As outlined in Fact sheet 18
– Redeployment, CSIRO is obligated to consider Voluntary Redundancy
Substitution and seek redeployment for potentially redundant officers. Where
there are no apparent redeployment opportunities and redundancy is to proceed,
the officer will first be advised in writing (the “formal advice”). This
notification will detail the various options in terms of the timing of
termination and the relevant benefits. This notification shall provide formal
notice of five weeks (or nine weeks in the case of officers over 67) which will
commence 4 weeks from the date of the formal written notification (clause 8a).
When requested by an officer CSIRO will fund up to two visits to a CSIRO
nominated outplacement service to obtain job seeking skills, career
assessment and planning and CV preparation. In lieu of this the officer may
request an equivalent amount to undertake relevant training. CSIRO will also
fund one visit to a mutually agreed financial advisor(8d).
“Fast track” redundancy
If an officer does not contest redundancy and agrees to a termination
date that is within 10 working days of the receipt of formal advice the
officer shall be paid the equivalent of 8 weeks pay in addition to their
termination benefit (lump sum or income maintenance payments). This is known
as the “fast track” option. During the ten day period officers who “fast
track” must also provide formal advice as to their preferred termination
benefit option (lump sum or income maintenance)(8b).
“Slow track” redundancy
Officers who choose to “slow track” and remain in CSIRO beyond the 10
days following the receipt of their formal written notification, will
receive, in addition to the lump sum or income maintenance benefit (where
applicable), the remainder of the formal notice period.
During the notice period the officer will continue to be eligible for
redeployment within CSIRO. Employment will end at the completion of the
notice period if the officer remains excess to CSIRO’s requirements. Where,
prior to the completion of the notice period, the officer seeks appointment
to an advertised vacancy but has not been assessed by the end of the notice
period, employment will be extended until the suitability for the position
has been determined.