CO-OPERATION, CONSULTATION AND MANAGEMENT OF CHANGE. The parties to this collective agreement recognise they have a mutual interest in ensuring that health services are provided professionally, efficiently, and effectively, and that each has a contribution to make in this regard. Regular consultation between the employer, its employees and the unions is essential on substantive matters of mutual concern and interest. Effective communication between the parties will allow for:
(a) improved decision making.
(b) greater cooperation between employer and employees; and
(c) a more harmonious, effective, efficient, safe and productive workplace. Therefore, the parties commit themselves to the establishment of effective and ongoing communications on all employee relations matters. The Employer accepts that union delegates are the recognised channel of communication between the union and the Employer in the workplace. Prior to the commencement of any significant change to staffing, structure or work practices, the employer will identify and give reasonable notice to employees who may be affected and to the unions to allow them to participate in the consultative process so as to allow substantive input. Where an employer receives an indication of potential significant changes, they undertake to advise staff and the unions as soon as practicable of the possibility of these changes. Consultation involves the statement of a proposal not yet finally decided upon, listening to what others have to say, considering their responses and then deciding what will be done. Consultation clearly requires more than prior notification. The requirement for consultation should not be treated perfunctorily or as a mere formality. The person(s) to be consulted must be given sufficient opportunity to express their view or to point to difficulties or problems. If changes are proposed and such changes need to be preceded by consultation, the changes must not be made until after the necessary consultation has taken place. Both parties should keep open minds during consultation and be ready to change. Sufficiently precise information must be given to enable the person(s) being consulted to state a view, together with a reasonable opportunity to do so – either orally or in writing. Consultation requires neither agreement nor consensus, but the parties accept that consensus is a desirable outcome. The consultation process will give employees affected, or likely to be affected, by any significant change to staffing, structures or work practise, a...
CO-OPERATION, CONSULTATION AND MANAGEMENT OF CHANGE. The parties to this collective agreement recognise they have a mutual interest in ensuring that health services are provided professionally, efficiently and effectively, and that each has a contribution to make in this regard. Regular consultation between the employer, its employees and the unions is essential on substantive matters of mutual concern and interest. Effective communication between the parties will allow for:
(a) improved decision making
(b) greater cooperation between employer and employees; and
(c) a more harmonious, effective, efficient, safe and productive workplace. Therefore the parties commit themselves to the establishment of effective and ongoing communications on all employee relations matters. The Employer accepts that union delegates are the recognised channel of communication between the union and the Employer in the workplace. Prior to the commencement of any significant change to staffing, structure or work practices, the employer will identify and give reasonable notice to employees who may be affected and to the unions to allow them to participate in the consultative process so as to allow substantive input. Where an employer receives an indication of potential significant changes, they undertake to advise staff and the unions as soon as practicable of the possibility of these changes.
CO-OPERATION, CONSULTATION AND MANAGEMENT OF CHANGE. The parties to this collective agreement recognise they have a mutual interest in ensuring that health services are provided professionally, efficiently and effectively, and that each has a contribution in that regard. The parties commit themselves to the establishment of ongoing communications in relation to employment relations matters. The parties agree to act in good faith and shall be active, constructive, communicative and responsive in their dealings. The employer agrees to consult with employees where Xxxxxxx is proposing to make a decision that may adversely affect the continuation of an employee’s employment. The employer accepts that NZNO delegates are a recognised channel of communication between NZNO and the employer in the workplace. Prior to the commencement of any significant change to structure within the workplace which may affect the continuation of an employee’s employment, the employer will identify and give reasonable notice to employees who may be affected and to the NZNO to allow them to participate in the consultative process so as to allow substantive input.
CO-OPERATION, CONSULTATION AND MANAGEMENT OF CHANGE
