Page 62 - Powercomm Employee Handbook July 2019

3.28 REDUNDANCY POLICY
Should circumstances arise where redundancy is determined to be a possibility the Company will
ensure it complies with relevant legislation and look where possible to;
a) Reduce overtime to a workable minimum; and
b) Investigate measures, such as short-time working, reduced working week and/or lay off
(without pay), as a means of avoiding redundancies.

If redundancies cannot be avoided, consideration may be given to applications for voluntary
redundancy, where appropriate. It may not be possible to accept every application for voluntary
redundancies depending on the requirements of the business. If the selection of employees for
redundancy becomes necessary, any criteria for selection will be discussed with you at the time where
possible. At all times the overriding consideration will be the future viability of the business and we
reserve the right to deviate from this policy where deemed necessary.

3.29 MEDIA
All enquiries from members of the media including but not limited to press, radio and television, in
relation to the Company or otherwise should be passed to a MANAGER. No comments should be made
to the Media on behalf of the Company unless authorised to do so by a MANAGER

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