Redeployment and Redundancy. The parties acknowledge that the Public Xxxxxx Xxxxxxxxxx Xxx 0000 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all Employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail. The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: acknowledging that the Employee’s classification level illustrates core competencies for that classification level; providing sufficient weight to the Employee’s knowledge, skills and experience; and recognising the transferability of skills to roles where a direct fit may not exist. The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with clause 2.12.2. The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System. The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment. Upon notification of registration, the Employer shall provide an Employee who is notified of the Employer’s intention to register them under regulation 18 of the Regulations with the written reason/s for the intended registration and the possible employment, placement and training options available to them. Where the Employer is able to do so consistent with Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period of a Registered employee for the duration that the Employee is participating in retraining, a secondment or other employment placement arrangement. Where suspension of the total duration would exceed the allowable duration under Commissioner’s Instruction No. 12 – Redeployment and Redundancy, the Employer may Suspend the Redeployment period for the portion allowable. The Employer will notify the Unio...
Redeployment and Redundancy. 2.16.1 The parties to this Agreement acknowledge that the Public Sector Management Act 1994 (PSMA) and the Public Sector Management (Redeployment and Redundancy) Regulations 2014 (Regulations) provide the legislative framework for redeployment and redundancy for all employees covered by this Agreement. If the provisions of this Agreement and the Regulations are inconsistent, the provision of the Regulations shall prevail.
2.16.2 The Employer and prospective Employer will assess the Suitability of a Surplus employee broadly which includes, but is not limited to: acknowledging that the employee’s classification level illustrates core competencies for that classification level; providing sufficient weight to the employee’s knowledge, skills and experience; and recognising the transferability of skills to roles where a direct fit may not exist.
2.16.3 The Employer and prospective Employer will seek to place Surplus employees in suitable positions in accordance with subclause 2.16.2.
2.16.4 The Employer will provide Surplus employees with direct access to priority vacancies through the online Recruitment Advertising Management System.
2.16.5 The Employer will provide Surplus employees with case management in line with the Public Sector Commission’s Redeployment and Redundancy Guidelines and the Public Sector Commission’s Redeployment and Redundancy Guidelines Appendix A – Case Management or any revised arrangement subsequent to the review of the redeployment and redundancy provisions. The Employer will ensure that Surplus employees are provided with an appropriately skilled case manager/s, a skills audit and continual support to find Suitable employment.
Redeployment and Redundancy. 10.1 The provisions of Schedule 4 Northern Territory Public Sector Redeployment and Redundancy Entitlements do not apply in transfer of business or transfer of employment situations where work of the employer is transferred or outsourced to another employer and the employee is offered employment with the second employer to perform the same or substantially similar work.
Redeployment and Redundancy. This is clause 10 in the current Agreement. This was moved from part 1 of the current Agreement. Minor change with addition of a sub clause advising Redeployment and redundancy entitlements are set out in Schedule 4.
Redeployment and Redundancy. 13.1 This clause shall apply in respect to full time and part time persons employed in the classifications specified by Clause 6, Classification.
13.2 Notwithstanding anything contained elsewhere in this clause, this Clause shall not apply to employees with less than one year’s continuous service and the general obligation on employers shall be no more than to give such employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by the employees of suitable alternative employment.
13.3 Notwithstanding anything contained elsewhere in this Clause, this Clause shall not apply where employment is terminated as a consequence of conduct that justifies instant dismissal, including malingering, inefficiency or neglect of duty, or in the case of casual employees or employees engaged for a specific period of time or for a specified task or tasks, or where employment is terminated due to the ordinary and customary turnover of staff.
13.4 Where Pulse has made a definite decision that Pulse no longer wishes the job the employee has been doing to be done by anyone pursuant to subclause 9.1.1, and that decision may lead to the termination of employment, Pulse shall hold discussions with the employees directly affected and with the Union to which they belong.
13.5 The discussions shall take place as soon as is practicable after Pulse has made a definite decision and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination on the employees concerned.
13.6 For the purpose of the discussion Pulse shall, as soon as practicable, provide to the employees concerned and the Union to which they belong all relevant information about the proposed terminations, including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that Pulse shall not be required to disclose confidential information the disclosure of which would adversely affect Pulse.
Redeployment and Redundancy. 10.1 Redeployment and redundancy entitlements applicable to employees are set out in Schedule 4.
10.2 Transfer of employment
(a) The provisions of Schedule 4 Northern Territory Public Sector Redeployment and Redundancy Entitlements do not apply in transfer of business or transfer of employment situations where work of PWC is transferred or outsourced to another employer and the employee is offered employment with the second employer to perform the same or substantially similar work.
(b) The NES of the FW Act contains minimum entitlements relating to redundancy pay, including in transfer of business or transfer of employment situations. The FW Act provisions state, among other things, that redundancy pay does not apply in these situations if:
(i) the second employer recognises the employee’s service with PWC; or
(ii) the employee rejects an offer of employment made by the second employer that:
A. is on terms and conditions substantially similar to, and considered on an overall basis, no less favourable than, the employee’s terms and conditions of employment with PWC immediately before termination; and
B. recognises the employee’s service with PWC, unless the FWC is satisfied that this would operate unfairly to the employee who rejected the offer, in which case, upon application, the FWC may order PWC to pay the employee a specified amount of redundancy pay.
Redeployment and Redundancy. The provisions of Schedule 2 Northern Territory Public Sector Redeployment and Redundancy Entitlements do not apply in transfer of business or transfer of employment situations where work of the employer is transferred or outsourced to another employer and the employee is offered employment with the second employer to perform the same or substantially similar work. The National Employment Standard of the FW Act contains minimum entitlements relating to redundancy pay, including in transfer of business or transfer of employment situations. The FW Act provisions state, among other things, that redundancy pay does not apply in these situations if:
(a) the second employer recognises the employee’s service with the first employer; or
(b) the employee rejects an offer of employment made by the second employer that:
(i) is on terms and conditions substantially similar to, and considered on an overall basis, no less favourable than, the employee’s terms and conditions of employment with the first employer immediately before termination; and
(ii) recognises the employee’s service with the first employer, unless the FWC is satisfied that this would operate unfairly to the employee who rejected the offer, in which case, upon application, the FWC may order the first employer to pay the employee a specified amount of redundancy pay.
Redeployment and Redundancy. 10.1 The provisions of Schedule 0 Xxxxxxxx Xxxxxxxxx Xxxxxx Xxxxxx Xxxxxxxxxxxx and Redundancy Entitlements do not apply in transfer of business or transfer of employment situations where work of Territory Generation is transferred or outsourced to another employer and the employee is offered employment with the second employer to perform the same or substantially similar work.
Redeployment and Redundancy. Should the changes involve the potential of positions becoming surplus to requirements, the Redundancy/Redeployment clause will apply.
Redeployment and Redundancy. The parties recognise that at times it may be necessary for the Board of Directors to make positions within the organisation redundant. Redundancy should firstly be affected by natural attrition, secondly by voluntary redundancy, and lastly by forced redundancy. The following provisions will be applied in circumstances where a position is likely to be made redundant:
1. Priority on redeployment of the employee: The first priority of the organisation in the event of a position no longer being required is to inform the employee concerned and to attempt to redeploy the employee into a suitable alternative position. If a suitable alternative position is available training will be provided to assist the employee to perform the function of the suitable alternative position, to a satisfactory level within a reasonable timeframe.
2. Suitable alternative position: A suitable alternative position is a position which represents a classification, grade, increment, and salary outcome not less than the position being made redundant, and which represents a scope, skills set, and occupation comparable to that of the position being made redundant, notwithstanding that skill enhancement by dedicated training may be appropriate. A suitable alternative position may involve location in another program or at another Marymead work site, and will involve similar working hours unless varied by mutual agreement.
3. The Organisation may, with the agreement of the employee, redeploy an employee to an alternative position where conditions of employment do not meet the required classification, grade, increment, salary outcomes, and working hours do not meet the standards of the position being made redundant, where it makes compensation to ensure that terms and conditions of the position being made redundant are maintained in the alternative position. Where this occurs no further increases to remuneration will apply to the alternative position until the conditions of the alternative position are increased under a new Agreement to exceed the remuneration applying to the employee at the time of redeployment.
4. A probationary period of employment shall not apply to an employee who has been redeployed to a position providing alternative employment.
5. An employee who accepts an alternative employment position will be entitled to redundancy provisions, in the event of the alternative employment position being made redundant.
6. An employee who is offered but does not accept a suitable alter...
