Redundancy Selection Process Sample Clauses
Redundancy Selection Process a) Where redundancies are to occur, the Company as a first step shall call for expressions of interest in voluntary redundancy. Selection of candidates for redundancy will be made by the Company based on department, the employee’s skills, knowledge and experience, shift requirements and the Company’s future operational requirements.
b) The Company will not unreasonably withhold agreement to an employee’s request for voluntary redundancy considering the criteria in a) above.
c) Where the Company, after considering the expressions of interest in voluntary redundancy still requires redundancies to occur, the selection of candidates will be made by the Company considering the criteria in a) above.
Redundancy Selection Process. Over the life of this agreement, should there be a need to make employees redundant, dnata will identify the impacted Classification levels including the skills and capabilities that it requires to retain in the first instance. As part of the redundancy process, the Company will call for EOI’s for Redundancy volunteers as part of its selection process once it has taken the step of identifying the Classifications and skills it needs to retain. Dnata may reject any voluntary EOI’s for Redundancy subject to identifying the skills and capabilities that the business needs to maintain which doesn’t support an EOI Volunteer being accepted. Any disagreement over the application of this clause shall be dealt with via the Dispute Settlement Procedure in this agreement.
Redundancy Selection Process. 49.1.1 In the event of the closure of equipment, or labour surplus caused by major capital expenditure, or technological change, these steps will be followed to implement the number of job reductions required to give effect to the closure/labour reduction.
a) The Company will seek to redeploy surplus employees in the affected job roles to a suitable alternate job role, either vacant or supernumerary, to enable labour reductions to be made through natural attrition.
b) Where surplus employees cannot be redeployed as in step one, voluntary redundancy will be offered to affected employees.
c) Should there still be surplus employees, then
(i) to employees who can demonstrate a compelling reason to be offered voluntary redundancy, then
(ii) volunteers for redundancies in the department (i.e. paper or pulp), then
(iii) If the required reductions are still not realized voluntary redundancy will be offered to employees Mill Wide
d) The Company may exclude employees from voluntary redundancy where
(i) employees who have been displaced are unable to train in a reasonable time to occupy roles that could be vacated by other employees, or
(ii) the Company needs to retain skills, or
(iii) retraining requirements associated with the transfers cannot be efficiently completed in a reasonable time.
e) Should the number of redundancies not be achieved through the above steps, the Company will implement involuntary retrenchments on the basis of skills and experience.