This policy has been developed to outline the arrangements for income maintenance for Professional Staff who have been redeployed, placed on the unattached list, or otherwise placed into a position classified at a lower Higher Education Worker (HEW) level.
2. Policy Statement
The University recognises that there may be variations to employment circumstances which result in a Professional Staff member being redeployed or confirmed into a position which is classified at a lower HEW level.
3. Policy Purpose
This policy outlines the arrangements to be undertaken for the provision of income maintenance for Professional Staff.
4. Application of Policy
This policy applies to all continuing and fixed-term Professional Staff members.
A Professional Staff member who has been redeployed into a position classified at a lower HEW level than the position which was made redundant by the University shall continue to receive salary equivalent to that of the redundant position for a period of no more than 12 months from the date of redeployment. After this date they will receive the salary applicable to the classification of the position into which they have been redeployed.
A Professional Staff member who is the current incumbent of an existing position which has been classified at a lower HEW level shall continue to receive salary equivalent to that of the previous classification of the position for a period of no more than 12 months from the date of the new classification. After this date they will receive the salary applicable to the new classification of the position.
A Professional Staff member who has been on the "unattached list" and who has been placed into a position classified at a lower level than the position they occupied prior to being unattached shall continue to receive salary equivalent to that of the position they occupied prior to being unattached for a period of no more than 12 months from the date of placement. After this date they will receive the salary applicable to the position into which they have been placed.
During the period of income maintenance the staff member will be placed in the position at the top incremental step of the lower classification level, and they will continue to receive equivalent salary to that of the higher graded position, which will be considered as salary for all other purposes. Staff members will cease to receive any special loadings and/or allowances which were peculiar to the previous position that are not applicable to the new position.
All decisions in relation to the application of this policy must be in accordance with the Delegations of Authority Policy and Register.
7. Policy Review
The University may make changes to this policy from time to time. In this regard, any staff member who wishes to make any comments about this policy may forward their suggestions to Human Resources.
8. Further Assistance
Any staff member who requires assistance in understanding this policy should first consult their nominated supervisor who is responsible for the implementation and operation of these arrangements in their work area. Should further information or advice be required staff should visit Service Central