This policy is only applicable for those staff employed in UCL Australia
Employees are entitled to receive a redundancy payment if they are being made redundant and have worked continuously for UCL Australia for at least one year. The total redundancy amount payable to the employee is worked out using the following statutory table (see section 119 National Employment Standards) at the employee's base rate of pay for his or her ordinary hours of work:
|Redundancy pay period||Employee's period of continuous service with UCL SERAus on termination||Redundancy pay period|
|1||At least 1 year but less than 2 years||4 weeks|
|2||At least 2 years but less than 3 years||6 weeks|
|3||At least 3 years but less than 4 years||7 weeks|
|4||At least 4 years but less than 5 years||8 weeks|
|5||At least 5 years but less than 6 years||10 weeks|
|6||At least 6 years but less than 7 years||11weeks|
|7||At least 7 years but less than 8 years||13 weeks|
|8||At least 8 years but less than 9 years||14 weeks|
|9||At least 9 years but less than 10 years||16 weeks|
|10||At least 10 years||12 weeks|
Redundancy payments may be delayed for a maximum of 4 weeks if UCL Australia advises an employee that employment may be offered within 6 weeks of their contract end date.
Redundancy payments will not be payable to:
- casual staff
- employees employed for a fixed period of time, for a specified task or for the duration of a specified season
- employees with a training arrangement where the employment is for a specified period of time or
- employees dismissed for gross misconduct.
Furthermore redundancy payments will not be payable in the following circumstances:
- a transfer of employment takes place (as defined in the National Employment Standards)
- an employee facing redundancy rejects an offer of employment from another employer which has substantially similar terms and conditions, where the second employer recognises service with UCL Australia and the offer is considered a transfer of employment.
HR Policy and Planning