Common use of Redeployment Process Clause in Contracts

Redeployment Process. 48.8.6.1 Where an employee chooses redeployment HR will: a) interview the employee to ascertain career interests/aspirations, experience/skills, knowledge and training needs. b) assist in developing a Curriculum Vitae, letter of application and in preparing for interviews. c) monitor potential vacancies and keep a record of all employees to be redeployed. Employees being considered for redeployment will be informed of potential vacancies and provided with details including position descriptions and selection criteria. 48.8.6.2 Where an employee is being considered for a vacant position and satisfies the essential selection criteria, or would do so with reasonable training, the Chair of the Selection Committee, in conjunction with HR, will interview the employee prior to any advertisement being placed. In the case where there are two or more employees to be considered for redeployment to one position, the merit principle will apply. 48.8.6.3 Should the interview process confirm that the employee satisfies the essential selection criteria or would, with reasonable training (normally 6 months), redeployment will be effected at the earliest possible date. The necessary training will be carried out by the University in paid time and any associate course costs paid by the University. 48.8.6.4 If the employee is not considered suitable for the vacant position the area with the vacancy will be required to discuss with the Director, HR why the employee does not meet the requirements of the position. Where the Director, HR is satisfied with the decision, the employee may then be given feedback by the Chair of the Selection Committee or the supervisor. Where there is disagreement on whether the employee is considered as a suitable appointee, the Relevant Senior Officer is the authorised arbiter. 48.8.6.5 All employees, who are identified as redundant will be entitled to reasonable access to paid time off to attend employment interviews. 48.8.6.6 Redeployment will be deemed to have ended when the employee: a) is redeployed to an alternative continuing position and successfully completes any trial period; or b) has not been redeployed to an alternative position by the end of the “transition period”; or c) having elected to go into the redeployment process, refuses an offer of an alternative position at the same salary which, in the opinion of the University and following consultation with the affected employee and their nominated representative, represents a suitable and reasonable redeployment. In such cases the University’s obligations and the employee’s rights under this clause with respect to redeployment and retrenchment will be deemed to have expired and accordingly retrenchment benefits, in relation to service, are not payable.

Redeployment Process. 48.8.6.1 Where an employee a staff member chooses redeployment HR willredeployment, the following process will occur: a) HR will interview the employee staff member to ascertain career interests/aspirations, experience/skills, knowledge and training needs. b) HR will assist in developing a Curriculum Vitae, letter of application and in preparing for interviews. c) HR will monitor potential vacancies and keep a record of all employees staff members to be redeployed. Employees Staff being considered for redeployment will be informed of potential vacancies and provided with details including position descriptions and selection criteria. 48.8.6.2 . Where an employee a staff member is being considered for a vacant position and satisfies the essential selection criteria, or would do so with reasonable training, the Chair of the Selection Committee, in conjunction with HR, will interview the employee staff member prior to any advertisement being placed. In the case where there are two or more employees staff members to be considered for redeployment to one position, the merit principle will apply. 48.8.6.3 . Should the interview process confirm that the employee staff member satisfies the essential selection criteria or would, with reasonable training (normally 6 months), redeployment will be effected at the earliest possible datemutually acceptable date for all parties. The necessary training will be carried out by the University in paid time and any associate course costs paid by the University. 48.8.6.4 . If the employee staff member is not considered suitable for the vacant position the area with the vacancy will be required to discuss with the Director, HR why the employee staff member does not meet the requirements of the position. Where the Director, HR is satisfied with the decision, the employee staff member may then be given feedback by the Chair of the Selection Committee or the supervisor. Where there is disagreement on whether the employee staff member is considered as a suitable appointee, the Relevant Senior Officer Deputy Vice Chancellor (Academic) is the authorised arbiter. 48.8.6.5 All employees, who are identified as redundant will be entitled to reasonable access to paid time off to attend employment interviews. 48.8.6.6 Redeployment will be deemed to have ended when the employee: a) is redeployed to an alternative continuing position and successfully completes any trial period; or b) has not been redeployed to an alternative position by the end of the “transition period”; or c) having elected to go into the redeployment process, refuses an offer of an alternative position at the same salary which, in the opinion of the University and following consultation with the affected employee and their nominated representative, represents a suitable and reasonable redeployment. In such cases the University’s obligations and the employee’s rights under this clause with respect to redeployment and retrenchment will be deemed to have expired and accordingly retrenchment benefits, in relation to service, are not payable.

Redeployment Process. 48.8.6.1 Where an employee chooses redeployment redeployment, HR will: a) interview the employee to ascertain career interests/aspirations, experience/skills, knowledge and training needs. b) assist in developing a Curriculum Vitae, letter of application and in preparing for interviews. c) monitor potential vacancies and keep a record of all employees to be redeployed. Employees being considered for redeployment will be informed of potential vacancies and provided with details including position descriptions and selection criteria. 48.8.6.2 descriptions. Where an employee is being considered for a vacant position and satisfies the essential selection criteria, or would do so with reasonable training, the Chair of the Selection Committee, in conjunction with HR, will interview the employee staff member prior to any advertisement being placed. In the case where there are two or more employees to be considered for redeployment to one position, the merit principle will apply. 48.8.6.3 . Should the interview process confirm that the employee satisfies the essential selection criteria is suitable or would, would be with reasonable training (normally 6 months), redeployment will be effected at the earliest possible date. The necessary training will be carried out by the University in paid time and any associate course costs paid by the University. 48.8.6.4 . If the employee is not considered suitable for the vacant position the area with the vacancy will be required to discuss with the Director, HR why the employee does not meet the requirements of the position. Where the Director, HR is satisfied with the decision, the employee may then be given feedback by the Chair of the Selection Committee or the supervisor. Where there is disagreement on whether the employee is considered as a suitable appointee, the Relevant Senior Officer ▇▇▇▇▇▇▇ is the authorised arbiter. 48.8.6.5 All employees, who are identified as redundant will be entitled to reasonable access to paid time off to attend employment interviews. 48.8.6.6 Redeployment will be deemed to have ended when the employee: a) is redeployed to an alternative continuing position and successfully completes any trial period; or b) has not been redeployed to an alternative position by the end of the “transition period”; or c) having elected to go into the redeployment process, refuses an offer of an alternative position at the same salary which, in the opinion of the University and following consultation with the affected employee and their nominated representative, represents a suitable and reasonable redeployment. In such cases the University’s obligations and the employee’s rights under this clause with respect to redeployment and retrenchment will be deemed to have expired and accordingly retrenchment benefits, in relation to service, are not payable.