What I can't understand is why some of us received 4 weeks and some of
us 2. Surely our contracts were the same?

Another DTT cock up??? Surely NOT!!!! Ahuh, of course...

SG

> -----Original Message-----
> From: Elizabeth Fullerton [mailto:laslig@...]
> Sent: Friday, 24 October 2003 8:42 AM
> To: otmushrooms @ yahoogroups . com . au
> Subject: Re: RE: [otmushrooms] Notice
>
> Mark, as far as I'm concerned, the award gives minimum amounts. My
> contract
> states one month's notice, that's what they owe me, that's what I'm
> claiming.
>
>
>
> > Mark Shannon <mshannon@...> wrote:
> >
> > G'Day all,
> >
> > I just got a reply back from Sallie regarding the notice. Earlier I
> > stated
> > that I had only two weeks notice instead of one months denoted on my
> > contract. By proving my APESMA legibility, I lose my one months
> > notice back
> > to two weeks, but get one months redundancy instead of two weeks.
> > Therefore,
> > I gain absolutely nothing. If you have the inclination, read my
> > request to
> > Sallie, her reply and finally my reply to her again (which I have
> > just
> > sent). Give her credit, she at least responds.
> >
> >
> > Mark Shannon
> >
> >
> > Hi Sallie,
> >
> > Firstly, please excuse me for misspelling your name in previous
> > emails.
> >
> > With your comments, respectively I disagree with your points in that
> > firstly, the whole purpose of proving my eligibility was for the one
> > month
> > notice which was standard OT practice for redundant people, yet DTT
> > denied
> > it as being applicable to us. It did not at any stage wipe out my
> > entitlements on notice. Nor did they state this would happen.
> >
> > Just to outline the situation, I (amongst many others) were given
one
> > months
> > notice (which is on my employee agreement). On being made redundant
I
> > was
> > only given two weeks redundancy in which this length of redundancy
> > went
> > against the trend of ALL previously made redundant people. Then, DTT
> > stated
> > that if you can prove eligibility to APESMA, we'll give you one
> > months
> > redundancy. It never said, you would lose out on other things.
> > Surely, DTT
> > are playing with semantics and outside of human decency? They are
> > hiding
> > behind every curtain. Even the Department of Employment and
Workplace
> > Relations admitted that it was common OT practice to give one
month's
> > notice. Now, you are saying you can have one or the other? I think
> > that is
> > unfair Sallie and with respect totally beyond belief. I do not
accept
> > this.
> >
> > In summary, I have the right to one months and proven at DTT's
> > request one
> > months redundancy. Please do not forget the fact that we, as
> > ex-employees of
> > OT, were:
> >
> > 1) Unemployed for a period of extended time (in my case 2
> > months...bills,
> > mortgages, new born baby etc)
> >
> > 2) Have waited 15 months now and 17 months by the time of the first
> > payment
> >
> > 3) The company is now up and running again and not going to pay us
> > out in
> > full
> >
> > 4) and the big bonus, whatever is worked out to be the final figure,
> > we only
> > get 43% of what we entitled to less the percentage of the total pool
> > of
> > funds divided by the total owed.
> >
> > Respectively, again I disagree with DTT assessment as my employee
> > agreement
> > gives me one months notice and as it is not stated on my employee
> > agreement,
> > APESMA eligibility gives me one months redundancy (as per DTT
> > request).
> >
> > Sallie, so what happens now please?
> >
> > Thanks for your time.
> >
> > Kind regards,
> >
> > Mark Shannon
> >
> > Ph: 03 9396 1599
> >
> > Fax: 03 9396 1627
> >
> >
> >
> > -----Original Message-----
> >
> > From: Muir, Sallie (AU - Sydney) [mailto:smuire@...]
> >
> > Sent: Thursday, 23 October 2003 3:15 PM
> >
> > To: Mark Shannon
> >
> > Subject: RE: Entitlements
> >
> >
> >
> > Hi Mark,
> >
> > If you refer to our circular to employees dated 28 August 2003, we
> > discussed
> > the issue of notice & redundancy. We noted that your employment
> > contract
> > does provide for one months notice, however redundancy in addition
to
> > that
> > one months notice was not payable. Because of this, we then gave
> > employees
> > the opportunity to prove their eligibility for APESMA (which you
> > have), in
> > which case we would then pay out the notice & redundancy in
> > accordance
> > with the Award. In your case the Award provides for 2 weeks
notice
> > & 4
> > weeks redundancy. In the event that the dollar value of the Award
> > entitlements was less than the one month's notice we would apply the
> > one
> > months notice.
> >
> > Hope this has clarified it for you, if not please let me know.
> >
> > Regards,
> >
> >
> >
> > Sallie Muir
> >
> > Deloitte Touche Tohmatsu
> >
> > (02) 9322 5621
> >
> >
> >
> >
> >
> > -----Original Message-----
> >
> > From: Mark Shannon [mailto:mshannon@...]
> >
> > Sent: Wednesday, 22 October 2003 1:34 PM
> >
> > To: Muir, Sallie (AU - Sydney)
> >
> > Subject: RE: Entitlements
> >
> > Hi Sally,
> >
> > I received my entitlements letter last night. The only thing that
> > seems to
> > be incorrect is the "Period of Notice" amount/time. I am believe it
> > is for
> > one month not two weeks as indicated. All else is correct. Can you
> > please
> > confirm or advise.
> >
> > Thank you in advance.
> >
> > Kind regards,
> >
> > Mark Shannon
> >
> >
> >
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