Termination, Change and Redundancy. The Termination, Change and Redundancy principles shall apply in accordance with Appendix B (Termination, Change and Redundancy).
Termination, Change and Redundancy. The termination of employment, introduction of change and redundancy provisions are contained in Appendix B.
Termination, Change and Redundancy. Summary Dismissal
24.1 The services of an employee may be terminated by the College without notice if the employee is guilty of serious neglect of duty, gross incompetence, wilful misconduct or serious misrepresentation. A breach of the 1997 Protocol on Sexual Abuse may be regarded as grounds for summary dismissal.
24.2 Without limiting clause 24.1, but subject to clause 24.3, which outlines the Due Process procedures, the College may also terminate the employment of an employee for reasons connected with the employee’s conduct or performance or the operational requirements of the College.
24.3 When considering the termination of an employee’s employment for reasons relating to the employee’s conduct or performance pursuant to clause 24.2, the College will:
(a) advise the employee in writing of:
(i) the College’s concern with the employee’s conduct or performance;
(ii) the time, date and place of a meeting to discuss the College’s concern;
(iii) the employee’s right to be accompanied by a nominee of the employee’s choice at the meeting;
(iv) the College’s right to terminate the employee’s employment should the College’s concerns not be resolved; and
(b) conduct a meeting which will:
(i) include discussion of the College’s concern with the employee’s conduct or performance;
(ii) give the employee an opportunity to respond to the College’s concern;
(iii) include discussions of any counselling or assistance, where appropriate, available to the employee;
(iv) include documentation, where appropriate;
(v) set periods of review and future meetings as appropriate.
24.4 The above process shall proceed without prejudice to either party’s rights and with the co-operation of the parties.
24.5 If, following this process, the College decides to terminate the employment of a general staff member, then the College must give four (4) weeks' notice of termination to the employee or pay the employee in lieu of such notice. An employee who has been employed by the College for a period of 5 years or longer, and who is 45 years of age or older, shall be entitled to five (5) weeks' notice of termination or payment in lieu.
Termination, Change and Redundancy. (a) Barbeques Galore is bound by the Termination, Change and Redundancy standards of the Australian Industrial Relations Commission in PR032004 (as amended) and any other improved standards that may arise from subsequent decisions of the Australian Industrial Relations Commission that deal with Termination, Change and Redundancy.
(b) On request Barbeques Galore will provide an employee a summary of the current key provisions set by the Australian Industrial Relations Commission.
Termination, Change and Redundancy. The consultative provisions of the SA TAB Award with regard to Notification of Termination/Loss of Hours (Clause 4.6) will continue to apply. These provisions say that when a situation will occur which may lead to a significant reduction in hours or income of employees, the SA TAB consult as soon as possible with the employees directly affected, their representatives and the Union. The implementation of the Clause will be agreed between the parties. Reduction in hours and/or income may occur because of • Closure or resites of Branches • Reduced opening or closing hours • Appointment of more staff per Branch • Commissioning of Branches • Increase in the number of full-time employees There may be other reasons. Discussions with the employees and the Union and Associations will include: • The reasons for the proposed terminations or reduction in hours and/or income • Measures to avoid or minimise terminations or reduction in hours and/or income • Measures to mitigate the adverse affects of terminations or reduction of hours or income (for example, redeployment elsewhere with the TAB, cessation of recruitment of new staff, etc) If, after consultation, it is found there will still be significant reduction in hours of work available to employees, packages will be offered.
Termination, Change and Redundancy. (a) Strandbags will be bound by the National Employment Standards provided that the payment for permanent employees in the case of Redundancy will be: Less than 1 year Xxx Xxx 1 year or more but less than 2 4 weeks 5 weeks 2 years or more but less than 3 7 weeks 8.75 weeks 3 years or more but less than 4 10 weeks 12.5 weeks 4 years or more but less than 5 12 weeks 15 weeks 5 years or more but less than 6 14 weeks 17.5 weeks 6 years or more but less than 10 16 weeks 20 weeks 10 years or more 20 weeks 24 weeks
(b) An employee will not be made redundant in situations where a labour hire employee is performing work at equivalent weekly hours that is the same or similar (ie the employee is job-ready to move into the role) to the work the employee is performing.
Termination, Change and Redundancy. (a) Bunnings will adhere to the provisions of this clause as it relates to Termination Change and Redundancy standards.
(b) Major Change applies where Bunnings has made a definite decision to introduce major changes that are likely to have significant effects on team members. This may result from:
(i) Major changes in Bunnings or ‘Bunnings’ structure
(ii) Changes in technology
(c) In some cases Major Change may lead to Redundancies. Redundancy applies where Bunnings has made a decision that it no longer wishes the job the team member has been doing to be done by anyone.
(d) If Major Change is to occur Bunnings shall discuss with the team members affected and their representative:
(i) The introduction of the Major Change;
(ii) The effects the changes are likely to have on team members; and
Termination, Change and Redundancy. (a) Except where inconsistent with the terms of this Certified Agreement, Bunnings will adhere to the Termination Change and Redundancy standards (excluding severance pay) as set by the AIRC in the Termination Change and Redundancy Case (PR 062004 and PR 032004).
(b) Major Change applies where Bunnings has made a definite decision to introduce major changes that are likely to have significant effects on team members. This may result from:
(i) Major changes in Bunnings or 'Bunnings' structure
(ii) Changes in technology
(c) In some cases Major Change may lead to Redundancies. Redundancy applies where Bunnings has made a decision that it no longer wishes the job the team member has been doing to be done by anyone.
(d) If Major Change is to occur Bunnings shall discuss with the team members affected and the SDA or their chosen representative where appropriate:
(i) The introduction of the Major Change;
(ii) The effects the changes are likely to have on team members; and
Termination, Change and Redundancy. 17.1 The Company shall notify and relevant employees immediately upon any decision being taken in accordance with this clause.
17.2 For the purposes of applying those provisions:
17.2.1 Except in circumstances justifying summary dismissal, notice of termination (or payment in lieu) for full-time and part-time employees shall be as follows: Less than 1 year 1 week 1 year but less than 3 years 2 weeks 3 years but less than 5 years 3 weeks 5 years and over 4 weeks
7.2.2 Full-time and Part-time employees over 45 years of age with 2 years continuous service will be entitled to an additional week of notice.
17.2.3 All Full-time and Part-time employees will be entitled to 1 paid day off per week of notice for the purpose of seeking alternative employment.
Termination, Change and Redundancy. Employees engaged for a specific period of time, casuals and apprentices on completion of apprenticeship shall not be subject to this Clause.
