TERMINATION OF EMPLOYMENT & REDUNDANCY. It is the Enterprise’s prerogative to determine the order or selection of employee/s for termination or redundancy subject always to the following:
TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable: Less than 1 years service Nil 1 year and less than 3 years 4 weeks 3 years and less than 4 years 6 weeks 4 years and less than 5 years 8 weeks 5 years or more 10 weeks A week’s pay is 38 hours pay at ordinary rates without any allowances. Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour. In addition, redundancy payment does not apply in cases of Transmission of Business or where a suitable alternative role is identified for the Employee (whether accepted or not) e.g. at a location within the Hunter Region.
TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation in accordance with the provisions of this Agreement. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Redeployment options in the Lower Hunter Region will be investigated to provide an equivalent role as alternative to redundancy of an Employee. Where an equivalent role is identified for an Employee as an alternative to redundancy and the role is located within an acceptable travel distance from the Employee’s place of residence, the Employee will not be considered to be redundant regardless of whether the alternative role is accepted or not. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. An Employee given notice of termination due to redundancy will be given up to the equivalent of one day’s time off work each week during the notice period to attend interviews for other employment. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable: Length of Service Severance Payment Less than 1 year Nil 1 year and less than 2 years 4 weeks’ pay 2 years and less than 3 years 6 weeks’ pay 3 years and less than 4 years 7 weeks’ pay 4 years and less than 5 years 8 weeks’ pay 5 years and less than 6 years 10 weeks’ pay 6 years and less than 7 years 11 weeks’ pay 7 years and less than 8 years 13 weeks’ pay 8 years and less than 9 years 14 weeks’ pay 9 years or more 16 weeks’ pay A weeks’ pay means 38 hours at the Employee’s ordinary rate without any allowances. Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour.
TERMINATION OF EMPLOYMENT & REDUNDANCY. Permanent Employees Only Termination of Employment 14 Redundancy 15
TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of customer demand, profitability, technological change or other operational reasons. Where redundancies are deemed necessary there will be appropriate consultation in accordance with the provisions of this Agreement. The Company will ensure there will be fair treatment in the selection of Employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee who is given notice of redundancy may elect to terminate their employment during the notice period. In this circumstance the Employee will be entitled to receive the appropriate redundancy benefit, but will not be entitled to payment in lieu of any outstanding period of notice. An Employee given notice of termination due to redundancy will be given up to the equivalent of one day’s time off work during the notice period to attend interviews for other employment. Where an Employee is made redundant the following severance payment, in addition to the required notice, will be payable.
TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of client demand, profitability, or technological change. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. An Employee’s resignation or termination by the Company as a result of the Employee’s performance or behaviour is not regarded as redundancy. In addition, redundancy does not occur in cases of Transmission of Business or where a suitable alternative role is identified for the employee (whether accepted or not). Where an Employee is made redundant by the Company they will be entitled to benefits, either from the Company or a Redundancy Trust Scheme, or a combination of both.
TERMINATION OF EMPLOYMENT & REDUNDANCY. 36.1. In accordance with the NES, full-time and part-time employees are entitled to be paid redundancy pay if their employment is terminated because CIG no longer requires the job done by the employee to be done by anyone (except where this is due to the ordinary and customary turnover of labour).
TERMINATION OF EMPLOYMENT & REDUNDANCY. (Full Time & Part Time Employees)
TERMINATION OF EMPLOYMENT & REDUNDANCY. 12.1 Termination by the employer
(a) Notice - permanent employees Continuous period of service with employer Notice Payment in lieu of notice
TERMINATION OF EMPLOYMENT & REDUNDANCY. Redundancy is a situation where the Company has determined that the role currently performed by an Employee is no longer required to be performed by anyone. This may arise because of the level of client demand, profitability, or technological change. Where redundancies are deemed necessary there will be appropriate consultation with the workforce. The Company will ensure there will be fair treatment in the selection of employees for redundancy. Termination of employment shall be decided on, but not limited to issues such as skills and ability, diligence, experience, length of service with the Company, anticipated skills and future labour requirements. Where an employee is made redundant, the following severance payment, in addition to the required notice, will be payable. ⮚ Less than 1 years service - Nil ⮚ Thereafter – 4 weeks plus an additional two weeks for each completed year of service in excess of 2 years. ⮚ Severance Payments will be capped at 10 weeks pay (i.e. for 5 or more completed years of service). Payment for redundancy does not apply to Employee resignation or termination by the Company as a result of the Employee’s performance or behaviour. In addition, redundancy payment does not apply in cases of Transmission of Business or where a suitable alternative role is identified for the employee (whether accepted or not). A suitable alternative role is defined as: • One that the employee has the capacity to perform by way of qualification, experience or competence; and • One that is within the geographic operation of the Xxxxx Basin North branch of the company. An employee who accepts a suitable alternative role which requires relocation will be supported by the company with the costs of moving their household goods. An employee who is otherwise redundant and who accepts an alternative role outside the geographic operation of the Xxxxx Basin North branch will not be entitled to a redundancy payment. They will, however, be supported by the company with the costs of moving their household goods
