Common use of Selection for Redundancy Clause in Contracts

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potential redundant employees. (c) Employees with skills that are critical for the company to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organization over a longer period of time, and then by a fair random procedure (eg. selecting names from a hat); (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (eg. selecting names from a hat), taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the Company. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company will continue. (g) Redundancy is not available to employees (i) who simply choose to no longer work for the organization. (ii) who are offered suitable, comparable alternative employment by the Company, or another company which is a transmittee of all or part of the business of the Company, or for whom adequate alternate employment is obtained by the Company. (iii) who are dismissed due to poor performance or misconduct.

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potential redundant employees. (c) Employees with skills that are critical for the company to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organization organisation over a longer period of time, and then by a fair random procedure (eg. selecting names from a hat); (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (eg. selecting names from a hat), taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the Company. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company will continue. (g) Redundancy is not available to employees (i) who simply choose to no longer work for the organizationorganisation. (ii) who are offered suitable, comparable alternative employment by the Company, or another company which is a transmittee of all or part of the business of the Company, or for whom adequate alternate employment is obtained by the Company. (iii) who are dismissed due to poor performance or misconduct.

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potential potentially redundant employees. (c) Employees with skills that are critical for the company Company to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organization organisation over a longer period of time, and then by a fair random procedure (eg. e.g. selecting names from a hat);. (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (eg. e.g. selecting names from a hat), taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the CompanyCompany and its associated entities. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company will continue. (g) Redundancy is not available to employees (i) who simply choose to no longer work for the organization. (ii) who are offered suitable, comparable alternative employment by the Company, or another company which is a transmittee of all or part of the business of the Company, or for whom adequate alternate employment is obtained by the Company. (iii) who are dismissed due to poor performance or misconduct.

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company employer will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potential redundant employees. (c) Employees with skills that are critical for the company employer to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organization over a longer period of time, and then by a fair random procedure (eg. selecting names from a hat);as agreed by the parties. (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (eg. selecting names from a hat)as agreed by the parties, taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the Companyemployer. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company employer will continue. (g) Redundancy is not available to employees (i) who simply choose to no longer work for the organizationorganisation. (ii) who are offered suitable, comparable alternative employment by the Company, or another company which is a transmittee of all or part of the business of the Companyemployer, or for whom adequate alternate employment is obtained by the Companyemployer. (iii) who are dismissed due to poor performance or misconduct. (iv) who refuse to transfer to a new site a reasonable distance from their current site.