(1) The University may declare ongoing senior staff positions redundant. (2) Positions may become surplus to the University's requirements for reasons of an economic, technological, structural or similar nature, including: (3) This Policy applies to senior staff members employed on an ongoing basis and excludes senior staff employed on a fixed-term basis. (4) The benefits payable will not be available to senior staff members under the following circumstances: (5) Where positions are identified as surplus to requirements of the University, the following steps will apply. (6) Where the University identifies a need to achieve staff reductions, the authorising officer may call for applications from staff members interested in voluntary redundancy. Applications may be sought from staff members across the University, or from staff members in specifically identified areas. (7) The call for applications will be made in writing and will include the timelines relevant to the process for receipt, consideration and approval of applications. For voluntary redundancy the process will normally take up to six weeks to complete and will involve the following steps: (8) Where an application is accepted by the authorising officer, consultation will occur as soon as possible between the staff member and their Supervisor to determine a termination date. (9) Staff whose applications for voluntary redundancy are approved will receive benefits as outlined in accordance with Section 4 below. (10) Where the voluntary measures outlined above do not achieve the appropriate staff reductions, the University may identify specific positions as surplus. Following the identification of these positions the following process will occur: (11) All relevant information and data will be provided to staff to assist in the consultations. (12) Following these discussions the authorising officer may formally notify a staff member(s) that their position is surplus to the University's requirements. A staff member who applied for voluntary redundancy and whose application was rejected cannot be made redundant under the arrangements for involuntary redundancy. (13) Within 10 working days of notification, the staff member may elect one of the following options and notify the authorising officer in writing: (14) Staff who accept involuntary redundancy will receive benefits as outlined in accordance with Section 4. (15) Consultation will occur as soon as possible between the staff member and their Supervisor to determine a termination date. (16) The redeployment search period for senior staff members is 12 weeks. Benefits will be paid to a staff member where a staff member elects redeployment but is unable to be redeployed to a suitable vacant position, or where a trial period is unsuccessful, or where a staff member unreasonably rejects an offer of redeployment to a suitable position. (17) Staff whose applications for voluntary or involuntary redundancy are approved will receive benefits as outlined in their employment contract payable in the next available pay run following the date of termination of employment. (18) Where a staff member elects to seek redeployment as part of the involuntary redundancy process, and where at the end of the redeployment search period the staff member has not been redeployed for reasons outlined in Section 3, the staff member will receive the benefits for involuntary redundancy less the redeployment search period. (19) Redundancy benefits are in lieu of access to a scheme of redeployment or any other redundancy benefit. (20) All payments made under this clause will be calculated on the staff member's total salary plus leave loading at the date of ceasing employment. For staff members employed on a part-time basis at the date of ceasing employment, all payments will be calculated on the staff member's average service fraction of full-time employment over their last five years of service, or on their existing fraction of full-time employment, whichever is greater.Voluntary and Involuntary Redundancy Policy - Senior Staff
Section 1 - Policy
Top of PageSection 2 - Application
Top of PageSection 3 - Process
Step 1 - Voluntary Redundancy
Step 2 - Involuntary Redundancy
Section 4 - Calculation of Redundancy Benefit
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