Notification of Redundancy. 71.5.1 The determination and notification of Redundant positions will occur following the completion of Clause 69.6, Decision on Major Change Implementation.
Notification of Redundancy. 54.6.1 Where, following initial discussions and completion of a redundancy selection process if applicable, the ABC has determined that an employee is redundant for a reason or reasons specified in 54.2.1 (other than a substitute employee who is to be made redundant under subclause 54.4.1 or 54.5.7), or an employee whose expression of interest in voluntary redundancy is accepted), the ABC will ensure that the employee receives written notification inviting them to consider and choose from the following options:
Notification of Redundancy. The determination and notification of Redundant positions will occur following the completion of clause 63.4, Implementation of Significant Workplace Change. The University will provide a Staff Member whose position is to be made Redundant written notice of the date the position will be made Redundant and the reasons why the position is Redundant.
Notification of Redundancy. 1.47.1 Where the University has determined that an Employee’s position is redundant, the University will advise the Employee in writing that:
Notification of Redundancy. Where the Centre decides it no longer wishes the job the Employee has been doing to be done by anyone and that decision may lead to termination of employment, the Director will provide the Employee whose position is to be made redundant written notice of the date the position will be made redundant and the reasons why the position is redundant.
Notification of Redundancy. Employees whose positions will be made redundant will be notified in writing by TIO of the date that their position will become redundant.
Notification of Redundancy. Where the company has made a definite decision that he/she no longer wishes the job the employee has been doing done, by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the company shall hold discussions with the employees directly affected and with their union or unions. For the purposes of the discussion the company shall, as soon as practicable, provide to the employees concerned and their union or unions/ employee representatives, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out.
Notification of Redundancy. (a) Where, following the process set out in clause 17.0, a decision has been made by the University to declare one or more academic positions redundant, the Deputy Vice-Chancellor will advise the affected employee(s) in writing the reasons for the redundancy and that:
Notification of Redundancy. Determining redundancy An employee will become redundant if redundancy for the position has been established at an individual level as a result of a reorganisation and no suitable position is available, in accordance with the procedure for vacancy management, that the employee can perform at the employer. The date of the commencement of redundancy is the date on which the organisational change is effected. The redundant employee will be informed personally by the manager. This notification of redundancy will be confirmed in a letter. Suitable position A suitable position is a position at the employer that is in line with the capabilities/competencies, education and work experience of the employee. In addition, a suitable position must meet the following conditions: The position may be at most one scale lower than the current position held by the employee; The home-work travelling time (one way) for the suitable position must not exceed one and a half hours, unless this travelling time cannot be reasonably expected from the employee owing to personal circumstances; The difference in the number of working hours between the current position and the suitable position must not exceed 15% of the current number of working hours; a combination of the factors above must not lead to a decrease in annual income of more than 20%. Travelling time is calculated for this purpose on the basis of the most practicable and suitable mode of transport for the route to be travelled, unless use of that mode of transport is not possible for the employee. The calculation of the travelling time is based on the fastest travelling time, to be determined using the Dutch automobile association ANWB route planner. In the case of public transport, the shortest travelling time for arrival between 8.00 and 9.00 a.m. will be used. If a different time of arrival normally applies for an employee, due to the nature of the work or the position, the arrival time can be adapted to this in consultation with the manager. In principle, an employee who is offered a suitable position before the date of redundancy cannot refuse that position. If an employee refuses that position and the manager considers this to be unfounded, a review will need to be carried out by the Sociaal Plan Appeals Committee (see section 10 Appeals Committee). If the Committee adjudges the position to be a suitable position for the employee, which the employee continues to refuse, the employer will terminate the employm...
