Common use of REDUNDANCY PROVISIONS Clause in Contracts

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (k) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

REDUNDANCY PROVISIONS. ‌In relation to Redundancy, the following shall apply: (a) Where 1. The company shall have full discussions with its employees and with the employer carries union prior to announcing that the retrenchment provisions, as set out a review or restructure of any of the positions covered by in this agreement, and such a review will take effect. All decisions arrived at will be made in accordance with the NSW Industrial Arbitration Xxx 0000. 2. The provisions of this agreement will not apply to apprentices or restructure has to those who are dismissed for reasons other than retrenchment or those employees who terminate of their own accord. Once attaining tradesmen status the potential to affect period of indenture shall be taken into account should the job security employee become redundant. 2.1 For the purpose of any employee covered by this agreement, retrenchment/redundancy entitlements shall only apply to employees who are deemed to be retrenched through no fault of their own and who are in excess of the number of employees required to cope with the then current work requirements. 3. The employer shall call for employees who are willing to volunteer for termination based upon redundancy grounds. In the event that an employee does volunteer in preference to any employee who did not volunteer, the employment of the volunteering employee shall be terminated. Subject to the abovementioned paragraph, in selecting which employee is to be subject to termination, preference according to the length of service of the employees with the employer will enter into a process of consultation shall operate to the effect that an employee with the affected employee(s)least service will be selected for such termination. Such consultation In both of the abovementioned situations the company’s need to maintain an efficient workforce and operations shall commence not less than one month prior to any final decisions being made provided that in specific instances this period be paramount and both the above situations may be reduced negated to ensure the viable character of the employer’s operation. 4. Continuous service means an unbroken period of employment up to the point at which the employee is terminated. Broken periods of employment shall not be taken into account. 5. All retrenched employees shall receive the following notice or payment in lieu in accordance with their relevant award or the provisions of the Workplace Industrial Relations Act. Period of Continuous Service Notice Period i) Not more than 1 year 1 week ii) More than 1 year but not more than 3 years 2 weeks iii) More than 3 years but not more than 5 years 3 weeks iv) 5 years or more 4 weeks The period of notice is increased by mutual agreement one week if the employee is 45 years or over and has completed at least two years continuous service with the employee(s) concernedcompany. 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 An 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 finds an alternative position during the period of notice be given reasonable timemay, on full pay with the consent of the company, terminate his/her employment prior to make arrangements the expiry of the period of notice without forfeiting his/her entitlement 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 interviewsretrenchment compensation. The employer will meet reasonable costs. Employment Protection Provisions‌ Note: This clause shall apply company’s consent 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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they such circumstances will not be entitled unreasonably withheld. 6. Employees under notice of retrenchment shall be allowed 4 hours per week of notice period to any redundancy compensation from attend job interviews at a time mutually agreeable between the Universitycompany and the employees and no loss of entitlement will occur subject to satisfactory proof of interview. 7. • If The company shall endeavour, where possible, to assist in the staff member is not offered employmentplacing internally or externally those people who are redundant. 8. Retrenched employees shall receive an itemised statement of all payment within seven (7) days of receiving notice and a certificate of service shall be made available to a retrenched employee. 9. Should an employee, by the Other Partyunder notice, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered die prior to the nominated date of termination, all benefits of this agreement to which such employee then they will was entitled, shall be entitled paid directly to two months’ notice and redundancy compensation as per Appendix A (k) in this agreementthat employee’s estate. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) Where the new position is at a lower salary, 10. A weeks pay shall mean an equalisation allowance will be paid employee’s normal rate of pay for a period of two years to preserve the salary of the employee in the old position an ordinary week’s work at the time ofredeploymentof notice of retrenchment. Normal rate of pay does not include overtime, shift allowances or disability allowances etc; that do not directly relate to a normal weeks pay but does include allowances that apply for all purposes of the award including leading hand allowances. (g) The equalisation allowance 11. This agreement shall not apply to casual employees. However a casual employee who is offered permanent employee status will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing positionhave his/her length of continuous service, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into entitlement purposes, calculated from the initial commencement date as a position that is not comparable to their existing positioncasual employee. Redundancy entitlements shall apply, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) belowTable A hereunder. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

REDUNDANCY PROVISIONS. ‌In relation to Redundancy, the following shall apply: (a) Where 1. The company shall have full discussions with its employees and with the employer carries union prior to announcing that the retrenchment provisions, as set out a review or restructure of any of the positions covered by in this agreement, and such a review will take effect. All decisions arrived at will be made in accordance with the NSW Industrial Arbitration Xxx 0000. 2. The provisions of this agreement will not apply to apprentices or restructure has to those who are dismissed for reasons other than retrenchment or those employees who terminate of their own accord. Once attaining tradesmen status the potential to affect period of indenture shall be taken into account should the job security employee become redundant. 2.1 For the purpose of any employee covered by this agreement, retrenchment/redundancy entitlements shall only apply to employees who are deemed to be retrenched through no fault of their own and who are in excess of the number of employees required to cope with the then current work requirements. 3. The employer shall call for employees who are willing to volunteer for termination based upon redundancy grounds. In the event that an employee does volunteer in preference to any employee who did not volunteer, the employment of the volunteering employee shall be terminated. Subject to the abovementioned paragraph, in selecting which employee is to be subject to termination, preference according to the length of service of the employees with the employer will enter into a process of consultation shall operate to the effect that an employee with the affected employee(s)least service will be selected for such termination. Such consultation In both of the abovementioned situations the company’s need to maintain an efficient workforce and operations shall commence not less than one month prior to any final decisions being made provided that in specific instances this period be paramount and both the above situations may be reduced negated to ensure the viable character of the employer’s operation. 4. Continuous service means an unbroken period of employment up to the point at which the employee is terminated. Broken periods of employment shall not be taken into account. 5. All retrenched employees shall receive the following notice or payment in lieu in accordance with their relevant award or the provisions of the Workplace Industrial Relations Act. Period of Continuous Service Notice Period (i) Not more than 1 year 1 week (ii) More than 1 year but not more than 3 years 2 weeks (iii) More than 3 years but not more than 5 years 3 weeks (iv) 5 years or more 4 weeks The period of notice is increased by mutual agreement one week if the employee is 45 years or over and has completed at least two years continuous service with the employee(s) concernedcompany. 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 An 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 finds an alternative position during the period of notice be given reasonable timemay, on full pay with the consent of the company, terminate his/her employment prior to make arrangements the expiry of the period of notice without forfeiting his/her entitlement 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 interviewsretrenchment compensation. The employer will meet reasonable costs. Employment Protection Provisions‌ Note: This clause shall apply company’s consent 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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they such circumstances will not be entitled unreasonably withheld. 6. Employees under notice of retrenchment shall be allowed 4 hours per week of notice period to any redundancy compensation from attend job interviews at a time mutually agreeable between the Universitycompany and the employees and no loss of entitlement will occur subject to satisfactory proof of interview. 7. • If The company shall endeavour, where possible, to assist in the staff member is not offered employmentplacing internally or externally those people who are redundant. 8. Retrenched employees shall receive an itemised statement of all payment within seven (7) days of receiving notice and a certificate of service shall be made available to a retrenched employee. 9. Should an employee, by the Other Partyunder notice, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered die prior to the nominated date of termination, all benefits of this agreement to which such employee then they will was entitled, shall be entitled paid directly to two months’ notice and redundancy compensation as per Appendix A (k) in this agreementthat employee’s estate. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) Where the new position is at a lower salary, 10. A weeks pay shall mean an equalisation allowance will be paid employee’s normal rate of pay for a period of two years to preserve the salary of the employee in the old position an ordinary week’s work at the time ofredeploymentof notice of retrenchment. Normal rate of pay does not include overtime, shift allowances or disability allowances etc; that do not directly relate to a normal weeks pay but does include allowances that apply for all purposes of the award including leading hand allowances. (g) The equalisation allowance 11. This agreement shall not apply to casual employees. However a casual employee who is offered permanent employee status will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing positionhave his/her length of continuous service, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into entitlement purposes, calculated from the initial commencement date as a position that is not comparable to their existing positioncasual employee. Redundancy entitlements shall apply, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period Table A hereunder. Entitlement Length Of Continuous Service Of Employee Less than one year 1 weeks pay 1 year but less than 2 years 4 weeks pay plus for service in excess of one 1 year, 2.19 hours pay per. completed week of service up to a maximum of 7 weeks 5 years up to 15 years 16 weeks pay plus 2.19 hours pay per completed weeks of service in excess of 5 years service up to a maximum of 15 years service (3 weeks per year but not exceeding two years of redeployment, 50% service) to a maximum of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made46 weeks pay.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (kl) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are Universityare as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to transfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (kl) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are Universityare as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (k) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are Universityare as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (k) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (kl) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.

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 “Other Party”) concerning the impact of the restructuring on every employee. In those negotiations, the Employer will, subject to any statutory, commercial confidence or privacy issues, provide the Other Party with all information about the employees who will be affected by the restructuring, including details of their current terms and conditions of employment. The Employer will encourage the Other Party to offer all affected employees, employment on no less favourable terms and conditions of employment than they currently enjoy with the University. However, whether the Other Party offers an employee ongoing employment and on what terms and conditions, will ultimately be the decision of that Other Party. Two options may be offered. They are: • The Other Party does offer the employee employment on terms and conditions which are no less favourable than their existing terms and conditions. The employee may accept this offer totransfer to the Other Party or the staff member may decline the offer. If the employee accepts or declines the offer then they will not be entitled to any redundancy compensation from the University. • If the staff member is not offered employment, by the Other Party, then the Employer will consult with the staff member regarding whether there are any suitable alternative positions available. If none can be identified or offered to the employee then they will be entitled to two months’ notice and redundancy compensation as per Appendix A (kl) in this agreement. (f) The conditions under which employees may be redeployed to alternative duties within the University are as follows: (i) Employees may be deployed to a position at the same, higher or lower salary; (ii) 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 ofredeployment. (g) The equalisation allowance will be paid as an on-going allowance for two years equivalent to the difference between the present salary and the new salary. The allowance will be abated by any salary increase for the new position during the two year period. (h) Employees who are offered a position in the University which by mutual agreement is comparable to their existing position, noting that such agreement is not to be unreasonably withheld, and who decline appointment, will not be eligible for redundancy compensation. (i) Where an employee agrees to be redeployed into a position that is not comparable to their existing position, or the employee has accepted a comparable position that is subsequently found by the employee to be not comparable to their existing position in good faith, the employee may within the first three months in the new position and after consultation with the employer to explore other options, elect to resign from it, by giving the appropriate notice. The employee will receive a severance payment calculated on the salary and service of the employee immediately prior to the time s/he was initially redeployed. (j) Employees who receive redundancy compensation and are re-employed by the University in a permanent or fixed term capacity within twelve (12) months of termination of employment, may be required to pay back any redundancy compensation they received. In the case of a permanent employment, an employee may be required to pay all or some of their compensation abating on a pro rata basis subject to the length of time that has elapsed since their final day of employment with the University. In the case of a fixed term appointment, employees will be required pay back some or all their redundancy compensation subject to the length of the offer of fixed term employment in accordance with (k) below. (k) In the case of redeployment into a fixed term position which by mutual agreement is comparable to their existing position and which then ceases to exist, and the employee is not further redeployed, the employee’s employment agreement shall terminate and the employee will be paid severance on the following basis: (i) Where the position ceases during the first 12 months of redeployment the full severancepayment will be made at the end of the fixed term; (ii) Where the position ceases after a period in excess of one year but not exceeding two years of redeployment, 50% of the severance payment will be made at the end of the fixed term; (iii) Where the position ceases beyond two years of redeployment no severance payment will be made.