45.6 The employee will not refuse an appropriate offer of redeployment or training and may only be placed in a lower classification position by agreement. The conditions of employment at the UTS are set by various laws, collective agreements, customary law and university police, practice and statutes. 4.b (PAY MARK STD) The industrial conditions of employment of UTS staff are mandatory in: 45.21 A staff member who decides to request a review of the decision to dismiss him from his post; must apply to the Director. Human resources within 7 working days of receipt of resignation. . . . (a) verification of the capacities necessary to meet the essential requirements of the position; The supplement includes 1 hour of delivery and 1 hour of working time, provided that the hourly rate is applied in a recurrence course for the subsequent delivery of the same object to a tutor in a tutor within 7 days and any marking and student advice that is reasonably associated with it at the same time. 2.c (PAY TUTPHD) 45.7; When a staff member is placed in a lower ranked post, the staff member shall receive salary payments for a period of twelve months from the date of the transfer. The payment of the pension does not include the payment of allowances that were not relevant to the previous position and that were not relevant to the new position. 45.12 A dismissed employee is entitled to a discount according to the table: (b) may obtain information and meet with other staff members or representatives of the university if they deem it necessary. 45.18 Where appropriate, the university will consider an alternative procedure (“job exchange”) to allow for an exchange of positions between an employee concerned and another staff member who has stated that he or she may accept a voluntary termination.
This process is managed on a case-by-case basis and must be approved by the Director, Human Resources or Manager, Employee Relations. 45.26 The Vice-Chancellor or equivalent may: 45.20 At the request of a dismissed or dismissed employee, the university shall submit a letter confirming that they have filled a position deemed superior to the requirements of the university. . A staff member who has submitted a request for voluntary termination within two weeks of the date of the invitation 45.22 After receiving a request for verification, the Director appoints a redundancy monitor, a human resources manager. The expert shall be appointed from a pool agreed between the Vice-Chancellor and the Presidents of the Union. The auditor is located outside the faculty/staff office and may be outside the university. (b) career transition assistance up to $2500 (including GST), payable upon receipt of the invoice or receipt. University-accredited providers offer assistance with career transfer; and. 45.13 In addition to severance pay, a staff member: whose post has been dismissed and is not receiving voluntary termination benefit under subsections 45.15 to 45.17, is also entitled to: 45.11 If a staff member whose position has been dismissed under clause 45 resigns from his employment relationship during the notice period or agrees that redeployment is not an option, he is still entitled to payments under subsection 45.12, plus a payment for the balance of the notice or 4 weeks` salary, whichever is lower. (c) review the staff selected for the reduction; and/or 45.14 Continuous Service is calculated according to the following scale and limited to a maximum of 52 weeks. Other necessary tasks or demonstrations in which, as part of normal tasks, full technical coordination is required or where casual staff hold a corresponding doctorate.