONS. 56.01 All teachers who are declared redundant and who are not reassigned in accordance with Article 9, shall be eligible for a redundancy benefit as outlined in the table below: Service Age < 00 00-00 00-00 00-00 00-00 > 54 < 6 months 4% 8% 12% 16% 20% 24% > 6 months - <1 year 8% 12% 16% 20% 24% 28% > 1 - < 2 years 14% 18% 22% 26% 30% 34% > 2 - < 4 years 22% 26% 30% 34% 38% 42% > 4 - < 6 years 30% 34% 38% 42% 46% 50% > 6 - < 8 years 38% 42% 46% 50% 54% 58% > 8 - < 10 years 46% 50% 54% 58% 62% 66% > 10 - < 12 years 54% 58% 62% 66% 70% 74% > 12 - < 14 years 62% 66% 70% 74% 78% 82% > 14 - < 16 years 70% 74% 78% 82% 86% 90% > 16 - < 18 years 78% 82% 86% 90% 94% 98% > 18 - < 20 years 86% 90% 94% 98% 102% 106% > 20 - < 22 years 94% 98% 102% 106% 110% 114% > 22 years or more 102% 108% 112% 116% 120% 124% This is not the official version.
56.02 if, subsequent to receiving the redundancy benefit, the person is reassigned or attains a teaching position, the teacher shall repay the difference between the benefit received and the amount of benefit equivalent to lost salary as a result of being declared redundant and being without a teaching position.
56.03 A teacher who is in receipt of a redundancy benefit cannot, in addition, be entitled to severance pay in accordance with Article 33.
56.04 W(a) Teachers who are employed in the position of program specialist, principal, vice-principal, department head, educational psychologist or guidance counsellor in a continuing contract and who are reassigned, because of redundancy, to a position that does not have an allowance payable in respect thereof, shall have the allowance reduced annually in equal amounts such that the allowance is eliminated by the end of five (5) years. Teachers who are reassigned to a position with a lower allowance shall have the difference between the higher and lower allowance reduced in the same manner.
