AN150133 – SA Government (Public Sector Salaried Employees) Arbitrated Enterprise Bargaining Award 2004
This attachment is included only for the purpose of information.
“Attachment C – Changes to Redeployment Practice” of the MOU is varied as follows with effect from 2 October 2001.
The following changes to redeployment practice presently prescribed in Public Sector Management Act Direction No. 6 (made on 01/01/97) have been agreed between the parties to take effect from 2 October 2001. The changes will apply to employees who are excess on or after 2 October 2001.
The following will be added to Part 6 Redeployment Principles in Direction No. 6.
6.1(e) Pending assignment/transfer/placement in an ongoing position, an excess employee will be provided with and will undertake temporary work. During the period the employee is undertaking such temporary work, the employing agency will identify, in consultation with the employee, opportunities for training, re-training or other relevant development in order to expand the employee’s options for redeployment. The employee will co-operatively and actively participate in any such identified training, retraining or other relevant development opportunities.
6.1(f) If after a period of 6 months as an excess employee no suitable ongoing position has been offered or accepted, the excess employee may be directed to a position/work (not necessarily within the employee’s substantive agency) that is within the excess employee’s skills or abilities, with training if required. A position or package of work will be deemed suitable even if it involves variation to any, or all of, starting and finishing times, distance from home (provided every effort is made so as not to involve relocation of the employee’s household and due consideration is given to the employee’s personal circumstances), or rate of pay (provided that this clause will not affect the Income Maintenance clause in Direction No.6). An employee who has been an excess employee for at least 6 months will be subject to this clause. If an employee believes the direction to be unreasonable, the employee may request the Commissioner for Public Employment (or delegate) to mediate between the employee (including a representative of an employee association, if applicable) and the agency in order to resolve the issue.
6.1(g) An excess employee will:
(i) with the assistance and support of the employing agency, prepare, maintain and provide in a timely manner an up to date resume to the agency’s redeployment case manager or other designated person;
(ii) attend interviews as requested and participate in them in a positive and constructive manner;
(iii) actively co-operate in an agency’s efforts to effect redeployment to an ongoing position (including redeployment to a position on a trial basis);
(iv) comply with any reasonable request/direction from the agency’s redeployment case manager or other designated person (however designated); and
(v) comply with all attendance requirements.
** end of text **
