What is a genuine redundancy situation?
What is a genuine redundancy situation?
A genuine redundancy is one where your employer has a real business reason to make you redundant – usually because: your employer doesn’t need you to do your job any more.
How do I prove non genuine redundancy?
A dismissal is not a genuine redundancy if the employer:
- still needs the employee’s job to be done by someone (for example, hires someone else to do the job)
- has not followed relevant requirements to consult with the employees about the redundancy under an award or registered agreement, or.
When to use ” made redundant ” in a sentence?
Remember that the options available to individuals leaving employment are the same, whether you are made redundant or not. The employer sold the business some years after the employee commenced work and the employee was made redundant.
Can a person be made redundant for no reason?
If there are a number of employees within the classification and role profile of the position to be made redundant, there must be a selection process based on reasonable and objective criteria to determine those to be made redundant. ANSTO failed to do this, so it had no valid reason for choosing this employee.
Why did Queensland ADT make an employee redundant?
As a consequence, the employee was advised that her position was redundant. The Queensland ADT accepted that the decision to restructure and make the employee’s job redundant were made for genuine economic and operational reasons. It did not restructure because of the employee’s pregnancy or parental status.
How is a reasonable notice of redundancy provided?
Reasonable notice depends upon a number of factors: The official notice of redundancy must be provided to employees in writing. When determining the notice period, the length must be what is outlined in the employment agreement or any relevant policies.