Change Impact Statement. (Step 1)
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) the possible effect on Employees of the proposed change on workload and other occupational health and safety impacts;
(d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(e) the expected benefit of the change;
(f) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(g) the right of an affected Employee to have a representative including a HWU representative at any time during the change process; and
(h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or cannot be disclosed under the Health Services Xxx 0000 or other legislation.
Change Impact Statement. (step 1)
(a) Prior to Consultation required by this clause, the Employer will provide affected Employee/s and Union with a written Change Impact Statement setting out all relevant information including:
(i) the details of proposed change;
(ii) the reasons for the proposed change;
(iii) the possible effect of the proposed change on Employees'
(A) workload; and
(B) occupational health and safety matters, such as those set out in clause 99 (OHS Risk Management). Where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees must be undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(iv) the expected benefit of the change;
(v) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(vi) if relevant to the proposed change, the existing and proposed position descriptions, including new roles, those of the Affected Employees or managers where reporting lines change;
(vii) the right of an Affected Employee to have a representative including a Union representative at any time during the change process; and
(viii) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or exposes the Employer to unreasonable legal risk or cannot be disclosed under the Health Services Act 1988 (Vic) or other legislation.
(b) Any concerns by an Affected Employee or their representative regarding whether the Change Impact Statement complies with clause 11.4 will be raised as soon as practicable and before step 2.
Change Impact Statement. (Step 1)
(a) the details of the proposed change;
(b) the reasons for the proposed change;
(c) the possible effect on Doctors of the proposed change on workload and other occupational health and safety impacts;
(d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Doctors, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(e) the expected benefit of the change;
(f) measures the Health Service is considering that may mitigate or avert the effects of the proposed change;
(g) the right of an affected Doctor to have a representative including the Association representative at any time during the change process; and
(h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or exposes the Health Service to unreasonable legal risk or cannot be disclosed under the Health Services Act or other legislation.
Change Impact Statement. (Step 1)
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) the possible effect on Affected Employee/s of the proposed change on workload and other occupational health and safety impacts;
(d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Affected Employee/s, undertaken in Consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(e) the expected benefit of the change;
(f) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(g) the right of an Affected Employee/s to have a representative including a Union representative at any time during the change process; and
(h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence, relates directly to a performance/conduct issue or cannot be disclosed under the Health Services Act 1988 or other legislation.
Change Impact Statement. (Step 1)
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) the possible effects on Employees of the proposed change, including the effects on workload and other occupational health and safety impacts;
(d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(e) the expected benefit of the change;
(f) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(g) the right of an affected Employee to have a representative including a Union representative at any time during the change process; and
(h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or expose the Employer to unreasonable legal risk or cannot be disclosed under the Health Services Act 1988 or other legislation.
Change Impact Statement. (Step 1) Prior to consultation regarding Major Change required by this clause, the Employer will provide affected Employee/s and their Union/s with a written Change Impact Statement setting out all relevant information including:
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) the possible effect on Employees of the proposed change on workload and other occupational health and safety impacts;
(d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects.
(e) the expected benefit of the change;
(f) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(g) the right of an affected Employee to have a representative including a Union/s representative at any time during the change process, and
(h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or cannot be disclosed under the Health Services Act 1988 or other legislation.
Change Impact Statement. (Step 1)
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) an assessment of how the proposed change will impact on the workload of employees;
(d) where concerns of occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects;
(e) the expected benefit of the change;
(f) an assessment of the impacts on quality standards and service outputs.
(g) measures the Employer is considering that may mitigate or avert the effects of the proposed change;
(h) the right of an Affected employee to have a representative including a Union representative at any time during the change process; and
(i) other written material relevant to the reasons for the proposed change (including consultant reports), excluding material that is commercial in confidence, or cannot be disclosed under the Health Services Act 1988 or other legislation.
(j) the expected timing of the proposed change.
(k) the rationale for and details of any proposed redundancy including the number and categories of employees likely to be affected.
Change Impact Statement. (Step 1)
a. the details of proposed change;
b. the reasons for the proposed change;
c. an assessment of how the proposed change will impact on the workload of Employees including occupational health and safety matters.
d. the expected benefit of the change;
e. measures the Employer is considering that may mitigate or avert the effects of the proposed change;
f. if relevant to the proposed change, the existing and proposed position descriptions, including new roles, those of the Affected Employees or managers where reporting lines change;
g. the right of an Affected Employee to have a representative including a Union representative at any time during the change process; and
h. other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence, or cannot be disclosed under the Health Services Xxx 0000 or other legislation.
i. the expected timing of the proposed change.
j. the rationale for and details of any proposed redundancy including the number and categories of Employees likely to be affected.
k. an assessment of the impacts on quality standards and service outputs.
l. Any concerns by an Affected Employee or their representative regarding whether the Change Impact Statement complies with 30.4 will be raised as soon as practicable and where possible before step 2.
Change Impact Statement. Once a proposal to introduce change has been made, to facilitate consultation, the Employer will, as soon as practicable, provide affected employees, and their representatives, if any, with a written Change Impact Statement. This statement will set out all relevant information about the proposed workplace change, including:
(1) the details of the proposed change;
(2) the reasons for the proposed change and the introduction ofthe change;
(3) the effect the change is likely to have on the Employees;
(4) measures the Employer is considering that may avert or mitigate the adverse effect of the change on the Employees;
(5) any other matters likely to affect the Employees; and
(6) the right of an Employee to have a representative.
Change Impact Statement. (Step 1)
(a) the details of proposed change;
(b) the reasons for the proposed change;
(c) the possible effect on Employees of the proposed change (including on workload and occupational health and safety matters);
(d) measures the Employer is considering that may mitigate or avert the effects of the proposed change; and
(e) the right of an Affected Employee to have a representative including a Union representative.
