If it is a substantive equivalent of the position, or maybe some re-skilling required, then yes. You have look at re-deployment, re-skilling, etc under the Fair Work Act prior to retrenching an employee. No additional monies need to be paid when they are re-deployed or offered a new role. However, you need to make sure that the new terms and conditions are appropriate for the new role.
It will be at the employer's discretion to offer travel allowance for an adjustment period, etc.
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