Wherever possible, as a first step to avoid the need for retrenchment following notification of redundancy, the University will redeploy or relocate an affected employee to a suitable position, subject to the provisions of this Agreement. An employee will not unreasonably refuse redeployment, relocation, training or retraining, save that the University and an affected employee may agree that redeployment is not suitable.
In redeploying an employee to a suitable vacancy, the University will consult with the employee and will have regard to the needs of the University and any or all of that employee’s:
skills and knowledge;
substantive classification;
salary level;
retraining requirements;
physical and/or health requirements;
flexible working arrangements;
career trajectory and aspirations;
present residential location; and
capacity to move to another campus.
The University will also invite the employee and their Employee Representatives (if any) to consult on other measures to mitigate the adverse effects of retrenchment.
Consistent with the University’s commitment to secure employment, the University will make all reasonable efforts to redeploy, transfer or relocate the employee to a suitable vacancy during the period of notice. Where an employee could perform a role in a vacant position within a reasonable timeframe and with suitable training and support, the University will redeploy that employee into that position.
When an affected professional employee whose substantive position is HEW 7 or above is to be redeployed to a position classified at a lower level and/or fraction than the position made redundant by the University, that employee will continue to be paid the salary they would have received had the position not been made redundant for twelve (12) months from the date of redeployment, after which the employee will receive the salary applicable to the classification and fraction of the position into which the employee has been redeployed. Where this occurs, the employee will be entitled to payment at the top increment of the classification.
When an affected professional employee whose substantive position is HEW 6 or below is to be redeployed to a position classified at a lower level and/or fraction than the position made redundant by the University, that employee will continue to be paid the salary they would have received had the position not been made redundant for eighteen (18) months from the date of redeployment, after which the employee will receive the salary applicable to the classification and fraction of the position into which the employee has been redeployed. Where this occurs, the employee will be entitled to payment at the top increment of the classification.
Where the University is unable to redeploy, transfer or relocate the employee to a suitable position during the redeployment period, the University will confirm in writing that the employee’s employment will be terminated due to reasons of redundancy and the date of termination. The University will confirm the balance of the notice period and severance payable.
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