A position can be declared redundant when there is no longer a need for that position, which can occur because of a lack of work, a reorganization of duties, or a reduction of services. If a member’s position was declared redundant, they would have union representation for that meeting and throughout the process. The employer is required to demonstrate why the position has been declared redundant to the employee and the union.
In some cases, the member can be moved to another position in the unit if one has been created through the reorganization of duties. Otherwise, the following process would occur:
The member goes into a redeployment process:
- The redeployment committee, made up of two representatives of the Union and the Employer, review all vacancies and anticipated vacancies to identify possible placements
- To be redeployed into a position, the member needs to have enough skills and qualifications to be able to meet the requirements of the job after a 120-day training period
- During this time vacant positions cannot be posted until they are reviewed by the redeployment committee and determined not to be suitable for the member based on skills and experience
- The position cannot be more than two levels below their current position without agreement by the employee; if it is below their current position, the member’s salary shall not be reduced
- If the member is qualified for more than one position, their preference will also be considered
- Once a position is identified, the member can choose to accept or refuse the transfer. If they refuse the transfer, the redeployment process ends and severance is paid out
- Every effort shall be made to find a continuing position, but term positions may be considered
- If no position that the member is qualified for is available after two months, the redeployment process ends and provisions under Article 13.12 to 13.23 shall apply.
A position can be declared redundant when there is no longer a need for that position, which can occur because of a lack of work, a reorganization of duties, or a reduction of services. If a member’s position was declared redundant, they would have union representation for that meeting and throughout the process. The employer is required to demonstrate why the position has been declared redundant to the employee and the union.
In some cases, the member can be moved to another position in the unit if one has been created through the reorganization of duties. Otherwise, the following process would occur:
The member goes into a redeployment process:
- The redeployment committee, made up of two representatives of the Union and the Employer, review all vacancies and anticipated vacancies to identify possible placements
- To be redeployed into a position, the member needs to have enough skills and qualifications to be able to meet the requirements of the job after a 120-day training period
- During this time vacant positions cannot be posted until they are reviewed by the redeployment committee and determined not to be suitable for the member based on skills and experience
- The position cannot be more than two levels below their current position without agreement by the employee; if it is below their current position, the member’s salary shall not be reduced
- If the member is qualified for more than one position, their preference will also be considered
- Once a position is identified, the member can choose to accept or refuse the transfer. If they refuse the transfer, the redeployment process ends and severance is paid out
- Every effort shall be made to find a continuing position, but term positions may be considered
- If no position that the member is qualified for is available after two months, the redeployment process ends and provisions under Article 13.12 to 13.23 shall apply.