Common use of REDUNDANCY PROVISIONS Clause in Contracts

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. (1) It is acknowledged that redundancy is a termination of service because the position the staff member occupied is no longer available. (2) In considering which teacher is to be made redundant the College will: (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.assess its needs; (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 look at the date of cessation of employment job being performed 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:not the individual; (c) For all academic staff, and for professional staff already employed in an ongoing position look at USC at any flexibility offered by 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’ salaryemployees being considered; (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 check with staff commencing an ongoing position 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; (e) terminate positions at USC after the date end of approval the school year whenever possible; (f) when there are a number of this agreementemployees competing for a limited number of positions, the package decisions about which employees are to be retained will be calculated as followsmade after a thorough review of the College’s requirements in specific work areas and the qualifications of the employees. (3) The College will hold discussions with the employees and if appropriate the employees’ industrial union regarding the possible redundancies. The discussions will cover any reasons for the proposed redundancies, and measures being implemented to avoid or minimise the redundancies, and measures to mitigate any adverse effects of the redundancies on the employees concerned. All employees of the College will be informed of the procedures that will be undertaken in order to reach a fair and equitable outcome for all concerned. (4) To assist the redundant employee the College will: (ia) 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 salaryoffer part-time or relief employment if this is possible; (iib) proportionate basis payment for long service leave calculated on completed years of servicecheck with other schools to see whether there is a suitable vacancy; (iiic) an additional payment provide secretarial assistance with job applications; (d) permit paid leave to attend job interviews; An employee who claims to be entitled to paid leave under sub section (d) is to provide to the College evidence that would satisfy a reasonable person of six months’ salarythe job interviews. (e) Where provide the University has given notice of retrenchment to employee with a staff member, reference and a fulltime staff member will be allowed up statement to the equivalent one day’s time off work per week without loss of pay effect that he/she is redundant if alternate employment is found either for or by 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.employee; (f) provide the employee with a redundancy payment. (g) The provisions 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 this clause will not apply service above three years up to fixed-term or casual staffa maximum of 20 years.

REDUNDANCY PROVISIONS. (1) It is acknowledged that redundancy is a termination of service because the position the employee occupied is no longer available. (2) In considering which employee is to be made redundant the College will: (a) Where Assess its needs; (b) Look at the job being performed and not the individual; (c) Look at any flexibility offered by the employees being considered; (d) Check with employees 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; (e) Give notice of not less than ten weeks to those employees affected. (f) Terminate positions at the end of the school year whenever possible. (3) When there is are a need number of employees competing for a limited number of positions, decisions about which employees are to reduce staffingbe retained will be made after a thorough review of the College’s requirements in specific work areas and the qualifications of the employees. (4) Regarding proposed redundancies, the University may identify one School will: (a) Hold discussions with the employees and the IEUwa regarding such redundancies, measures being implemented to avoid or more positions as redundant. The University will initiate consultation with affected staff about minimise the reasons for redundancies and measures to mitigate any adverse effects of the decision and about redundancies on the criteria for determining redundant positionsemployees concerned. (b) The University will write to Inform all employees covered under this Agreement of 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 procedures which will be calculated based on undertaken in order to reach a fair and equitable outcome for all concerned. (5) To assist the staff member’s salary at redundant employee the date of cessation of College will: (a) Offer part-time or relief employment and if this is provided in lieu of any notice period, access possible; (b) Check with other schools to see whether there is a scheme of redeployment or other redundancy benefit. The package will be calculated as follows:suitable vacancy; (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 Provide secretarial assistance with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and a maximum entitlement of 52 weeks’ salaryjob applications; (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 salaryXxxxxx paid leave to attend job interviews; (ii) proportionate basis payment for long service leave calculated on completed years of service; (iii) an additional payment of six months’ salary. (e) Where Provide the University has given notice of retrenchment to employee with a staff member, a fulltime staff member will be allowed up reference and statement 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 effect that are convenient he/she has been released owing to the staff member, after consultation with the staff member’s supervisor.his/her job no longer existing; (f) The provisions Pay the employee all other termination entitlements (g) Permit the employee to leave as soon as mutually convenient any time after being notified alternative employment is found for or by the employee. (h) Provide the employee with a redundancy payment on the following scale: Less than 1 year’s service 4 weeks pay After 1 Year’s service 6 weeks pay After 2 year’s service 8 weeks pay After 3 year’s service 10 weeks pay After 4 year’s service an additional week for each year of this clause will not apply service above 3 years up to fixed-term or casual staff.maximum of 27 weeks pay

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) : either three weeks’ salary per completed year of service with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and University to a maximum entitlement of 52 fifty two weeks’ salary; (ii) , or eighteen weeks salary, whichever is the greater; an additional 34 eight weeks salary; (iii) ; proportionate basis payment for long service leave calculated on completed years of service; ; payment, dependent on age from the time of written notification as follows: Age Payment Under 40 6 months 40 7 months 41 8 months 42 9 months 43 10 months 44 11 months 45 and over 12 months Should a staff member not accept the decision to make the position redundant they must write to VCP for a review of the decision to terminate. The VCP will immediately refer the matter to a Review Committee. The Review Committee will comprise a Chair agreed by the VCP and the Union local branch President, a staff nominee of the VCP and a staff nominee of the Union, or where the staff member chooses, an independent member of staff. The Committee will be established by the VCP (ivor nominee) an and will meet within five days. The Committee will act in accordance with Schedule 5. The Review Committee will review that the decision to terminate was fair and reasonable in the circumstances. The Review Committee will provide a report to the VCP within five days of being established. The VCP will consider the recommendations of the Review Committee in making a decision and if the decision is not to proceed with retrenchment, the VCP will advise the staff member in writing. If the VCP decides to proceed with retrenchment, the staff member will be advised in writing and will receive the separation package detailed above excluding the additional 26 eight 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 full time 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 . Back to fixed-term or casual staff.top

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) : • either three weeks’ salary per completed year of service with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and University to a maximum entitlement of 52 fifty two weeks’ salary; (ii) , or eighteen weeks salary, whichever is the greater; • an additional 34 eight weeks salary; (iii) ; • proportionate basis payment for long service leave calculated on completed years of service; ; • payment, dependent on age from the time of written notification as follows: Under 40 6 months 40 7 months 41 8 months 42 9 months 43 10 months 44 11 months 45 and over 12 months AGE PAYMENT Should a staff member not accept the decision to make the position redundant they must write to VCP for a review of the decision to terminate. The VCP will immediately refer the matter to a Review Committee. The Review Committee will comprise a Chair agreed by the VCP and the Union local branch President, a staff nominee of the VCP and a staff nominee of the Union, or where the staff member chooses, an independent member of staff. The Committee will be established by the VCP (ivor nominee) an and will meet within five days. The Committee will act in accordance with Schedule 5. The Review Committee will review that the decision to terminate was fair and reasonable in the circumstances. The Review Committee will provide a report to the VCP within five days of being established. The VCP will consider the recommendations of the Review Committee in making a decision and if the decision is not to proceed with retrenchment, the VCP will advise the staff member in writing. If the VCP decides to proceed with retrenchment, the staff member will be advised in writing and will receive the separation package detailed above excluding the additional 26 eight 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 full time 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 . Back to fixed-term or casual staff.top

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) : • either three weeks’ salary per completed year of service with the University, excluding casual service, with a minimum entitlement of 18 weeks salary and University to a maximum entitlement of 52 fifty two weeks’ salary; (ii) , or eighteen weeks salary, whichever is the greater; • an additional 34 eight weeks salary; (iii) ; • proportionate basis payment for long service leave calculated on completed years of service; ; • payment, dependent on age from the time of written notification as follows: Under 40 6 months 40 7 months 41 8 months 42 9 months 43 10 months 44 11 months 45 and over 12 months Should a staff member not accept the decision to make the position redundant they must write to VCP for a review of the decision to terminate. The VCP will immediately refer the matter to a Review Committee. The Review Committee will comprise a Chair agreed by the VCP and the Union local branch President, a staff nominee of the VCP and a staff nominee of the Union, or where the staff member chooses, an independent member of staff. The Committee will be established by the VCP (ivor nominee) an and will meet within five days. The Committee will act in accordance with Schedule 5. The Review Committee will review that the decision to terminate was fair and reasonable in the circumstances. The Review Committee will provide a report to the VCP within five days of being established. The VCP will consider the recommendations of the Review Committee in making a decision and if the decision is not to proceed with retrenchment, the VCP will advise the staff member in writing. If the VCP decides to proceed with retrenchment, the staff member will be advised in writing and will receive the separation package detailed above excluding the additional 26 eight 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 full time 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. (a) Where there is a need to reduce staffing, the University may identify one or more positions as redundant. The University will initiate consultation 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 staffexisting Academic Staff, and for professional staff already Professional Staff who have been employed in an ongoing position at USC at the date of approval of this agreementUniversity since prior to 20 February 2020, the package for a staff member that is retrenched 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 weeks’ salary; (iii) proportionate basis payment for long service leave calculated on completed years of service;; and (iv) an additional 26 weeks weeks’ salary. (d) For professional staff commencing Professional Staff who commenced in an ongoing position at USC the University on or after the date of approval 20 February 2020 and Academic staff who commence employment in an ongoing position after commencement of this agreementAgreement, the package for a staff member that is retrenched 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 full-time 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 Consultation with the staff member’s supervisor. (f) The provisions of this clause 7.5 will not apply to ongoing contingent funded, fixed-term or casual staff.

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 34weeks 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.