Redundancy Policy

Employee Channel / Company Policies

Document Reference: HRS-POL-HR 008.0

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2. Document Name and Reference Date Effective Version Set Review Planned Review 20/4/2019 Page 2 of 2 HRS - POL - HR 008.0 Redundancy Policy 20/4/2018 1 1 year Note: This is not an exhaustive list; there may be other grounds for summary dismissal. If management are of the view that you should be summarily dismissed, you will be informed of the reason(s) why management believe this should occur. You will then be given the opportunity to respond to the reason or reasons. After considering your response, management will make a final decision about whether to proceed with summary dismissal. David Nunn Managing Director Name Signature Date

1. OHS POLICY HRS - POL - HR 00 8 .0 Document Name and Reference Date Effective Version Set Review Planned Review Page HRS - POL - HR 008.0 Redundancy Policy 20/04/2018 1 1 year 20/04/2019 1 of 2 REDUNDANCY POLICY From time to time, it may be necessary for H igh Risk Solutions to declare an employment position redundant and exit an employee from the business with a redundancy payment. The redundancy policy only applies to genuine redundancies and is not intended to create or confer any entitlement on an Employee. It does not fo rm part of any Employee’s contract of employment and any payments made under this policy are made at the absolute discretion of HRS. Redundancy : refers to a situation where an Employee is identified as surplus to the needs of HRS as a result of the Employe e’s duties no longer being required because of economic, technological or structural changes, such as: • The financial demands within a business unit; • A decrease in consumer/customer demand; • A decision to close or transfer a part of the business to another entity; and • Changes in work methods arising from the introduction of technological development. Employee: refers to permanent full - time and part - time employees with more than 12 months’ continuous service. It does not include: casual employees, probationary employees, apprentices, trainees; fixed - term employees (including seasonal employees) engaged for a spec ific period of time or for a specific task; contractors or consultants The policy does not apply in the following circumstances: • The employment is terminated as a consequence of misconduct, performance issues, negligence, abandonment, neglect or refusal of duty, or voluntary resignation on the part of the Employee at any time prior to the expiry of notice of redundancy; or • The employment is terminated due to the ordinary and customary turnover of labour. If a need for a redundancy arises affected individual s will given the appropriate amount of notice and be kept fully informed throughout the entire process. Individual redundancy payments will be calculated for each entitled employee in accordance with all award and other legislative requirements that apply at the time of the redundancy. Termination of Employment Policy Voluntary termination If you wish to terminate your employment with HRS, you must give four week’s written notice of termination unless otherwise specified by your award. If you fail to give t his notice, HRS will have the right to withhold money due to you, up to a maximum amount equal to your ordinary rate of pay for the period of notice you did not provide. Summary (instant) dismissal HRS has the right to instantly dismiss you without notice for serious misconduct. If you are dismissed for serious misconduct you shall only be entitled to be paid for the time worked up to the time of dismissal and any entitlements accrued to such time. Grounds for summary dismissal include the following: • Conduct that cause’s imminent or serious risk to the health and safety of a person; • Conduct which causes or may cause damage to our reputation, viability, or profitability; • Drunkenness or under the influence of alcohol at work; • Using or having in your possession any illegal drug at work; • Dishonesty/theft/fraud; • Commission of a crime that, in our opinion, has the potential to bring HRS into disrepute; • Wilful disobedience of a reasonable and lawful direction; • Neglect of duty or incompetence; • Failure to provide the evidence required by law if you are absent from work without our approval; • Misrepresentation of your qualifications or employment history; and • Serious breach of or wilful disobedience of any of our policies or procedures.


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