Common use of Replacement of Existing Staff Clause in Contracts

Replacement of Existing Staff. This clause will not have application in instances of organisational change which are covered by the Organisational Change and Restructuring – clause 4.1 of this agreement. There is no intention that there will be a net reduction of Queensland Health staffing during the life of this agreement. However, the parties recognise that the employer does not maintain fixed establishment numbers. Having regard to workload management issues, the parties agree that where a permanent employee leaves due to retirement, resignation, termination, transfer or promotion they will be replaced by a permanent employee as follows: • Base Grade Staff – commence process to replace staff within 3 days of retirement, resignation, termination, transfer or promotion or within 3 days of notice given (whichever is sooner) and will be completed within 1 month. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days; and/or • Other than Base Grade Staff – commence process to replace staff within 14 days of retirement, resignation, termination, transfer or promotion or within 14 days of notice given (whichever is sooner). This process will be completed as soon as practicable and the parties expect this to take no longer than 3 months. It is recognised that consideration will be given to the timeframes for appeal mechanisms for other than base grade staff. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days. Where an issue that can legitimately extend the time to fill arrangements set out above, for example genuine demonstrated reductions in workload, or seasonal issues (e.g. Christmas/New Year closure period), a proposal from management to extend the replacement period, or postpone the replacement, will be forwarded to the next scheduled consultative forum for agreement, or relevant union for agreement, if the consultative forum cannot be accessed. Should the consultative forum not agree to the extension the matter will be referred to the next scheduled EB7 Implementation Group for determination.

Replacement of Existing Staff. This clause will not have application in instances of organisational change which are covered by the Organisational Change and Restructuring – clause 4.1 5.1 of this agreementAgreement. There is no intention that there will be a net reduction of Queensland Health Mater staffing during the life of this agreement. However, the parties Parties recognise that the employer Mater does not maintain fixed establishment numbers, and that the Mater has a distinct establishment impacting on its capacity to transfer employees. Having regard to workload management and planning issues, the parties Parties agree that where a permanent employee leaves due to retirement, resignation, termination, transfer or promotion they Mater will be use all reasonable endeavours to ensure that the employee is replaced by a permanent employee as follows: • Base Grade Staff – commence process to replace staff within 3 days of retirement, resignation, termination, transfer or promotion or within 3 days of notice given (whichever is sooner) and will be completed within 1 month. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days; and/or • Other than Base Grade Staff – commence process to replace staff within 14 days of retirement, resignation, termination, transfer or promotion or within 14 days of notice given (whichever is sooner). This process will be completed as soon as practicable and the parties Parties expect this to take no longer than 3 months. It is recognised that consideration will be given to the timeframes for appeal mechanisms for other than base grade staff. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days. Where an issue that can legitimately extend the time to fill arrangements set out above, for example genuine demonstrated reductions in workload, or seasonal issues (e.g. Christmas/New Year closure period), a proposal from management to extend the replacement period, or postpone the replacement, will be forwarded to the next scheduled consultative forum MCF for agreement, or relevant union for agreement, if the consultative forum MCF cannot be accessed. Should the consultative forum not agree If any party to the extension Agreement believes Mater has not used all reasonable endeavours to ensure the replacement of an employee, that party may raise the matter will be referred to at the next scheduled EB7 Implementation Group for determinationMCF.

Replacement of Existing Staff. This clause will not have application in instances of organisational change which are covered by the Organisational Change and Restructuring – clause 4.1 5.1 of this agreementAgreement. There is no intention that there will be a net reduction of Queensland Health Mater staffing during the life of this agreement. However, the parties Parties recognise that the employer Mater does not maintain fixed establishment numbers, and that the Mater has a distinct establishment impacting on its capacity to transfer employees. Having regard to workload management and planning issues, the parties Parties agree that where a permanent employee leaves due to retirement, resignation, termination, transfer or promotion they Mater will be use all reasonable endeavours to ensure that the employee is replaced by a permanent employee as follows: •  Base Grade Staff – commence process to replace staff within 3 days of retirement, resignation, termination, transfer or promotion or within 3 days of notice given (whichever is sooner) and will be completed within 1 month. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days; and/or •  Other than Base Grade Staff – commence process to replace staff within 14 days of retirement, resignation, termination, transfer or promotion or within 14 days of notice given (whichever is sooner). This process will be completed as soon as practicable and the parties Parties expect this to take no longer than 3 months. It is recognised that consideration will be given to the timeframes for appeal mechanisms for other than base grade staff. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days. Where an issue that can legitimately extend the time to fill arrangements set out above, for example genuine demonstrated reductions in workload, or seasonal issues (e.g. Christmas/New Year closure period), a proposal from management to extend the replacement period, or postpone the replacement, will be forwarded to the next scheduled consultative forum MCF for agreement, or relevant union for agreement, if the consultative forum MCF cannot be accessed. Should the consultative forum not agree If any party to the extension Agreement believes Mater has not used all reasonable endeavours to ensure the replacement of an employee, that party may raise the matter will be referred to at the next scheduled EB7 Implementation Group for determinationMCF.

Replacement of Existing Staff. This clause will shall not have application in instances of organisational change which are covered by the Organisational Change and Restructuring – clause 4.1 of this agreementchange. There is no intention that there will be a net reduction of Queensland Health staffing during the life of this agreementAgreement. However, the parties recognise that the employer does not maintain fixed establishment numbers. Having regard to workload management issues, the parties agree that where a permanent employee leaves due to retirement, resignation, termination, transfer or promotion they will be replaced by a permanent employee as follows: •  Base Grade Staff – commence process to replace staff within 3 days of retirement, resignation, termination, transfer or promotion or within 3 days of notice given (whichever is sooner) and will shall be completed within 1 month. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days; and/or •  Other than Base Grade Staff – commence process to replace staff within 14 days of retirement, resignation, termination, transfer or promotion or within 14 days of notice given (whichever is sooner). This process will shall be completed as soon as practicable and the parties expect this to take no longer than 3 months. It is recognised that consideration will be given to the timeframes for appeal mechanisms for other than base grade staff. The local organiser/delegate may request from relevant local HR/line manager and be provided a report of relevant employee resignations to assist in monitoring of timeframes within 3 days. Where an issue that can legitimately extend the time to fill arrangements set out above, for example genuine demonstrated reductions in workload, or seasonal issues (e.g. Christmas/New Year closure period), a proposal from management to extend the replacement period, or postpone the replacement, will shall be forwarded to the next scheduled consultative forum for agreement, or relevant union for agreement, if the consultative forum cannot be accessed. Should the consultative forum not agree to the extension the matter will shall be referred to the next scheduled EB7 Implementation Group BEMS SBU for determination.