Retention and redeployment. Once on board, DISYS goes the extra mile to ensure our candidate screening processes and protocols result in Consultant retention and the satisfaction of our clients. Accordingly, the following initiatives are DISYS priorities: Consultant Service Review – We understand that our Consultants have options in the workforce today. DISYS’ Account Executive will conduct a bi-weekly meeting to mitigate risk and maintain the quality of work, while making stakeholders aware of any concerns or feedback. Relationship Recruiting – DISYS also assigns each Consultant a dedicated Human Resources Business Partner (HRBP) as an HR and accounting point of contact, to address day-to-day timekeeping and administrative issues. We ensure that our Consultants know that they are not only valued during the Recruitment Phase, but also throughout the duration of their employment.
Retention and redeployment. Retention period Should an employee not accept the offer of voluntary redundancy, the employee will commence their retention period from the date the employee was formally declared excess to requirements and offered voluntary redundancy in accordance with clause 253. The notice period will be concurrent with the retention period. An excess employee who does not agree to be retrenched with the payment of a redundancy benefit will be entitled to the following period of retention: 56 weeks where the employee has 20 years or more service or is over 45 years of age, or 28 weeks for all other employees. If an employee is entitled to a redundancy payment under the NES, the retention period at clause 268 will be reduced by the employee’s redundancy pay entitlement under the NES on termination, calculated as at the expiration of the retention period (as adjusted by this clause). Where the CEO is satisfied that there is insufficient productive work available for the employee within the agency during the remainder of the retention period and that there is no reasonable redeployment prospects in the APS: the CEO may terminate the employee’s employment under s.29 of the PS Act; and upon termination, the employee will be paid a lump sum comprising: the balance of the retention period (as shortened for the NES under clause 270) and this payment will be taken to include the payment in lieu of notice of termination of employment, and the employee’s NES entitlement to redundancy pay. Redeployment During the retention period AUSTRAC: will continue to take reasonable steps to redeploy the excess employee in accordance with applicable APS-wide redeployment principles, mechanisms and arrangements; and may, after giving four weeks’ notice, reassign the excess employee to a lower classification level vacancy. Income maintenance up to the pre-reassignment salary level will be provided for the balance of the retention period. The CEO may deploy the excess employee to any vacancy which the employee is qualified to fill. Where an employee is successfully redeployed, they are no longer considered an excess employee for the purposes of this Agreement. However, if their deployment was to a role below the employee’s current substantive work value level, income maintenance will apply for the remaining balance of their retention period. An employee may only refuse redeployment, and still be considered an excess employee, where the vacancy to which the employee is to be redeployed is at a d...
Retention and redeployment. 11 (1) Unless the employee agrees, an excess employee’s employment will not be terminated until 12 the following retention period has elapsed:
