B/11.4 Voluntary and involuntary redundancy - senior staff

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11.4.1 Policy
11.4.2 Application
11.4.3 Process
Related Documents
Modification History

11.4.1 Policy

QUT may declare ongoing senior staff positions redundant, in accordance with the provisions of the Certified Agreement Senior Staff .

Positions may become surplus to the University's requirements for reasons of an economic, technological, structural or similar nature, including:

• a decrease in student demand or enrolments in any academic course or subject, or combination or mix of courses or subjects, conducted on one or more campuses;
• a decision to cease offering or curtail a particular service or activity;
• a decision to cease offering or vary the academic content of any course or subject, or combination or mix of courses or subjects, conducted on one or more campuses;
• financial exigency within an organisational unit or cost centre;
• changes in technology or work methods; or
• changes imposed through legislative amendment.

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11.4.2 Application

This policy applies to senior staff members employed on an ongoing basis and excludes senior staff employed on a fixed term basis.

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11.4.3 Process

Where positions are identified as surplus to requirements of the University, the following steps will apply.

Step 1 - Voluntary Redundancy

Where the University identifies a need to achieve staff reductions, it 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.

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 (6) weeks to complete and will involve the following steps:

• A staff member may make application within the period specified.
• The Vice-Chancellor has the discretion to accept or reject any staff member's application.
• The Vice-Chancellor will inform the staff member whether the application is accepted, or will provide a staff member with reasons for not accepting an application.

Where an application is accepted by the Vice-Chancellor, consultation will occur as soon as possible between the staff member and their supervisor to determine a termination date.

Staff whose applications for voluntary redundancy are approved will receive benefits as outlined in the Certified Agreement Senior Staff payable on the day of their termination date.

Step 2 - Involuntary Redundancy

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:

1. The University will hold discussions with the staff member(s) directly affected and where applicable with the staff representative as defined in the Certified Agreement Senior Staff. The discussions will take place as soon as practicable after the University has made a decision to declare the position(s) redundant and will cover the following:
• the reasons for the position(s) becoming surplus;
• measures to avoid or minimise the redundancies; and
• measures to mitigate any adverse effects on the staff member(s) concerned.

All relevant information and data will be provided to staff to assist in the consultations.

2. Following these discussions the Vice-Chancellor 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.

3. Within ten (10) working days of notification, the staff member may elect one of the following options and notify the Vice-Chancellor in writing:
• agree to the redundancy and consult with their supervisor as soon as possible to determine a termination date; or
• seek redeployment in accordance with the relevant provisions of the University's policy on redeployment. ( B/11.3 )

Staff who accept involuntary redundancy will receive benefits as outlined in the Certified Agreement Senior Staff payable on the day of their termination date.

Consultation will occur as soon as possible between the staff member and their supervisor to determine a termination date.

Where a staff member elects to seek redeployment, and where at the end of the redeployment search period the staff member has not been redeployed, the staff member will receive the benefits for involuntary redundancy outlined in the Certified Agreement Senior Staff less the redeployment search period.

The redeployment search period for senior staff members is twelve (12) weeks.

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Related Documents

Certified Agreement Senior Staff

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Modification History

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