Common use of Redundancy Process Clause in Contracts

Redundancy Process. a) The Employer seeks to maintain the current skills mix and ▇▇▇▇▇▇▇ levels. The Employer seeks to expand these levels through the growth of the Employer's business. b) In event that an Employee’s position is made redundant and his/her employment is terminated as a result, the Employee shall be afforded reasonable time required to organize their departure. This includes the collection of all personal belongings, training records etc. c) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who will be affected by such decision. e) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Employer seeks to and will determine the order of selection of employees for redundancy in accordance with the following: I. Voluntary terminations redundancies will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment to each of the potentially affected Employees and advise those who are likely to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance with the disputes procedure in this Agreement.

Redundancy Process. a) The Employer seeks ASP will, in consultation with employees and the MUA, determine the number of positions to maintain the current skills mix and ▇▇▇▇▇▇▇ levels. The Employer seeks to expand these levels through the growth of the Employer's business. b) In event that an Employee’s position is be made redundant and his/her employment is terminated as a result, on the Employee shall be afforded reasonable time required to organize their departurefollowing basis. This includes the collection • Expressions of all personal belongings, training records etc. c) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and interest in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who voluntary redundancy will be sought from employees on board the affected by such decision. e) vessel. • Where there are insufficient volunteers from the affected vessel, expressions of interest in voluntary redundancy from other vessels within the Clients’ Fleet will be sought. Where there are insufficient volunteers within the affected vessel, expressions of interest in voluntary redundancy from other vessels within ASPSM’s fleet will be sought on a reciprocal basis. In applying this clause, "reciprocal basis" means that the Employer redundancy entitlement for the volunteer from the other vessel will be capped at the redundancy entitlement that would have been payable to the employee from the affected vessel who is retained in employment. • Where reciprocal redundancy occurs, the volunteers with the most seniority will be accepted. • Where too many expressions of interests are received, volunteers accepted for redundancy shall not discriminate against Employees be determined on seniority, based on years of service with ASPSM, subject to this clause. • If insufficient expressions of interest for voluntary redundancy are received, the parties will meet and assess employees for compulsory redundancy within the Client Fleet on the basis of their redundancy option/entitlement. f) The Employer seeks to and will determine the order of selection of employees for redundancy in accordance with the following: I. Voluntary terminations redundancies will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) length of service; • Qualifications (25%) performance; • Experience (25%) skills, training and experience; and • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment equal weighting will be given to each of the potentially affected Employees above criteria and advise employees with the lowest weighting will be made redundant. Where two or more employees score the same and not all of those who persons are likely proposed to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” made redundant, further consultation will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance had with the disputes MUA, provided that where no agreement is reached with the MUA, the ultimate selection of employees is at the discretion of ASPSM. • Either party has the right to access the dispute resolution procedure in this Agreementat any time throughout the process.

Redundancy Process. aNo permanent employee will be selected for a redundancy if there are casual employees, contract or labour hire employees who are performing the same position as the position that has been identified for redundancy. Further, in all cases, the company will review redeployment opportunities at the site and other sites operated by the Company and provide information on any suitable roles to people impacted. Where the Company has determined that a role(s) The Employer seeks to maintain or job function(s) is/are no longer required, then the current skills mix and ▇▇▇▇▇▇▇ levelsindividual(s) in that job role/function(s) will be eligible for redundancy. The Employer seeks Company will call for volunteers (in which case the process set out in ATTACHMENT 1 will apply). The Company has developed a knowledge, skills and attributes process (KSA Process) to expand these levels through assess employee’s knowledge, skills and attributes. This process is outlined in ATTACHMENT 2 to this APPENDIX 1. Where the growth KSA Process is adopted, at the conclusion of the Employer's business. b) In event that an Employee’s position is made redundant and his/her employment is terminated as a resultassessment exercise, the Employee shall Company will have a ranking of employees and will have determined the number at the bottom of the list that will be afforded reasonable time made redundant. A Final Review/Appeals Process for the KSA Process is outlined in ATTACHMENT 3 to this APPENDIX 1. If following assessment of any volunteers it is determined that those employees' knowledge, skills and attributes are no longer required by the company, then those employees will be allowed to organize their departuretake voluntary redundancy. This includes process is outlined in ATTACHMENT 1 to this APPENDIX 1. If following assessment of the collection volunteers, it is determined that some or all of all personal belongingsthose employees' Knowledge, training records etc. c) Prior Skills and Attributes are still required by the company, then the company will proceed to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who will be affected by such decision. e) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Employer seeks to and will determine the order of selection of employees for redundancy process in accordance with ATTACHMENT 2. 4 STEERING COMMITTEE A Steering Committee will oversee the followingRedundancy Process and be the main forum for holding discussions on matters related to redundancies. The Steering committee will include: I. Voluntary terminations redundancies will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment to each of the potentially affected Employees and advise those who are likely to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance with the disputes procedure in this Agreement.

Redundancy Process. a) The Employer seeks Where practicable, redundancies will be conducted through a voluntary process initially, however where necessary, compulsory redundancies may be required. Apprentices are not eligible to maintain apply for voluntary redundancy. It is agreed that the current Company must retain a workforce that contains the skills mix necessary to remain competitive. In this regard, the skill needs of the Company will be used to determine employee requirements in a redundancy situation. If there are insufficient nominees for a voluntary redundancy or those who nominate will disadvantage the competitiveness of the Company should they leave, the Company will consider other options, and ▇▇▇▇▇▇▇ levelsretain the discretion, to make alternative employees redundant. The Employer seeks following redundancy selection process will be followed provided it is practical to expand these levels through do so given the growth particular set of circumstances applying in a specific redundancy situation: Step 1 Company will advise those employees in the directly affected group who occupy the redundant positions (Group 1). This group will be offered first option for voluntary redundancy (VR). A condition of any employee in Group 1 not applying for VR will be requirement to accept a transfer to another vacant position of the Employer's businesssame classification and agree to work under the terms and conditions (including roster) that apply to that vacant position. If the employee does not accept these transfer terms, s/he will be automatically selected for redundancy. b) In event that Step 2 If Step 1 does not achieve the required number of redundancies, applications for VR will be invited from other employees in the same classification and who possess an Employee’s position is made redundant immediately inter-changeable skill set (Group 2). Step 3 If Step 2 does not achieve the required number of redundancies, applications for VR will be invited from other employees in the same classification and his/her employment is terminated as who possess a resultlonger term inter-changeable skill set (Group 3). Step 4 If Step 3 does not achieve the required number of redundancies, the Employee shall Company will use its Knowledge, Skills and Attributes (KSA) process to select for involuntary redundancy the outstanding number of redundant employees required in each classification from Group 1 employees. The Company reserves the right to refuse any application for VR where it is reasonable to assume that the loss of that employee’s particular knowledge, skills and experience would compromise the operation of the business, and a replacement cannot be afforded reasonable time trained to the required to organize their departurestandard in the available timeframe. This includes the collection of all personal belongings, training records etc. c) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who Redundancy will be affected by such decision. e) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Employer seeks confirmed in writing to each selected employee and entitlements will determine the order of selection of employees for redundancy be in accordance with the following: I. Voluntary terminations redundancies terms of the Agreement. This confirmation will advise that any successful appeal by another employee may result in a withdrawal of this notice. Any appeal over the Company’s non-acceptance of an application for VR, or the Company’s selection of an employee for involuntary redundancy, will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment to each of the potentially affected Employees and advise those who are likely to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one processed in accordance with the disputes procedure in Agreement’s Avoidance of Industrial Disputes Procedure. Where an appeal is successful, this Agreement.may lead to a corresponding inclusion

Redundancy Process. a) The Employer seeks to maintain the current skills mix and ▇▇▇▇▇▇▇ levels. The Employer seeks to expand these levels through the growth of the Employer's business. b) In event that an Employee’s position is made redundant and his/her employment is terminated as a result, the Employee shall be afforded reasonable time required to organize their departure. This includes the collection of all personal belongings, training records etc. c) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employees, the Employer will consult with the Employee and their selected representatives about the number and classification of Employees who will be affected by such decision. e) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Subject to APPENDIX N – EMPLOYER SPECIFIC TERMS, the Employer seeks to and will determine the order of selection of employees for redundancy in accordance with the following: I. Voluntary terminations redundancies will be encouraged and sought as a first step, and wherever possible, such redundancies will be made using the volunteers. II. Should there not be enough volunteers, the selection of Employees for retrenchment will be based on following selection criteria: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years of service (25%) III. Once the process of assessment has been done, the Employer shall disclose the assessment to each of the potentially affected Employees and advise those who are likely to be selected for retrenchment. g) An Employee of the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance with the disputes procedure in this Agreement.

Redundancy Process. Where the number of Permanent Employees in a classification exceeds the number of positions available, the following process will be applied: (a) The Employer seeks to maintain will inform the current skills mix and ▇▇▇▇▇▇▇ levels. Union of the redundancy situation; (b) The Employer seeks will determine the number of redundancy packages to expand these levels through apply; (c) Voluntary redundancies may occur at any stage during the growth of the Employer's businessredundancy process. b) In event that an Employee’s position is made redundant and his/her employment is terminated as a result, the Employee shall be afforded reasonable time required to organize their departure. This includes the collection of all personal belongings, training records etc. c(d) Prior to any termination of employment by reason of redundancy, the Employer shall ensure, so far as practicable, that training records of affected employees are current and up to date and in line with the relevant industry requirements. d) When the Employer decides to make redundant an Employee or Employeesredundancies, the Employer will consult with first exhaust the Employee and their selected representatives about following provisions, in order, to assist the number and classification employment of Employees who all Employees: (i) Job Share Arrangements; (ii) Excess leave balances will be affected by such decision.taken; e(iii) In applying this clause, the Employer shall not discriminate against Employees on the basis of their redundancy option/entitlement. f) The Employer seeks to and will determine the order of selection of employees for redundancy in accordance with the following: I. Voluntary terminations redundancies will be encouraged and sought as to apply for long service leave; (iv) Employees will be encouraged to apply for study leave; (v) Employees may enter into job share arrangements, by mutual agreement; (vi) Employees may apply for part paid leave or unpaid leave by mutual agreement; (e) Prior to any redundancies, Casual Employees will be replaced by Permanent Employees of the same classification on a last on first step, and wherever possible, such redundancies off basis. (f) Permanent Employees will be made using redundant in the volunteers.following order; II. Should there not (i) Redundancies will be enough volunteers, the selection voluntary in order of Employees for retrenchment seniority and; (ii) The balance of redundancies will be based on following selection criteriathe below points system: • Skills (25%) • Qualifications (25%) • Experience (25%) • Years Length of Service- Employees will accrue 2 points per year of service (25%uncapped) III. Once Points will accrue from the process date of assessment has been donepermanent employment with the Employer. • Discipline and Conduct- Employees will be deducted 5 points for each formal breach of the applicable Employer policies and procedures. The breach must be recorded in a formal written warning for the deduction to occur. • Formal breaches last for a maximum of 18 months at which point they will expire and be wiped from an Employee’s record and any deducted points will be re-instated. • There shall be no points deductions based on any performance reviews conducted by Employer representatives. • Where two Employees have the same points, the longest serving Employee will retain employment. • As per applicable Employer shall disclose policies and procedures, Employees will have the assessment opportunity to each of the potentially affected Employees and advise those who are likely to be selected for retrenchmentappeal any formal written warning. (g) An Employee of If, in exceptional circumstances, either the effected work group who does not accept voluntary redundancy and does not accept a suitable alternative position shall not be entitled Employer or the Union consider it necessary to any payment associated with redundancy. Whether or not a position is a “suitable alternative position” will be determined on a case by case basis having regard to individual circumstances including additional travel time and family responsibilities. If agreement cannot be reached regarding a “suitable alternative position” the matter may be referred to the Disputes Board or FWC who will determine whether the position is a suitable one in accordance with the disputes procedure in this Agreement.depart from 15.3