Redeployment and Redundancy

1Scope

This policy applies to all permanent employees of<Insert Company Name> (being the Company).

2Purpose

This document addresses the policy and procedure for employees whose positions become redundant.

3Redundancy

A “redundancy” occurs where the employee’s employment with the Company is terminated because the Company no longer requires an employee’s job to be performed by anyone, and the Company has not offered the employee alternative employment.

Redundancies may arise from time to time, and all redundancies must be approved by <Insert Manager Title>.

4Alternative employment

Subject to applicable legislation,where the employee is offered alternative employment on terms and conditions (including continuity of service) comparable, on an overall basis, to the employee's previous position, the employee will not be eligible for any redundancy payment under this policy.

5Entitlements on redundancy

An employee will only be entitled to a redundancy payment under this policy if their individual employment contract provides for a payment on redundancy.

In some circumstances, an employee may be entitled to a redundancy payment in accordance with the Fair Work Act 2009 (Cth). Where such an entitlement arises:

  • if the employee is also entitled to a redundancy payment under this policy because their employment contract provides for a redundancy payment, the redundancy payment made to the employee will be the better of their entitlements under either this policy or the Fair Work Act (provided that where the better payment is under this policy such payment will also satisfy the employee’s entitlement under the Fair Work Act); and
  • if the employee’s employment contract does not provide for a payment on redundancy, the employee will only receive such payment as they are entitled to under the Fair Work Act and this policy will not apply.

If an employee is eligible for a redundancy payment under this policy, the Company may also provide:

  • if applicable, and if actual notice was not given - a payment in lieu of notice; and
  • payment for untaken leave in accordance with applicable legislation.

6Additional issues (Optional)

Where an employee is leaving the Company because their position has become redundant, and the employee was previously granted study assistance by the Company, the following provisions will apply:

  • The employee should attempt to cancel and obtain refunds for any subjects/courses which have not yet been completed.
  • If the employee is unable to cancel and obtain a refund on particular subjects/courses, the Company will reimburse costs for those subjects/courses if the employee would have been eligible for reimbursement of those costs were their position not redundant.

Employees should ensure that they have sought reimbursement for any outstanding business-related expenses prior to their departure.

All Company property including but not limited to mobile phones, laptop computers, palm or hand held computers, company information or documentation, CD roms, disks, keys and fuel cards must be returned to the Company prior to an employee’s departure. Employees should complete a departure checklist with their manager before leaving.

7Status of this Policy

This policy is not a contract and does not give employees enforceable rights. The Company may amend or remove this policy at any time.

8Further Information

If you have any questions about any matter in this policy, please contact the <Insert Manager Title>.