BSBHRM507 MANAGE SEPARATION OR TERMINATION ASSESSMENT TASK 2 FEEDBACK COVER SHEET STUDENT NAME ...

Question

BSBHRM507 MANAGE SEPARATION OR TERMINATION ASSESSMENT TASK 2 FEEDBACK COVER SHEET STUDENT NAME STUDENT ID ASSESSOR NAME EVIDENCE COLLECTED BENCHMARK REQUIREMENTS MET 1st Attempt 2nd Attempt 3rd Attempt · Redundancy Policy and Procedures ☐ ☐ ☐ · Redundancy or redeployment plan ☐ ☐ ☐ · Communication plan ☐ ☐ ☐ · Review schedule ☐ ☐ ☐ · Handouts and any other material ☐ ☐ ☐ OUTCOME ☐Satisfactory ☐Not Satisfactory ☐Satisfactory ☐Not Satisfactory ☐Satisfactory ☐Not Satisfactory DATE / / 20 / / 20 / / 20 ASSESSOR INITIAL FEEDBACK TO STUDENT ASSESSOR SIGNATURE DATE of FINAL OUTCOME ask 2 – Theory: Short Answer Questions Practical Assessment Instructions The Student is required to undertake a series of tasks in a simulated workplace environment. These tasks are to be undertaken with the same performance expectations and to the same standard as if the student were employed in the workplace. The tasks must be stopped immediately by the Trainer/Assessor if he/she believes an unsafe act is to occur. Practical Assessment Tasks The practical assessment assesses how well you understand and can manage the redundancy process. 1. You would have been issued with a Unit Outline and Assessment Agreement (UOAA). This agreement outlines the time frames for your assessment tasks. 2. The Trainer/Assessor will give you further instructions 3. The Trainer/Assessor may stop the assessment to ask questions 4. Reasonable adjustment will be made should the Trainer/Assessor deem it necessary 5. You may be working in a team, but you will be assessed as an individual 6. You cannot use any references, books or course notes 7. You must show competence in all tasks and activities. If you do not, you will be assessed as ‘not satisfactory’ 8. You should finish the assessment in the stipulated time. If it takes you longer than this, the extra time will be taken into account when your overall competency is assessed 9. If you are assessed as being “Not Satisfactory”, you will be provided oral and written feedback on areas needing improvement. Your Trainer/Assessor will guide you about re-assessment conditions related to the assessments 10. The “Complaints and Appeals Process”: should you wish to appeal an assessment decision, you should refer to the “Complaints and Appeals” Policy. It is available on Skills Australia’s website. Task 2 – Practical: Manage Redundancy Processes Task 2 requires you to develop the following: 1) Redundancy Policy and Procedures for Bounce Fitness. Currently, the only reference to redundancy is in the Bounce Fitness Personnel Policies. 2) A complete redundancy or redeployment plan 3) A communication plan 4) A Review Schedule outlining review timeframes for the Redundancy Policy and Procedures 5) Design and produce the handouts and any other material that would be provided to those being made redundant and include copies with your assessment. Ensure that you meet all legal requirements. Print and include any documents you use from the Bounce Fitness website and reference any other information for your Assessor. Supporting Evidence Guide Please provide your Trainer and Assessor with the following evidence to demonstrate competence for all practical tasks: Document Document Inserted Task 2 Redundancy Policy and Procedures redundancy or redeployment plan communication plan Review Schedule handouts and any other material Document Name: BSBHRM507 Assessment Task 2 RTO Code: 52010 CRICOS Code: 03548F Version: 1.4 Approved on: 01 Oct 2020 Review Date: 01 Oct 2022 Page 1 of 1

bsbhrm507-assessment-task-2-3w5ww1yq-erx5yddv-lszoqpns.docx

Tanmoy · Accepted Answer

Task 2 - Requires you to develop the following
1) Redundancy Policy and Procedures for Bounce Fitness. Currently, the only reference to redundancy is in the Bounce Fitness Personnel Policies
Purpose:
Bounce Fitness allows that terminations are a predictable certainty in an organization.  The measures recognized as per policy are planned to guard the interests of the pretentious employee as well as the organization.
Scope:
This policy applies to Bounce Fitness in its entirety, including all workforce members.
Policy Statement:
Bounce Fitness is dedicated in guaranteeing steps related to disciplinary actions and employee and staffs termination during any arise of problems, every worker will be delighted, justifiably and justly, in agreement, with standards as per the industry of expected impartiality and justice.
Rights and Responsibilities:
In order to keep everything fair and clean, we hire an external team who visits us whenever we terminate an employee and checks everything. Other than that, our CEO and other HR neutral officers also make sure that the decorum of the employee is maintained and must provide them with leave policies with the sensitivity of being treated reasonably and with admiration.
The various processes concerned in a redundancy or redeployment process are as follows:
· Commence and analyse through the redundancy process. Observe how the business operates to make sure the redundancy is genuine. 
· Investigate the employee award and contract for the requirement, the time of notice, payment and the various procedures. Any mistake at this point means claiming for illegal discharge afterwards. Identify the Fair Work Info line on (800)260-6148 for any further inquiries related to admission.   
· Hold consultations with employee and company according Fair Work Act 2009. 
· Decide between voluntary, compulsory redundancies, or there must be a fair recruitment process and transparency system to keep in touch to maintain the relationship.
· The National Business Gateway must be get in touch with by Australian Department of Human Service to meet the obligation if the company is retrenching staff under right policies.
In the exit interview of process, we can observe that the Bounce Fitness has already established the following the procedure according to the legal policies. The reason for the employees’ termination is stated in the policies. 
The employment will require completion of the interview process with experts from Central or Human Resources as per the termination according to the policies.  The complete interview process completed will be sent to head quarter in order to get authorization from the Human Resources. The Bounce Fitness staffs also need to submit notice period for termination purpose. It will be 4 weeks for the management staffs and 2 weeks for general staffs. All the procedure of Employment Protection Act 1982 and Industrial Relations Act 1996 are adhered with respect to the notice period. Thus we can state that Bounce fitness meet all the prerequisites as per the above policies.
Final payments
Final ‘termination’ payments for redundancy are:
· The wages which are unpaid
· The leaves which are unusual
· The payment made through redundancy policies
· Rostered days which are not paid off 
· ‘Payment in lieu’ where the employee is not working from the day of working to the last working day
· Pro-rata long service leaves which are typically for a period of seven years of service and which is depended on the applicable instrument or state and territory laws
If you have the question, call the Fair Work Info line on (800)260-6148 
Provide each staff that being redundancy with written notice at the end of the notice period that will include:
· The entitlements details are premeditated and calculated till the last day which is explained perfectly, listing which agreement or award you based the calculations on, when and how you will make final payments
· The Employment Parting Certificate must state that services has finished and the reasons for the same
· It must be accompanied by a written, accurate statement of service 
· They must recommend of counselling and searching for various jobs, creation of organizations within the community, commerce associations and assistance provided by various unions.
· The bid of remunerated time off to appear for employment, obtain financial planning advice and/or retraining
· The proposal is to finish service straight away by taking reimbursement in lieu of note 
Good communication is essential to maintain trust: 
The effective communication decreases ambiguity and doubt. This process is to keep relationship people updated as strategized before dismissal.
A several tips for communication: 
· Start talks on various employment and company related issues as soon possible 
· Use one-on-one contact wherever possible
· If you have meetings,

BSBHRM507 MANAGE SEPARATION OR TERMINATION ASSESSMENT TASK 2 FEEDBACK COVER SHEET STUDENT NAME STUDENT ID ASSESSOR NAME EVIDENCE COLLECTED BENCHMARK REQUIREMENTS MET 1st Attempt 2nd Attempt 3rd...

Answer To: BSBHRM507 MANAGE SEPARATION OR TERMINATION ASSESSMENT TASK 2 FEEDBACK COVER SHEET STUDENT NAME...

Answer To This Question Is Available To Download

Related Questions & Answers