The employee is given two weeks to decide between two courses of action#:
- Accept a voluntary redundancy
- or
- Pursue transfer (and/or re‐deployment) opportunities (which will either result in placement or retrenchment)
#Commission Chief Executive Directive No. 06/12: Employees Requiring Placement
Note: Where the employee does not advise of their decision, in writing, within the two week period, the employee will be considered to have elected to pursue transfer (and/or re‐deployment) opportunities.
Those opting to pursue a transfer will be registered on a central placement register for up to 4 months. Employees must actively look during this time for placements including applying for suitable advertised vacancies within and external to their department. During this time you will be offered 2 positions, one of which you can decline without providing a reason the other you must demonstrate grounds for refusal. If, however, an employee refuses a second transfer and cannot demonstrate reasonable grounds their employment maybe terminated by written notice.
Redundancy vs Retrenchment
| Redundancy Package | Retrenchment Package |
| Accrued recreation leave | Accrued recreation leave |
| Accrued long service leave for employees who have worked for at least one year | Accrued long service leave for employees who have worked for at least one year |
A severance payment of two weeks' full-time pay per full-time equivalent year of service and a proportionate amount for an incomplete year of service paid at the employee's substantive appointed level.
The minimum payment is four weeks' pay, and the maximum is 52 weeks *
|
A severance payment of two weeks' full-time pay per full-time equivalent year of service and a proportionate amount for an incomplete year of service paid at the employee's substantive appointed level.
|
A redundancy package may comprise an incentive payment
| A retrenchment package does not comprise an incentive payment |
* provided that no employee will receive less than the severance payment under the Termination, Change and Redundancy Statement of Policy issued by the Queensland Industrial Relations Commission
Incentive payment
- In addition to the severance payment, an incentive payment may be offered once only to encourage employees to exit the department on or by a specified date. The payment will be $6,500 or 12 weeks' pay at the employee's substantive level, whichever is the greater.
- Tenured part-time employees who are offered an incentive payment will be entitled to a portion of the incentive payment, which will be adjusted to reflect the proportion of full-time hours worked by the employee.
- The incentive payment reduces by the equivalent of one week's pay for each week the employee delays leaving the department after the specified date.
- The incentive payment includes payment in lieu of notice.
Any advice in this publication is of a general nature only and has not been tailored to your personal circumstances. Please seek personal advice prior to acting on this information.
The information in this document reflects our understanding of existing legislation, proposed legislation, rulings etc as at the date of issue. In some cases the information has been provided to us by third parties. While it is believed the information is accurate and reliable, this is not guaranteed in any way.
