The declaration of a surplus of positions to departmental requirements is not to be used by the Department to deal with unsatisfactory performance or conduct, and you should not be unlawfully discriminated against for any of the following reasons:
Within two weeks of the declaration of surplus positions, you will enter a three month redeployment period, where you will be offered priority status for vacant roles within the Victorian Public Service (VPS) Sector. Redeployment periods do not apply to:
If you are a fixed term or casual employee, in your probationary period or an executive officer than the VPS TSP policy may not apply to you.
Otherwise, redeployment opportunities must be exhausted prior to a Targeted Separation Package (TSP) being applied to any other employees. If the redeployment period is successful, then the TSP cannot be applied.
An employee who has not proactively participated in the redeployment process will not be eligible for a TSP, except in exceptional circumstances. If this occurs, then the redundancy provisions under the Fair Work Act 2009 (Cth) will apply.
A TSP is a compulsory, bona fide redundancy package for taxation purposes, and notice requirements must be met with, or payment given in lieu of notice. The TSP consists of:
The three year prohibition on public sector work that applies to voluntary departure packages does not apply to TSP’s.
The TSP will be a bona fide redundancy package as long as there is a bona fide redundancy. This usually arises where facilities or functional areas are closing, the organisation is being wound up or the employee’s skills are no longer needed by the public service sector. If you feel that there is not a bona fide redundancy then you should seek legal advice.
** Note: this only applies to Victorian Government Employees who are covered by the Victorian Public Service Enterprise Agreement 2016.**