Your union-negotiated Centrelink agreement (section G) outlines the process and rights in relation to managing excess staffing situations.
We recommend you seek advice following any offer or discussion of redundancy
as personal circumstances vary greatly. For more information call the union
office on 1300 137 636.
Why has this happened to me?
The reasons should be clearly explained to you. In offering a redundancy,
Centrelink will have identified you as an “excess employee”. The situations
where this could happen are where
more employees are at your level than is considered necessary
the employee cannot be effectively utilised because of changes in
technology or work methods
the employee cannot be effectively utilised because of changes to the
nature, extent or organisation of the functions of Centrelink, or
duties are relocated and the employee does not want to perform duties at
the new location.
In a nutshell, if this happens it means your job will no longer exist as it
is currently being performed where you work. If you have concerns that you have
been offered a redundancy for any other reason, please speak with your union
delegate or call us on 1300 137 636.
A fair process involves consultation
Your union considers genuine consultation should commence as soon as a
potential excess staffing situation is identified. The purpose of this
consultation it to ensure an open and transparent process, including discussing
other options or offering voluntary redundancies to those in the affected
workplace. For more information see your delegate or
click here.
Accepting an offer
You have four weeks to consider an offer for voluntary termination of
employment. Use the time to seek and consider financial, industrial, and family
advice.
You should not feel pressured to accept the offer before this period expires.
If you do not respond, it is assumed the offer has been declined.
Declining an offer
If you do not want to accept an offer of voluntary termination (redundancy)
you will have a retention period while you seek redeployment. The length of the
retention period is based on your length of service and your age.
Centrelink must take all reasonable steps to find suitable duties for you at
an equal or lower classification. You can take reasonable paid miscellaneous
leave to attend job interviews and you may be paid reasonable travel and
incidental expenses.
If you have not been redeployed at the end of your retention period,
Centrelink may terminate your employment on the basis that you have been
determined to be an “excess employee”. Notice must be provided in writing.
Want information, support and advice? Ring your union Member Service
Centre on 1300 137 636
