Selection for Redundancy Sample Clauses

Selection for Redundancy. (a) The ideal outcome of a redundancy situation is one where employees volunteer for termination of employment, and the Company's operational requirements are met by the termination of employment of such volunteers. (b) In the event that there are insufficient volunteers, or the Company's operational requirements would not be met by the termination of employment of volunteers; the Company will determine who is to become redundant using the following criteria: - where possible, the work area where redundancies are required will be the area in which employees are selected for redundancy; - long term operational requirements as to employee skills, experience and potential; and - considerations of seniority, equity and fairness. (c) In the event that there are more volunteers for redundancy than are required by the Company; the Company will determine who is to become redundant using the following criteria: - where possible, the work area where redundancies are required will be the area in which employees are selected for redundancy; - the Company's medium and long term skill requirements; and - other things being equal, those employees with the longest service shall have first preference for redundancy. (d) Where the Union disagrees with the Company's determination pursuant to this clause, it is entitled to have the Company's determination reviewed pursuant to Clause 31 of the award.

Selection for Redundancy. (a) The ideal outcome of a redundancy situation is one where employees volunteer for termination of employment, and the company’s operational requirements are met by the termination of employment of such volunteers. (b) However, the Company retains the right to determine who is to become redundant having regard for its operational requirements and taking into account the following: • where possible, the work area where redundancies are required will be in the area in which employees are selected for redundancy. • the company’s skill requirements. • Consideration of seniority, equity and fairness.

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potential redundant employees. (c) Employees with skills that are critical for the company to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organization over a longer period of time, and then by a fair random procedure (eg. selecting names from a hat); (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (eg. selecting names from a hat), taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the Company. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company will continue. (g) Redundancy is not available to employees (i) who simply choose to no longer work for the organization. (ii) who are offered suitable, comparable alternative employment by the Company, or another company which is a transmittee of all or part of the business of the Company, or for whom adequate alternate employment is obtained by the Company. (iii) who are dismissed due to poor performance or misconduct.

Selection for Redundancy. Where the Employer makes a decision to make one or more Employees redundant at one or more worksites, the Employer will follow the following steps:

Selection for Redundancy. Selection for redundancy will be based on the following criteria: (a) The Company will decide which positions are no longer required. (b) Volunteers will be invited from amongst the potentially redundant employees. (c) Employees with skills that are critical for the Company to retain will not be eligible for redundancy. (d) If there are more volunteers than required at the time, those to go first will be selected based on length of service, with preference being given to longer serving staff who have contributed to the organisation over a longer period of time, and then by a fair random procedure (e.g. selecting names from a hat). (e) If there are too few volunteers than required at a particular time, those to go first will be selected by a fair random procedure (e.g. selecting names from a hat), taking into account the skills required by the organisation. (f) Employees who are potentially redundant will be notified of their status and given the opportunity to be considered for other employment with the Company and its associated entities. Those employees who seek other employment will be assessed to determine whether they have the necessary competencies to take on the role for which they would like to be considered. If an employee is offered and accepts another position their employment with the Company will continue.

Selection for Redundancy. Where pursuant to this Agreement any of the Staff employed by Medway are to be made redundant the selection of such staff for redundancy shall (unless something different is specifically agreed in writing at the time by the parties to this agreement) be made fairly and in good faith in accordance with the Medway “Organisational Change Policy (including redundancy)” June 2011 and, where amended, such policy as amended which is in force within Medway at the date that the redundancy consultation starts.

Selection for Redundancy. The Company reserves the right to select Employees to be retrenched based on the consideration of specific skills necessary for the ongoing needs of the operation. Whilst Management will be able to choose those Employees being made redundant, they will be taking into account those Employees nearing retirement and offering the opportunity to discuss individual situations with those Employees who would like to be considered for redundancy.

Selection for Redundancy. 44.6.1. Where the Employer makes a decision to make one or more Employees redundant at one or more worksites, the Employer will follow the following steps: 44.6.1.1. Call for Employees to volunteer for redundancies. Such a call for voluntary redundancies should be made to other worksites not affected by any proposed redundancies where it is possible for Employees to relocate or retraining into alternative duties. 44.6.1.2. Where there are insufficient volunteers for the number of redundancies, the Employer will select Employees for redundancies on a combined basis of last on, first off.

Selection for Redundancy. 15.3.1 The parties agree that in the spirit of this Agreement, terminations in redundancy situations will be consistent with the objectives and goals of the Company and the workforce. Selection for redundancy shall be decided on, but not limited to, issues such as skills and ability, diligence, experience, length of service to the Company, anticipated skills and future labour requirements. 15.3.2 When redundancies are deemed necessary there will be appropriate consultation. The Company will ensure there will be fair treatment in the selection of employees for redundancy.