Human Resources Manual Phatshoane Henney inc. 2008

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Human Resources Manual Phatshoane Henney inc. 2008"

Transcription

1 Human Resources Manual Phatshoane Henney inc

2 P a g e 2 o f 8 1. PURPOSE To ensure the application of consistent, fair and legal staff redundancy procedures and retrenchment practices and the fair and equal treatment of all employees, taking account of the duty and right of the employer to balance staffing levels, business demands and changing economic, labour and technology standards. 2. PRINCIPLES To effectively regulate the interaction between the employer and employees in respect of potential staff redundancies. To ensure the standard and consistent application of retrenchment procedures which comply with the Labour Relations Act 55 of 1996 (LRA) to potential staff redundancies. To provide for effective communication and consultation between the employer and affected staff in respect of staff redundancies. To ensure fair, equal and consistent treatment of all employees. 3. REDUNDANCY/RETRENCHMENT PROCEDURE 3.1. GENERAL The employer recognizes the need to afford its employees maximum job security and shall endeavor to avoid retrenchment or redundancy of employees where it is practically and reasonably possible. Retrenchment/Redundancy will be used as a last resort to ensure continued functioning of the company or any of its divisions/functions/units on a basis of sound and responsible management of the business. It is recognized that the employer may terminate an employee s service for reasons relating to operational requirements of the employer s business. The term operational requirements refers to economical, technological, structural or similar reasons which may lead to redundancy or retrenchment DEFINITION Retrenchment may occur if and when the business activity of the employer decreases due to a deterioration of its economic and financial position resulting in organizational changes whereby certain positions in the employer may need to be eliminated due to sufficient work not being available to sustain all employees, necessitating a cut-back of the workforce.

3 P a g e 3 o f 8 Redundancy shall mean the reduction of staff on a permanent basis due to the operations of the employer, or a part thereof, closing down or undergoing change, or due to any of the following: A relocation of facilities / units. Technological or technical changes. Mechanisation. Mergers and takeovers. Other events which the employer deems to be of a serious nature, necessitating the redundancy of employees NOTIFICATION OF CONTEMPLATED RETRENCHMENT/REDUNDANCIES The first step in the retrenchment process is to inform any relevant trade unions of issues arising within the employer and which may make it necessary to evaluate staffing levels. If no registered trade union exits at the workplace, the employer must notify the potentially affected employees utilizing available employee communication structures MEASURES TO AVOID DISMISSALS DUE TO OPERATIONAL REQUIREMENTS The employer commits itself to consider wherever practically feasible any alternatives prior to the implementation of any retrenchment/redundancy in order to attempt to avoid or minimize the impact of such action. In consultations with employees and the relevant stakeholders or employee representatives, the employer will consider all possible and practical means for avoiding the proposed termination(s) of service. While it may not be possible or practical to avoid retrenchments/redundancies, the following will be considered prior to a decision to terminate: Reducing staff numbers through natural attrition. Temporarily suspending recruitment. Providing adequate in-service or external training to existing staff in order to equip them for appointment/transfer to other suitable posts within the company. An offer of internal transfer not necessarily at the same job/salary level. Voluntary resignation with possibly full or reduced benefits.

4 P a g e 4 o f 8 (vi) The possibility of individuals working short time at proportionately reduced salary levels. (vii) Extended unpaid leave or temporary lay-offs. (viii) Other proposals advanced by the appropriate representative bodies. (ix) (x) The abolition or limitation of new appointments. Early retirement. (xi) Short time. (xii) (xiii) No casual employees. Dismissing temporary or contract employees, or non-renewal of their contracts. (xiv) Voluntary retrenchment. The above list is not exhaustive and other aspects may also be considered to avoid actual retrenchment/redundancy, subject always to the ability and practical implications of implementing such alternatives PROCEDURE Notice to relevant parties After the above alternatives have been considered, and discarded as not being viable, notification should be sent out to any potentially affected employees and their trade union representatives, informing them of the potential for retrenchments, the reasons therefore, and inviting them to consult with the employer. Non-unionised employees may nominate employee representatives to represent them at this consultative forum. The employer undertakes to give all relevant parties (unions and affected nonunionised employees) reasonable notice of any potential impending retrenchments. At this stage, proposed dates for consultation should be forwarded to the other parties Disclosure of information The employer will disclose all relevant information required by law, including, but not limited to the following: The reasons for the proposed retrenchments. The alternatives that The employer considered before proposing the dismissals, and the reasons for rejecting each of those alternatives.

5 P a g e 5 o f 8 The number of employees likely to be affected and the job categories in which they are employed. The proposed method for selecting which employees to dismiss (eg. last in first out etc.). (vi) The time when, or the period during which, the dismissals are likely to take effect. The severance pay proposed. (vii) Any assistance that the employer proposes to offer to the employees likely to be dismissed. (viii) (ix) The possibility of future re-employment of the employees who are dismissed. The number of employees employed by the employer. (x) The number of employees that the employer has dismissed for reasons based on its operational requirements in the preceding 12 months. The employer will not disclose of information that - is legally privileged; that the employer cannot disclose without contravening a prohibition imposed on the employer by any law or order of any court; that is confidential and, if disclosed, may cause substantial harm to an employee or the employer or the employer clients; or that is private personal information relating to an employee, unless that employee consents to the disclosure of that information Consultation Consultation will take place in good faith, and with the intention of finding alternatives to retrenchment where viable, reasonable and practical. Any decisions taken will be deemed to be in the best interests of the employer and its employees. The employer and the other consulting party/parties will endeavor to engage in a meaningful joint consensus-seeking process and attempt to reach consensus on appropriate measures: To avoid the dismissals; To minimize the number of dismissals; To change the timing of the dismissals;

6 P a g e 6 o f 8 To mitigate the adverse effects of the dismissals; The method for selecting the employees to be dismissed; and (vi) The severance pay for dismissed employees. The employer will allow the other consulting party an opportunity during consultation to make representations about any matter dealt with above as well as any other matter relating to the proposed dismissals. The employer should clearly indicate to employees that any employee unreasonably refusing an offer of alternative employment offered by the employer prior to retrenchment may not qualify for the severance package. The employer will consider and respond to the representations made by the other consulting party and, in the event that the employer does not agree with them, The employer will state the reasons for disagreeing. The employer will respond in writing to any written representations made by the other consulting party/parties. An agenda will be set up for each consultation session to facilitate discussions and to keep the parties focused. It may also be more practical to split the topics up into different sessions, again to enable the discussion to remain focused. At each meeting, dates for subsequent meetings should be scheduled and full minutes should be taken Selection The employer will endeavor to select the employees to be dismissed according to the following selection criteria: That have been agreed to by the consulting parties; or If no criteria have been agreed, criteria that are fair and objective Confirmation of retrenchment/non-retrenchment and counseling Once the consultation process is concluded, certain decisions will have been taken by the employer. These decisions will be: Whether reduction in staff is in fact necessary. 1 Specific criteria can be inserted here if the employer so requires eg, LIFO, FIFO etc.

7 P a g e 7 o f 8 If it is necessary, what form the reduction will take that is, will current employees be trained to fill suitable vacancies where possible, will they be retrenched; will eligible employees be placed on early retirement or disability retirement? How many employees will be affected and how these employees will be selected. When retirements / retrenchments will take place. What the severance package will be. Notification must be sent to all the potentially affected employees informing them as to whether or not they are in fact going to be retrenched based on the outcome of the consultation. Unions and/or nominated employee representatives will be provided with a list of employees the employer plans to retrench at least 4 weeks prior to the proposed retrenchment date. Employees selected for retrenchment will be notified at least 4 weeks in advance on certain financial aspects such as investment options for the retrenchment package Severance Pay Those employees who will be retrenched must receive a severance package, unless they have unreasonable refused suitable alternative employment offered by the employer. Retrenched employees will be paid severance benefits equivalent to those they would ordinarily have received in the case of resignation, as well as a severance package. The severance package will be discussed and finalized through consultation, but will be a minimum of 1 week s salary for every completed year of continuous service as a permanent employee, as per the Basic Conditions of Employment Act, The severance package will be made up of the following: Notice Pay (the notice period may be worked by employees or not, depending on the needs of the employer). Notice will vary between 1 month or 2 weeks depending on length of service of each employee. Leave Pay (any outstanding annual leave balance). Severance Pay (Minimum of 1 week s salary for every completed year of service). Retirement Fund Withdrawal (as per the rules of the Provident fund). Any severance pay paid to an employee, shall be over and above all monies contractually due to such an employee. Continuous Service includes time spent working at other companies in the group (where the employee has been transferred without any break in service). This further refers to unbroken service within the group or company.

8 The employee will also be provided with a certificate of service. Redundanc y and Retrenchment Polic y P a g e 8 o f Re-employment Any retrenched employees will be contacted for preferential re-employment for a period of 6 months after the date of retrenchment. All communications in this regard will be sent to the employees last known address as per The employer records at the time of retrenchment. It is the employees responsibility to ensure that these details are updated as necessary. Any offer made by the employer to the retrenched employee in terms of re-employment, must be taken up within 7 days. If the offer is not accepted, the employer shall be released from its reemployment obligations. Any retrenched employee who secures alternative employment within 12 months of being retrenched must notify the employer thereof, and such notice shall release the employer of any obligations in terms of this agreement More than 50 employees If the employer employs more than 50 employees and if the employer contemplates dismissing by reason of the employer s operational requirements: at least 10 employees, if the employers employs up to 200 employees; or 20 employees, if the employer employs more that 200, but not more than 300 employees; or 30 employees, if the employer employs more than 300, but not more than 400 employees; or 40 employees, if the employer employs more than 400, but not more than 500 employees; or 50 employees, if the employer employs more than 500 employees or the number of employees that the employer contemplates dismissing together with the number of employees that have been dismissed by reason of the employer s operational requirements in the 12 months prior to the employer issuing a notice in terms of dismissals due to operational requirements is equal to or exceeds the latter number specified. If the above applies the employer is required to comply with the procedures as per the LRA for these categories of retrenchments.

Retrenchment Policy and Procedure: Page 1 of 7 RETRENCHMENT POLICY

Retrenchment Policy and Procedure: Page 1 of 7 RETRENCHMENT POLICY Retrenchment Policy and Procedure: Page 1 of 7 1. Introduction RETRENCHMENT POLICY Changes in the scope of the company activities resulting from technological changes, economic factors, restructuring /

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

Redundancy & Redeployment Policy. Transformation & Human Resources

Redundancy & Redeployment Policy. Transformation & Human Resources Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is

More information

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY 1 st September 2012 THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY Effective Date 1 st SEPTEMBER 2012 V2_120509 Page 1 of 24 1 st April 2012 Summary of Procedure Procedural Stage Action By 1-3 Establish

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

Protocol for Change Management

Protocol for Change Management Protocol for Change Management Introduction and Guiding Principles The purpose of this protocol is to support and govern the conduct of all review and restructuring processes within the organisation, ensuring

More information

Human Resources People and Organisational Development. Managing Change: Restructuring and Redundancy

Human Resources People and Organisational Development. Managing Change: Restructuring and Redundancy Human Resources People and Organisational Development Managing Change: Restructuring and Redundancy 1 Contents Process Flowchart... 3 1 Introduction and scope... 4 2 Planning for change... 4 3 Approval...

More information

REDUCTION IN FORCE AND PRIORITY RE-EMPLOYMENT CONSIDERATION FOR SPA EMPLOYEES

REDUCTION IN FORCE AND PRIORITY RE-EMPLOYMENT CONSIDERATION FOR SPA EMPLOYEES Authority: History: Source of Authority: 08.140 Related Links: Responsible Office: REDUCTION IN FORCE AND PRIORITY RE-EMPLOYMENT CONSIDERATION FOR SPA EMPLOYEES Chancellor Revised October 28, 2010; revised

More information

EMPLOYEES RETIREMENT PLAN OF ABC COMPANY. ARTICLE I Object, Name and Effective Date

EMPLOYEES RETIREMENT PLAN OF ABC COMPANY. ARTICLE I Object, Name and Effective Date EMPLOYEES RETIREMENT PLAN OF ABC COMPANY DRAFT COPY ARTICLE I Object, Name and Effective Date Object The Plan is a statement of the policy of ABC COMPANY on the retirement of its employees, the provisions

More information

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx SICKNESS ABSENCE MANAGEMENT PROCEDURE With effect from xxxxxx Purpose The purpose of this policy is to provide guidelines on how to manage and support staff through absence due to ill health. When is this

More information

Bylaws of the Minnesota Association for College Admission Counseling

Bylaws of the Minnesota Association for College Admission Counseling Bylaws of the Minnesota Association for College Admission Counseling Approved by MACAC members at the Annual Membership Meeting, May17, 2010; Amended May 16, 2011. Table of Contents ARTICLE SUBJECT PAGE

More information

UW COLLEGES ACADEMIC STAFF COUNCIL OF SENATORS BYLAWS. The name of this organization shall be the Academic Staff Council of Senators.

UW COLLEGES ACADEMIC STAFF COUNCIL OF SENATORS BYLAWS. The name of this organization shall be the Academic Staff Council of Senators. UW COLLEGES ACADEMIC STAFF COUNCIL OF SENATORS BYLAWS Established March 3, 2000 Revised by the ASCS 11-14-11 Article I: Name The name of this organization shall be the Academic Staff Council of Senators.

More information

Introduction... 1. Part one Legislative and industrial framework... 2. 1.1 Public Service Act and subordinate legislation... 2

Introduction... 1. Part one Legislative and industrial framework... 2. 1.1 Public Service Act and subordinate legislation... 2 i Contents Introduction... 1 Part one Legislative and industrial framework... 2 1.1 Public Service Act and subordinate legislation... 2 1.1.1 Ongoing APS employees... 3 1.1.2 Non-ongoing APS employees...

More information

CITY OF NEW HAVEN CIVIL SERVICE RULES

CITY OF NEW HAVEN CIVIL SERVICE RULES CITY OF NEW HAVEN CIVIL SERVICE RULES Adopted by the New Haven Civil Service Board November 19, 2007 EFFECTIVE FEBRUARY 1, 2008 TABLE OF CONTENTS ITEM PAGE INTRODUCTION...1 DEFINITIONS...1 RULE I RULE

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure

More information

I. The Role of the Board of Directors II. Director Qualifications III. Director Independence IV. Director Service on Other Public Company Boards

I. The Role of the Board of Directors II. Director Qualifications III. Director Independence IV. Director Service on Other Public Company Boards Corporate Governance Guidelines The Board of Directors (the Board ) of (the Corporation ) has adopted these governance guidelines. The guidelines, in conjunction with the Corporation s articles of incorporation,

More information

Government Sector Employment Regulation 2014

Government Sector Employment Regulation 2014 New South Wales Government Sector Employment Regulation 2014 under the Government Sector Employment Act 2013 Status information Currency of version Historical version for 4 July 2014 to 31 December 2014

More information

GENERAL ELECTRIC COMPANY EMPLOYMENT DATA PROTECTION STANDARDS

GENERAL ELECTRIC COMPANY EMPLOYMENT DATA PROTECTION STANDARDS GENERAL ELECTRIC COMPANY EMPLOYMENT DATA PROTECTION STANDARDS December 2005 2 GENERAL ELECTRIC COMPANY EMPLOYMENT DATA PROTECTION STANDARDS I. OBJECTIVE... 1 II. SCOPE... 1 III. APPLICATION OF LOCAL LAWS...

More information

GARMIN LTD. CORPORATE GOVERNANCE GUIDELINES

GARMIN LTD. CORPORATE GOVERNANCE GUIDELINES GARMIN LTD. CORPORATE GOVERNANCE GUIDELINES The Board of Directors (the "Board") of Garmin Ltd. (the "Company") has adopted these Corporate Governance Guidelines ("Guidelines"), in order to assist the

More information

Handling Redundancies and Layoffs

Handling Redundancies and Layoffs Handling Redundancies and Layoffs What is redundancy? For the purposes of these guidelines the terms redundancy 1, layoff 2 and retrenchment are used interchangeably and describe the situation where the

More information

BELMOND LTD. (the "Company") Corporate Governance Guidelines

BELMOND LTD. (the Company) Corporate Governance Guidelines BELMOND LTD. (the "Company") Corporate Governance Guidelines The Board of Directors (the "Board") of the Company has adopted the following Corporate Governance Guidelines (these Guidelines ) to promote

More information

Effective Management of Sickness Absence Procedure

Effective Management of Sickness Absence Procedure Effective Management of Sickness Absence Procedure 1. Introduction 1.1. This procedure is intended to be read in conjunction with the Managing Sickness Absence Policy and Code of Practice. 1.2. The University

More information

Performance Improvement Procedure

Performance Improvement Procedure Draft Draft Performance Improvement Procedure Page 1 of 10 1.0 Introduction 2.0 General Principles 3.0 Informal Stage 4.0 Formal Stage 4.1 Introduction 4.2 First Stage 4.3 Second Stage 4.4 Final Stage

More information

CHANGE MANAGEMENT POLICY AND PROCEDURE

CHANGE MANAGEMENT POLICY AND PROCEDURE CHANGE MANAGEMENT POLICY AND PROCEDURE This Change Management Policy and Procedure contains guidance to managers and staff who are involved in the development and implementation of changes in working arrangements

More information

Pennsylvania Real Estate Investment Trust Corporate Governance Guidelines

Pennsylvania Real Estate Investment Trust Corporate Governance Guidelines Pennsylvania Real Estate Investment Trust Corporate Governance Guidelines I. Trustee Qualification Standards 1. Independence Criteria. The majority of the Board of Trustees of Pennsylvania Real Estate

More information

08. 420 Employee Assistance Program

08. 420 Employee Assistance Program 08. 420 Employee Assistance Program Authority: Chancellor History Revised February 2012; Revised February 1, 2007; Original policy established April, 1989. Supersedes former Policy No. HR4.20 Responsible

More information

Peralta Community College District AP 3600

Peralta Community College District AP 3600 I. Definitions ADMINISTRATIVE PROCEDURE 3600 AUXILIARY ORGANIZATIONS A. Board of Directors. The term board of directors as used herein means the governing board of an auxiliary organization. B. Board of

More information

NORWAY Prepared by Hans Rugset Braekhus Dege Advokatfirma ANS

NORWAY Prepared by Hans Rugset Braekhus Dege Advokatfirma ANS NORWAY Prepared by Hans Rugset Braekhus Dege Advokatfirma ANS 1. Are there any laws that govern a layoff of employees? If so, what do the laws require? In Norway, we have the Employment Act from 2005 which

More information

CHANGING TOMORROW SHARING KNOWLEDGE AND EXPERIENCE. PREPARING FOR THE FUTURE.

CHANGING TOMORROW SHARING KNOWLEDGE AND EXPERIENCE. PREPARING FOR THE FUTURE. 2004 Pension Lawyers Association Conference 15-17 February 2004 Cape Town International Convention Centre Topic: Speaker: Employer / CHANGING TOMORROW SHARING KNOWLEDGE AND EXPERIENCE. PREPARING FOR THE

More information

Redundancy procedures

Redundancy procedures Redundancy procedures Procedure for considering the termination on grounds of redundancy of Permanent contracts Self-financing contracts Open-ended externally-funded contracts (for academic-related staff

More information

Title 38 and Title 38 Hybrid

Title 38 and Title 38 Hybrid Title 38 and Title 38 Hybrid Employees Articles 52 61 1 Agenda Objectives Discussion Topics Title 38 Hybrids Article 56 Performance and Advancement Research and Compensation Title 38 Standards Boards Questions

More information

FREQUENTLY ASKED QUESTIONS TUPE

FREQUENTLY ASKED QUESTIONS TUPE FREQUENTLY ASKED QUESTIONS TUPE DATE: 25 th July 2014 VERSION: 4 AUTHORS: HR ADVISORY NUMBER QUESTION ANSWER 1 What is TUPE? TUPE is an abbreviation for the Transfer of Undertakings (Protection of Employment)

More information

MARTIN AIRCRAFT COMPANY LIMITED BOARD

MARTIN AIRCRAFT COMPANY LIMITED BOARD 01 CHARTER MARTIN AIRCRAFT COMPANY LIMITED BOARD October 2014 CONTENT Introduction Board responsibilities and delegations Statement of Board composition Appointment and retirement of Directors Committees

More information

PUBLIC SERVICE ACT, 1994

PUBLIC SERVICE ACT, 1994 Acts / Labour / PUBLIC SERVICE ACT, 1994 PUBLIC SERVICE ACT, 1994 [PROCLAMATION NO. 103 OF 1994] [ASSENTED TO 1 JUNE, 1994] [DATE OF COMMENCEMENT: 3 JUNE, 1994] as amended by Public Service Labour Relations

More information

FIRE PROTECTION AND PREVENTION ACT, 1997

FIRE PROTECTION AND PREVENTION ACT, 1997 FIRE PROTECTION AND PREVENTION ACT, 1997 S.O. 1997, CHAPTER 4 This document includes the following amendments: 1997, c. 21, Sched. A, s. 3; 1998, c. 15, Sched. E, s. 12; 2001, c. 25, s. 475; 2002, c. 17,

More information

DRAFT ENVIRONMENTAL IMPACT ASSESSMENT RULES

DRAFT ENVIRONMENTAL IMPACT ASSESSMENT RULES DRAFT ENVIRONMENTAL IMPACT ASSESSMENT RULES The Government of the Union of Myanmar Ministry of Environmental Conservation and Forestry Notification No. /12 Nay Pyi Taw, the Day of, 1374 M.E. (, 2012) In

More information

National Fire Sprinkler Association By Laws (last revised February 2009)

National Fire Sprinkler Association By Laws (last revised February 2009) National Fire Sprinkler Association By Laws (last revised February 2009) Article I Mission and Purposes The mission statement of the Corporation shall be To protect lives and property from fire through

More information

Wisconsin Library Law: Chapter 43. Summaries of Sections

Wisconsin Library Law: Chapter 43. Summaries of Sections Wisconsin Library Law: Chapter 43 Summaries of Sections I. Legal Basis/Rationale and Library Definitions Legislature recognizes 1) the importance of free access to information and diversity of ideas, 2)

More information

EMPLOYMENT SECURITY AND REDUNDANCY POLICY

EMPLOYMENT SECURITY AND REDUNDANCY POLICY BD 3/2009/103 EMPLOYMENT SECURITY AND REDUNDANCY POLICY Created: September 2009 Page 1 of 12 Contents 1. Introduction and purpose of the policy page 3 2. Measures to preserve employment security page 3

More information

CHANGE MANAGEMENT POLICY

CHANGE MANAGEMENT POLICY QUEEN MARY University of London POLICIES ON MANAGING CHANGE AND CONSERVING EMPLOYMENT CHANGE MANAGEMENT Appendices: 1. JCF Sub Committee on Conserving Employment 2. Flexible working 3. Redeployment 4.

More information

International Regional Magazine Association, Inc. As amended September 12, 2011Reno, Nevada

International Regional Magazine Association, Inc. As amended September 12, 2011Reno, Nevada International Regional Magazine Association, Inc. IRMA BYLAWS As amended September 12, 2011Reno, Nevada Article I - NAME The name of this organization is the "International Regional Magazine Association,

More information

ROYAL HOLLOWAY University of London. GUIDANCE FOR MANAGERS ENDING OF FIXED TERM CONTRACTS (for all staff other than academic staff)

ROYAL HOLLOWAY University of London. GUIDANCE FOR MANAGERS ENDING OF FIXED TERM CONTRACTS (for all staff other than academic staff) ROYAL HOLLOWAY University of London GUIDANCE FOR MANAGERS ENDING OF FIXED TERM CONTRACTS (for all staff other than academic staff) 1. INTRODUCTION 1.1 This guidance should be read in conjunction with the

More information

CHANGE MANAGEMENT IN THE NTPS

CHANGE MANAGEMENT IN THE NTPS Office of the Commissioner for Public Employment www.ocpe.nt.gov.au CHANGE MANAGEMENT IN THE NTPS Industrial Obligations and Considerations under NTPS Enterprise Agreements A GUIDE FOR MANAGERS Edition

More information

Managing Attendance Policy

Managing Attendance Policy Managing Attendance Policy Human Resources Division Corporate Services Revised May 2010 Approved at Policy & Resources (Personnel) Sub Committee: 29/1/98. Approved at Council: 12/02/98 Revised policy approved

More information

JOSEPH SWAN ACADEMY REDUNDANCY POLICY. Date approved by Governors March 2014. Date of next review Signed by name (..) Signed:...

JOSEPH SWAN ACADEMY REDUNDANCY POLICY. Date approved by Governors March 2014. Date of next review Signed by name (..) Signed:... JOSEPH SWAN ACADEMY REDUNDANCY POLICY Author Head Teacher Date approved by Governors March 2014 Reviewed every 3 years Date of next review Signed by name (..) Signed:... Introduction The Academy is committed

More information

NHS Business Services Authority HR Policies Career Breaks

NHS Business Services Authority HR Policies Career Breaks 1. POLICY STATEMENT 1.1 The Authority recognises that during an employee s working life there will be times when personal commitments take priority over work. Subsequently the Career Break Policy has been

More information

OFFICIAL DURHAM CONSTABULARY. Career Break Policy. Not Protectively Marked Publication Scheme Y/N

OFFICIAL DURHAM CONSTABULARY. Career Break Policy. Not Protectively Marked Publication Scheme Y/N DURHAM CONSTABULARY Career Break Policy Police Officers and Staff Human Resources Application Policy Owner Version 7 Date of PUG approval 12.09.08 Last Review Date 16.07.15 Next Review Date 16.07.18 Protective

More information

Patent Cooperation Treaty (PCT)

Patent Cooperation Treaty (PCT) (PCT) Done at Washington on June 19, 1970, amended on September 28, 1979, modified on February 3, 1984, and on October 3, 2001 Editor s Note: For details concerning amendments and modifications to the

More information

CHANGE MANAGEMENT, REDEPLOYMENT AND REDUNDANCY POLICY. 19 th December 2014

CHANGE MANAGEMENT, REDEPLOYMENT AND REDUNDANCY POLICY. 19 th December 2014 CHANGE MANAGEMENT, REDEPLOYMENT AND REDUNDANCY POLICY Version: 2 Ratified by (name of Committee): JNCC Date ratified: 19 th December 2011 Date issued: 21 st December 2011 Expiry date: (Document is not

More information

PROTECTED DISCLOSURES ACT NO 26 OF 2000

PROTECTED DISCLOSURES ACT NO 26 OF 2000 Date of commencement: 16 February 2001 REVISION No.: 0 Page 1 of 6 PROTECTED DISCLOSURES ACT NO 26 OF 2000 CONTENTS CLICK ON PAGE NUMBER TO GO TO SECTION OR REGULATION AND USE WEB TOOLBAR TO NAVIGATE Section

More information

Corporate Governance Guidelines

Corporate Governance Guidelines Corporate Governance Guidelines I. Introduction The Board of Directors (the Board ) of China Digital TV Holding Co., Ltd. (the Company ), acting on the recommendation of its Corporate Governance and Nominating

More information

The MOACAC Bylaws were approved by the MOACAC membership at BY LAWS OF THE MISSOURI ASSOCIATION FOR COLLEGE ADMISSION COUNSELING, INC.

The MOACAC Bylaws were approved by the MOACAC membership at BY LAWS OF THE MISSOURI ASSOCIATION FOR COLLEGE ADMISSION COUNSELING, INC. The MOACAC Bylaws were approved by the MOACAC membership at the membership meeting held during the ANNUAL Conference in 2014. BY LAWS OF THE MISSOURI ASSOCIATION FOR COLLEGE ADMISSION COUNSELING, INC.

More information

(Act No. 66 of May 23, 1986) Chapter I General Provisions

(Act No. 66 of May 23, 1986) Chapter I General Provisions Act on Special Measures concerning the Handling of Legal Services by Foreign Lawyers (The amendment act comes into effect as from March 1, 2016 (Act No. 69 of 2014 comes into effect as from April 1, 2016)

More information

THE INITIATIVE OF THE VOLUNTARY PRINCIPLES ON SECURITY AND HUMAN RIGHTS GOVERNANCE RULES

THE INITIATIVE OF THE VOLUNTARY PRINCIPLES ON SECURITY AND HUMAN RIGHTS GOVERNANCE RULES THE INITIATIVE OF THE VOLUNTARY PRINCIPLES ON SECURITY AND HUMAN RIGHTS GOVERNANCE RULES As approved by the Plenary on September 16, 2011 TABLE OF CONTENTS SECTION I. General Provisions... 1 SECTION II.

More information

INDONESIA Patent Law as amended by Law No. 14 on August 1, 2001

INDONESIA Patent Law as amended by Law No. 14 on August 1, 2001 INDONESIA Patent Law as amended by Law No. 14 on August 1, 2001 TABLE OF CONTENTS CHAPTER I GENERAL PROVISIONS Article 1 CHAPTER II SCOPE OF PATENTS Part One Patentable Inventions Article 2 Article 3 Article

More information

Staff Disciplinary Procedure. 1. Principles

Staff Disciplinary Procedure. 1. Principles Staff Disciplinary Procedure 1. Principles This procedure is to help ensure consistent and fair treatment for all staff and to ensure compliance with natural justice. The supervisor/manager will make preliminary

More information

Recruitment & Selection Policy

Recruitment & Selection Policy Recruitment & Selection Policy Version: 2 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Effective

More information

HR & OD POLICIES. TUPE Manager Q&A

HR & OD POLICIES. TUPE Manager Q&A Q. What constitutes a transfer of undertaking under the Transfer of Undertaking (Protection of Employment) Regulations 2006 ()? A. As a general guide, a transfer is said to have taken place when the whole

More information

AMENDED BY-LAWS OF STEELCASE INC. Amended as of: April 17, 2014

AMENDED BY-LAWS OF STEELCASE INC. Amended as of: April 17, 2014 AMENDED BY-LAWS OF STEELCASE INC. Amended as of: April 17, 2014 ARTICLE I Offices SECTION 1.01. Offices. The corporation may have offices at such places both within and without the State of Michigan as

More information

LONDON NHS PARTNERSHIP. London Model Change Management Policy - Principles and Procedures

LONDON NHS PARTNERSHIP. London Model Change Management Policy - Principles and Procedures LONDON NHS PARTNERSHIP London Model Change Management Policy - Principles and Procedures Contents Section Page 1 Introduction 4 2 Purpose 4 3 Scope 4 4 Definitions 4 Change Management 5 Statement and principles

More information

DRUG TESTING. Attorney General's Law Enforcement Drug Testing Policy. Issued October 1986 Revised August 1990 Revised September 1998 Revised June 2001

DRUG TESTING. Attorney General's Law Enforcement Drug Testing Policy. Issued October 1986 Revised August 1990 Revised September 1998 Revised June 2001 DRUG TESTING Attorney General's Law Enforcement Drug Testing Policy Issued October 1986 Revised August 1990 Revised September 1998 Revised June 2001 I. Applicability A. This policy applies to: 1. Applicants

More information

Managing Change HR Policy and Procedures

Managing Change HR Policy and Procedures Managing Change HR Policy and Procedures Incorporating changes following the review process in September 2012 Issued October 2012 2 Contents Page 1. Scope 3 2. Managing Organisational Change Key Principles

More information

PROTECTED DISCLOSURES ACT 26 OF 2000

PROTECTED DISCLOSURES ACT 26 OF 2000 Page 1 of 7 PROTECTED DISCLOSURES ACT 26 OF 2000 [ASSENTED TO 1 AUGUST 2000] [DATE OF COMMENCEMENT: 16 FEBRUARY 2001] (English text signed by the President) ACT To make provision for procedures in terms

More information

CHAPTER 228 SRI LANKA EXPORT DEVELOPMENT

CHAPTER 228 SRI LANKA EXPORT DEVELOPMENT CHAPTER 228 Act No. 40 of 1979. AN ACT TO PROVIDE FOR THE CONSTITUTION OF THE SRI LANKA EXPORT DEVELOPMENT COUNCIL OF MINISTERS AND THE ESTABLISHMENT OF THE SRI LANKA EXPORT DEVELOPMENT BOARD; TO VEST

More information

Disciplinary and dismissal procedures for school staff

Disciplinary and dismissal procedures for school staff Revised guidance for governing bodies Guidance Welsh Government circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Status of documents

More information

TERMS AND CONDITIONS FOR BUSINESS PARTNERS:

TERMS AND CONDITIONS FOR BUSINESS PARTNERS: Page 1 of 6 TERMS AND CONDITIONS FOR BUSINESS PARTNERS: I. PROVIDER'S DETAILS Company: Registered office:,, 29254191, tax ID No.: CZ 29254191 Incorporated in the Companies Register kept by the Regional

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Operations Head of HR Operations

More information

THIMUN REVISED RULES OF PROCEDURE Hylke Hoekstra, Fran Laughlin and Dirk van Leeuwen, January 2006 Edited by Dirk van Leeuwen, October 2006

THIMUN REVISED RULES OF PROCEDURE Hylke Hoekstra, Fran Laughlin and Dirk van Leeuwen, January 2006 Edited by Dirk van Leeuwen, October 2006 1 / 10 I. APPLICATION Application Rule 1 These rules of procedure apply to the proceedings of the General Assembly, the Economic and Social Council and other forums labelled by the Board of Directors of

More information

CORPORATE GOVERNANCE GUIDELINES

CORPORATE GOVERNANCE GUIDELINES As of February 2012 CORPORATE GOVERNANCE GUIDELINES I. Introduction These corporate governance principles have been adopted by the Board of Directors (the Board ) of L-3 Communications Holdings, Inc. (

More information

Sustainable Purchasing Leadership Council Operating Policies & Procedures. April 2014

Sustainable Purchasing Leadership Council Operating Policies & Procedures. April 2014 Sustainable Purchasing Leadership Council Operating Policies & Procedures Adopted on October 23, 2013 Revised on April 28, 2014 I. General Provisions 1. Scope of Operating Policies and Procedures. These

More information

BYLAWS of the. TRANSITION SPECIALTIES DIVISION of the NATIONAL REHABILITATION ASSOCIATION. Article I NAME, AFFILIATION, AND DEFINITIONS

BYLAWS of the. TRANSITION SPECIALTIES DIVISION of the NATIONAL REHABILITATION ASSOCIATION. Article I NAME, AFFILIATION, AND DEFINITIONS BYLAWS of the TRANSITION SPECIALTIES DIVISION of the NATIONAL REHABILITATION ASSOCIATION Article I NAME, AFFILIATION, AND DEFINITIONS Sec. 1. Organizational name: The name of this division shall be the

More information

STT ENVIRO CORP. (the Company ) CHARTER OF THE CORPORATE GOVERNANCE AND NOMINATING COMMITTEE. As amended by the Board of Directors on May 10, 2012

STT ENVIRO CORP. (the Company ) CHARTER OF THE CORPORATE GOVERNANCE AND NOMINATING COMMITTEE. As amended by the Board of Directors on May 10, 2012 STT ENVIRO CORP. (the Company ) CHARTER OF THE CORPORATE GOVERNANCE AND NOMINATING COMMITTEE PURPOSE AND SCOPE As amended by the Board of Directors on May 10, 2012 The primary function of the Committee

More information

COUNCIL OF THE EUROPEAN UNION. Brussels, 29 September 2009 13707/09 LIMITE PI 93

COUNCIL OF THE EUROPEAN UNION. Brussels, 29 September 2009 13707/09 LIMITE PI 93 COUNCIL OF THE EUROPEAN UNION Brussels, 29 September 2009 13707/09 LIMITE PI 93 WORKING DOCUMENT from: General Secretariat of the Council to: Working Party on Intellectual Property (Patents) No. prev.

More information

Policy & Procedure. Specific Instructions to Tenderers for Contracted- Out Services relating to Transfer of Undertakings

Policy & Procedure. Specific Instructions to Tenderers for Contracted- Out Services relating to Transfer of Undertakings Specific Instructions to Tenderers for Contracted- Out Services relating to Transfer of Undertakings 1. Your attention is drawn to SI 131 of 2003 entitled European Communities (Protection of Employees

More information

The Act on Promotion of Use of Alternative Dispute Resolution Act No. 151 of 2004

The Act on Promotion of Use of Alternative Dispute Resolution Act No. 151 of 2004 This English translation of the Act on Promotion of Use of Alternative Dispute Resolution Effective April 1, 2007 has been prepared in compliance with the Standard Bilingual Dictionary March 2006 edition.

More information

PUBLIC SERVICE ACT 2005. An Act to make provision in respect of the public service of Lesotho and for related matters. PART I - PRELIMINARY

PUBLIC SERVICE ACT 2005. An Act to make provision in respect of the public service of Lesotho and for related matters. PART I - PRELIMINARY PUBLIC SERVICE ACT 2005 An Act to make provision in respect of the public service of Lesotho and for related matters. Enacted by the Parliament of Lesotho Short title and commencement PART I - PRELIMINARY

More information

University of Connecticut School of Social Work Graduate Student Organization This charter was voted on and put into effect on April 24, 2014

University of Connecticut School of Social Work Graduate Student Organization This charter was voted on and put into effect on April 24, 2014 University of Connecticut School of Social Work Graduate Student Organization This charter was voted on and put into effect on April 24, 2014 Article I: School of Social Work Graduate Student Organization

More information

Policy On Separation From Employment

Policy On Separation From Employment Effective Date of Issue: December 15, 2005 Page 1 of 5 STATE OF MARYLAND JUDICIARY Policy On Separation From Employment I. PURPOSE To establish uniform practices for the separation from employment with

More information

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70 Managing Workforce Change: Transfer of Undertakings (TUPE) P r o c e d u r e This procedure should be applied where there is a transfer of work from one employer to another. The procedure covers the following

More information

RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES

RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES Contents 1 Introduction 2 Key Steps to Restructuring 3 Planning 4 What changes need to take place? 5 What are the implications of the changes on my team?

More information

BYLAWS OF SECTION ON HEALTH POLICY AND ADMINISTRATION American Physical Therapy Association

BYLAWS OF SECTION ON HEALTH POLICY AND ADMINISTRATION American Physical Therapy Association BYLAWS OF SECTION ON HEALTH POLICY AND ADMINISTRATION American Physical Therapy Association ARTICLE I. NAME The Section on Health Policy and Administration, hereinafter referred to at the Section, shall

More information

Model Business Associate Agreement

Model Business Associate Agreement Model Business Associate Agreement Instructions: The Texas Health Services Authority (THSA) has developed a model BAA for use between providers (Covered Entities) and HIEs (Business Associates). The model

More information

Management of Excess Teaching Service

Management of Excess Teaching Service Management of Excess Teaching Service Last updated 6 August 2015 MANAGEMENT OF EXCESS TEACHING SERVICE CONTENTS PAGE OVERVIEW... 2 CONSULTATION... 3 IDENTIFICATION... 5 REDEPLOYMENT/CAREER TRANSITION SUPPORT...

More information

BB SEGURIDADE PARTICIPAÇÕES S.A. AUDIT COMMITTEE S INTERNAL RULES

BB SEGURIDADE PARTICIPAÇÕES S.A. AUDIT COMMITTEE S INTERNAL RULES CHAPTER I PURPOSE BB SEGURIDADE PARTICIPAÇÕES S.A. AUDIT COMMITTEE S INTERNAL RULES Art. 1. This Internal Regulation ( Regulation ), prepared based on the best corporate governance practices, governs the

More information

Virginia Board of Education Agenda Item

Virginia Board of Education Agenda Item Virginia Board of Education Agenda Item Agenda Item: J Date: June 27, 2013 Title Presenter Final Review of Proposed Revisions to the Regulations Governing the Employment of Professional Personnel (8VAC20-440-10

More information

RHODE ISLAND INFRASTRUCTURE BANK. REQUEST FOR PROPOSAL (RFP) Executive Search Firm

RHODE ISLAND INFRASTRUCTURE BANK. REQUEST FOR PROPOSAL (RFP) Executive Search Firm RHODE ISLAND INFRASTRUCTURE BANK REQUEST FOR PROPOSAL (RFP) Executive Search Firm I. Description of Proposal The Rhode Island Infrastructure Bank (the Bank ) is issuing this Request for Proposals ( RFP

More information

Maternity Leave Guidelines

Maternity Leave Guidelines Version 3 of 3 Date: 1 April 2007 Maternity Leave Guidelines Purpose and Scope of the Procedure The purpose of this policy is to outline the employment rights of expectant mothers including maternity leave,

More information

HR06: CHANGE MANAGEMENT POLICY

HR06: CHANGE MANAGEMENT POLICY Policy Type Information Governance Corporate Standing Operating Procedure Human Resources X Policy Name HR06: CHANGE MANAGEMENT POLICY Status Committee approved by Approved Management Executive Date Approved

More information

HEALTHCARE GLOBAL ENTERPRISES LIMITED NOMINATION AND REMUNERATION COMMITTEE CHARTER

HEALTHCARE GLOBAL ENTERPRISES LIMITED NOMINATION AND REMUNERATION COMMITTEE CHARTER HEALTHCARE GLOBAL ENTERPRISES LIMITED NOMINATION AND REMUNERATION COMMITTEE CHARTER Page 1 of 7 I. INTRODUCTION The Remuneration and Nominations Committee (the Committee ) is a committee of the board of

More information

PARTNERSHIP AGREEMENT BETWEEN AXA INSURANCE AND UNIONS TOGETHER (United Kingdom)

PARTNERSHIP AGREEMENT BETWEEN AXA INSURANCE AND UNIONS TOGETHER (United Kingdom) PARTNERSHIP AGREEMENT BETWEEN AXA INSURANCE AND UNIONS TOGETHER (United Kingdom) 1. INTRODUCTION This Partnership Agreement between AXA Insurance (AXAI) and Unions Together (the Unions) will help maintain

More information

WAUPACA MIDDLE SCHOOL PARENT TEACHER GROUP, INC. A NON-PROFIT PARENT-TEACHER ORGANIZATION BY-LAWS

WAUPACA MIDDLE SCHOOL PARENT TEACHER GROUP, INC. A NON-PROFIT PARENT-TEACHER ORGANIZATION BY-LAWS WAUPACA MIDDLE SCHOOL PARENT TEACHER GROUP, INC. A NON-PROFIT PARENT-TEACHER ORGANIZATION BY-LAWS ARTICLE I: NAME The name of this organization shall be Waupaca Middle School Parent Teacher Group, Inc.

More information

Tax Deferred Employee Bonus Share Plan

Tax Deferred Employee Bonus Share Plan Tax Deferred Employee Bonus Share Plan Fortescue Metals Group Limited ABN 57 002 594 872 As approved by the Board of directors of Fortescue Metals Group Limited on 31 May 2011. Contents 1. Definitions

More information

G R O U P T R A D I N G P O L I C Y

G R O U P T R A D I N G P O L I C Y G R O U P T R A D I N G P O L I C Y 1. INTRODUCTION These guidelines set out the policy on the sale and purchase of securities in the Company. This policy applies to: all Directors of the Company; all

More information

RULES OF ELECTRONIC PAYMENTS ASSOCIATION

RULES OF ELECTRONIC PAYMENTS ASSOCIATION RULES OF ELECTRONIC PAYMENTS ASSOCIATION These are the rules of Electronic Payments Association that have been made by the board of directors of EPA under Article 19 of the articles of association of EPA.

More information

WITNESS PROTECTION ACT 112 OF 1998

WITNESS PROTECTION ACT 112 OF 1998 Page 1 of 21 WITNESS PROTECTION ACT 112 OF 1998 [ASSENTED TO 19 NOVEMBER 1998] [DATE OF COMMENCEMENT: 31 MARCH 2000] (Unless otherwise indicated) (English text signed by the President) as amended by Prevention

More information

YORK UNIVERSITY PENSION PLAN

YORK UNIVERSITY PENSION PLAN YORK UNIVERSITY PENSION PLAN (Amended and Restated as at January 1, 1992) Unofficial Consolidation to December 31, 2013 This is an unofficial consolidation of the York University Pension Plan including

More information

Wiltshire Council Human Resources Pay Policy Statement

Wiltshire Council Human Resources Pay Policy Statement Wiltshire Council Human Resources Pay Policy Statement This policy can be made available in other languages and formats such as large print and audio on request. What is it? The pay policy statement sets

More information

Risk and Insurance Management Society, Inc. Chesapeake Chapter. Chapter Constitution and Bylaws TITLES

Risk and Insurance Management Society, Inc. Chesapeake Chapter. Chapter Constitution and Bylaws TITLES Risk and Insurance Management Society, Inc. Chesapeake Chapter (RIMS) Chapter Constitution and Bylaws TITLES ARTICLE I Name 2 ARTICLE II Objectives and Powers 2 ARTICLE III Membership 2 ARTICLE IV Dues

More information

RECRUITMENT & CONSULTING SERVICES ASSOCIATION LIMITED AUSTRALIA & NEW ZEALAND

RECRUITMENT & CONSULTING SERVICES ASSOCIATION LIMITED AUSTRALIA & NEW ZEALAND RECRUITMENT & CONSULTING SERVICES ASSOCIATION LIMITED AUSTRALIA & NEW ZEALAND RCSA, PO Box 18028, Collins Street East, Victoria 8003 Australia T: +61 3 9663 0555 F: +61 3 9663 5099 E: ethics@rcsa.com.au

More information

Management of Change (Police Staff)

Management of Change (Police Staff) PG 043 Type of Document: Management of Change (Police Staff) Manager s Guide Version: 1.1 Registered Owner: Author: Head of HR & OD Jill Samuels, HR Projects Effective Date: October 2014 Review Date: October

More information