The conditions of employment at the UTS are set by various laws, collective agreements, customary law and university police, practice and statutes. 45.6 The employee will not refuse an appropriate offer of redeployment or training and may only be placed in a lower classification position by agreement. . (b) may obtain other documents and meet with other staff members or representatives of the university if they deem it necessary. (a) a lump sum payment calculated in accordance with continuous Service Scale 45.23 The examiner shall, within ten working days of the appointment of the Director, verify the relevant documents for deciding to declare a dismissed position. The assessor shall draw up a written report on whether: calculated on the basis of the officer`s basic salary (excluding citations) at the time of termination (c) if it is found that the staff member can be rehabilitated, performs the necessary training; and a staff member who is at least 5 years old but less than ten years old has a proportionate right. 45.18 Where appropriate, the university will consider an alternative procedure (“job exchange”) to allow for an exchange of positions between an employee concerned and another staff member who has stated that he or she may accept a voluntary termination. This process is managed on a case-by-case basis and must be approved by the Director, Human Resources or Manager, Employee Relations. (a) verification of the capacities necessary to meet the essential requirements of the position; Other necessary tasks or demonstrations for which, as part of normal tasks, full technical coordination is required or occasional staff hold a corresponding Doctorate. 45.1 This clause applies only to permanent employees.
The pro rata claim shall be calculated in accordance with point 29.6. (b) career transition assistance up to $2500 (including GST), payable upon receipt of the invoice or receipt. University-accredited providers offer assistance with career transfer; and. 18 weeks plus 2 weeks for each additional year of continuous service or pro rata for part of it and limited to a maximum of 52 weeks (b) for more than 1 dismissal, the university acted fairly and regularly in the selection of staff according to the criteria. Routine marking in which the second-hand employee has a relevant PhD. 45.14 Continuous service is calculated on the following scale and limited to a maximum of 52 weeks. (b) request the manager to review the criteria for identifying redundant positions; Paid to a respected person for a single course for each course group; or if a course includes 4 hours of work. 1.b (PAY LECT SIG) 45.17 The voluntary reduction is calculated according to the table:. (b) assess whether the staff member has the necessary skills and experience or whether he or she can be re-elected to the office; 45.25 The auditor shall make available to the Director, Human Resources, a report on the auditor`s results, which shall forward the report and related materials to the appropriate Vice-Chancellor or equivalent Assistant Vice-Chancellor for review and decision. A copy of the report is also provided to the officer upon request. 45.26 The Vice-Chancellor or an equivalent representative may: Other duties or demo game3.b (PAY DEMO PHD) paid if the lecturer has primary responsibility for the planning and development of a unit of a large part of a unit as well as the conference or when a course or small group of courses requires special expertise; 1.c (PAY LECT STD) 45.9 An agent shall not waive his right to a reduction unless, at the end of the probation period, he receives an appropriate offer of reintegration.
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