Guidelines for Alternative Placement or Transfer of Staff: General Staff

Situations arise where it is desirable that staff be transferred to alternative positions. These situations include:

• where staff are physically incapable of performing work in their current position but are capable of performing other work
• where efforts are being made to place staff under the current redundancy provisions relating to redeployment as provided for in Redeployment, Redundancy and Retrenchment
• where the working environment has become unproductive as a result of personal idiosyncracies.

Whenever a situation occurs as outlined in paragraph 5.1 above and is not covered by Redeployment, Redundancy and Retrenchment the staff member shall be placed in the first suitable and mutually acceptable vacancy. A suitable vacancy is one which makes an appropriate match between the officer, the job and the work environment.

After consultation with the employee concerned and with the supervisor of the position, the head of school and Dean where the placement is being sought, authority to transfer shall rest with the Vice-Chancellor on the recommendation of the Director, Human Resources.

The staff member retains existing entitlements including salary and classification.

These placement guidelines will also be applied to staff who are undertaking a University organised, formal rehabilitation programme following a work-related injury as approved by the Director, Human Resources.

These guidelines may also be applied to staff being transferred as an outcome of the application of the Procedures for Managing Unsatisfactory Performance and Misconduct.

Nothing in these guidelines infers an entitlement to be transferred on the request of an employee.