Suitable Alternative Position Sample Clauses
The Suitable Alternative Position clause defines the employer's obligation to offer an employee a different role within the organization if their current position is being eliminated, typically due to redundancy or restructuring. In practice, this clause requires the employer to identify and propose alternative roles that are appropriate for the employee's skills, experience, and terms of employment, such as similar pay, status, and location. Its core function is to minimize job loss by providing continued employment opportunities, thereby reducing the impact of redundancy and ensuring fair treatment of affected employees.
Suitable Alternative Position. 10.3.1 Within four weeks of an employee being advised in writing that their position has become redundant, management will advise the affected employee in writing as to whether a suitable alternative position with Council is available.
10.3.2 Where there is more than one employee occupying the redundant position and at least one position will remain after the restructure, management will call for volunteers who are interested in transferring to the suitable alternative position.
a. Where there are insufficient or too many volunteers, a selection process based on objective assessment criteria for the position will be undertaken by the employer to determine which employee will be affected.
10.3.3 Where a suitable alternative position is available the affected employee will be offered the position in preference to other applicants. This preference shall not apply in the case of a renewal of a Fixed Term Contract position.
10.3.4 A position will be regarded as suitable alternative employment when:
a. the suitable alternative employment position with Council is at the same classification level or one level below the employee’s old position (refer Clause 10.3.8) with comparable terms of employment and
b. The employee may reasonably be expected to acquire any knowledge or skill difference within six months.
10.3.5 Where Council considers that a suitable alternative position(s) is available, management will provide the employee with a position description, proposed training program and discuss the position with the employee.
10.3.6 The training program is to be developed by the manager in consultation with the employee. The program will then be confirmed in writing prior to appointment to the new position. The purpose of the program is to ensure that the employee can overcome the identified skill or knowledge differences that exist between the current job and the proposed job.
10.3.7 The employee will have two weeks to consider the suitable alternative employment offer. The employee may only dispute the offer on the ground that the offer does not satisfy the criteria in
Suitable Alternative Position. 11.5.2.2.1 A decision about the suitability of a position for an under-utilised employee is to be made having regard to, and attempting to match as far as practicable, matters including, but not restricted to, hours of work, quantum of hours of work and rates of pay. The skills, knowledge and experience will also be taken into consideration, including the ability to retrain and obtain relevant skills within 12 months.
11.5.2.2.2 A suitable alternative position may include a position of a lower remuneration and/or classification level below the employee’s previously held substantive position.
11.5.2.2.3 Where a suitable alternative position is available the affected employee will be offered the position in preference to other employees.
11.5.2.2.4 Offers of redeployment will be in writing, quoting the classification, salary/wage, and location and attaching a copy of the position description.
11.5.2.2.5 All vacancies must be considered for suitability to under-utilised employees before the vacancy is advertised internally or externally to determine whether the skills of the employee match (including with reasonable retraining) the required skills of the vacancy.
Suitable Alternative Position. A decision about the suitability of a position for an under-utilised employee is to be made having regard to, and attempting to match as far as is practicable, matters including, but not restricted to, hours of work, quantum of hours of work and rates of pay.
Suitable Alternative Position. Redeploym ent to a Lower Classification .........................................................................................................50 4. Training .....................................................................................................................................................50 SCHEDULE 5 .............................................................................................................................................51
Suitable Alternative Position. 11.5.2.2.1 A decision about the suitability of a position for an under-utilised employee is to be made having regard to, and attempting to match as far as practicable, matters including, but not restricted to, hours of work, quantum of hours of work and rates of pay. The skills, knowledge and experience will also be taken into consideration, including the ability to retrain and obtain relevant skills within 12 months.
11.5.2.2.2 A suitable alternative position may include a position of a lower remuneration and/or classification level below the employee’s previously held substantive position.
11.5.2.2.3 Where a suitable alternative position is available the affected employee will be offered the position in preference to other employees.
11.5.2.2.4 Offers of redeployment will be in writing, quoting the classification, salary/wage, and location and attaching a copy of the position description.
11.5.2.2.5 All vacancies must be considered for suitability to under-utilised employees before the vacancy is advertised internally or externally to determine whether the skills of the employee match (including with reasonable retraining) the required skills of the vacancy.
11.5.2.2.6 Where an employee is redeployed, the position will not be confirmed as the employee’s substantive position until six months have expired. This will ensure that the employee keeps open an option during that time to apply for a voluntary separation package in accordance with clause 11.5.2.4.5 of this agreement and this will be treated as a bona fide redundancy for taxation purposes.
Suitable Alternative Position. 2.1 A decision about the suitability of a position for an under-utilised employee is to be made having regard to, and attempting to match as far as is practicable, matters including, but not restricted to, hours of work, quantum of hours of work and rates of pay.
2.2 A suitable alternative position may include a position with a lower remuneration level if necessary but does not extend to a position which is more than one classification level below that received by the employee in their substantive position.
2.3 Where a suitable alternative position is available the affected employee will be offered the position in preference to other employees.
2.4 Offers of redeployment will be in writing, quoting the classification, salary/wage, location and attaching a copy of the position description.
2.5 Where a suitable alternative position (redeployment) is offered, the employee will be given ten (10) working days in which to decide to accept or decline the offer. An employee may request more time (up to ten (10) working days) to decide to accept or decline the offer.
2.6 Where an employee declines more than one reasonable offer of a suitable alternative position, a transfer may be affected without the employee's agreement.
Suitable Alternative Position. A decision about the suitability of a position for an redundant employee is to be made having regard to, and attempting to match as far as is practicable, matters including, but not restricted to, relevant and transferable skills, experience and qualifications, hours of work, quantum of hours of work and rates of pay.
Suitable Alternative Position. An employee may be redeployed to a suitable alternative position. For the purpose of this clause a suitable alternative position includes, but is not limited to:
Suitable Alternative Position. (a ) A decision about the suitability of a position for an under utilised employee is to be made having regard to, and attempting to match as far as practicable, matters including, but riot restricted to, hours of work, quantum of hours of work and rates of pay. The skills, knowledge and experience will also be taken into consideration, including the ability to retrain and obtain relevant skills within 12 months.