Department of Premier and Cabinet
Category
Department of Premier and Cabinet Circular
Identifier
P1996-40
Status
Archived

P1996-40 Services for Displaced Employees

Description:

PEO Circular No. 1996-34: Managing Displaced Employees introduced a number of important changes to arrangements for voluntary redundancy clients, which took effect from 1 July 1996. On 1 July, the Workforce Management Centre ceased providing services to voluntary redundancy clients and now concentrates on assisting displaced employees who are seeking redeployment to other public sector organisations. While the Workforce Management Centre is continuing to provide advice and information on voluntary redundancy issues, organisations are now obliged to take greater responsibility for their displaced employees who accept voluntary redundancy. Responsibility at the organisation level includes referral to counselling, training and retraining services, as outlined in Circular 1996-34.

PEO Circular No. 1996-34: Managing Displaced Employees introduced a number of important changes to arrangements for voluntary redundancy clients, which took effect from 1 July 1996. On 1 July, the Workforce Management Centre ceased providing services to voluntary redundancy clients and now concentrates on assisting displaced employees who are seeking redeployment to other public sector organisations. While the Workforce Management Centre is continuing to provide advice and information on voluntary redundancy issues, organisations are now obliged to take greater responsibility for their displaced employees who accept voluntary redundancy. Responsibility at the organisation level includes referral to counselling, training and retraining services, as outlined in Circular 1996-34.

The PEO has developed guidelines entitled Services for Displaced Employees to assist public sector organisations in their new role in administering services to displaced employees who accept voluntary redundancy. The guidelines are intended to provide organisations with flexibility to develop their own approaches, within the context of the relevant policies and legislation. They. represent the outcome of extensive consultation with both budget and non budget organisations and public sector unions.

In August 1996, Services for Displaced Employees will be re-issued as part of a broader policy which deals with the provision of employee assistance services for all employees. This policy recognises that many organisations already have well-established employee assistance programs and that the counselling and support services provided through such programs may also be of assistance to employees who accept voluntary redundancy.

If you require further information, please contact Paul Baker, Workforce Management Centre on telephone number 9266 8040.

KEN CRIPPS
Commissioner

This memorandum has been superseded by M2008-08 Consolidated Policy On Managing Displaced Employees.

__________________________________________________

Services for Displaced Employees Guidelines

July 1996

Redeployment

Primary responsibility for redeployment assistance rests with the employing organisation. The Workforce  Management Centre facilitates redeployment between organisations. The individual is responsible for  maintaining a pro-active job search.

Funding

Additional Budget funding will only be made available if the restructures arise from Government initiatives, that is where the redeployments/redundancies are associated with an on-going reduction in Budget support: for the  organisation. Requests for supplementary funding for the reimbursement of payments actually made should  be submitted to Treasury on a regular basis, supported by relevant data and information. Projected  expenditure should be reflected in regular reviews of the organisation's Budget position.

Range of services for voluntary redundancy clients

Voluntary redundancy clients are entitled to assistance in seeking alternative employment or additional, vocationally  relevant knowledge and skills which are in demand in the broader community. Organisations are responsible for  advising voluntary redundancy clients on how to access:

  • counselling, training and retraining services and
  • the reimbursement that is available for certain expenses incurred for these services.

However, it is to be expected that not all ,voluntary redundancy clients will access all of the available services.

The assistance to be provided under the voluntary redundancy package includes the following:

  • access to stress management counselling;
  • access to career transition, retraining opportunities and occupational information;
  • advice on access to professional assessment to assist in determining vocational skills, aptitudes and interests;
  • information on programs to upgrade existing skills or acquire new skills, including provision for payment of fees, training allowances, books and equipment;
  • access to assistance with job search, resume preparation and interview skills before merit selection processes occur;
  • access to assistance with trade/skill certification; and
  • removal costs to gain employment.

Reimbursement

Public organisations are responsible for reimbursing  voluntary redundancy clients for expenses associated  with counselling, training and retraining services and  compulsory books and equipment associated with  courses of study, on production of receipts.

Organisations are encouraged to design their packages  having regard to the items in the following list:

  • Vocational, stress and change management counselling. This counselling may be provided in group or individual sessions.
  • Workshops or individual assistance with job-seeking skills, interview techniques and resume preparation.
  • Training to upgrade existing skills or acquire new skills. Courses may include those run by universities, TAFE colleges, community colleges and private providers.
  • Trade tools required for alternative employment (when tools were previously provided by the former employing organisation).
  • Certification - trade tests and licensing.
  • Compulsory membership fees related to course attendance, including student activity fees, institution service and administration fees.
  • Compulsory books and equipment.
  • Special clothing or footwear if required to undertake training courses.
  • Fares - travel costs assessed as necessary to attend training courses.
  • Assistance with removal costs to gain employment.
  • Interpreting service - actual cost.
  • Child care if required to attend training courses.
  • Out of pocket expenses not covered in any of the above-mentioned categories.
  • Special needs, assessed on an individual basis.

 

Voluntary redundancy clients are reimbursed only once, for expenses accumulated over the period of training (see under Time Limits, below). However, in special cases, organisations may exercise their discretion to pay for the training in advance.

Average expenditure for voluntary redundancy clients under the Workforce Management Centre has been about $2,500 but may be up to $5,000.

Time limits

Voluntary redundancy clients may accumulate expenses for the items described above for a period of up to one year from their last day of duty.