CONSULTATION ABOUT CHANGE. 25.1 This term applies if the Employer:
25.1.1 has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or
25.1.2 proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
25.2 For a major change referred to in clause 25.1.1:
25.2.1 the Employer must notify the relevant Employees of the decision to introduce the major change; and 25.2.2 subclauses 25.3 to 25.9 apply.
25.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term.
25.4 If:
25.4.1 a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and
25.4.2 the Employee or Employees advise the Employer of the identity of the representative; the Employer must recognise the representative.
25.5 As soon as practicable after making its decision, the Employer must:
25.5.1 discuss with the relevant Employees:
25.5.1.1 the introduction of the change; and
25.5.1.2 the effect the change is likely to have on the Employees; and
25.5.1.3 measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and
25.5.2 for the purposes of the discussion—provide, in writing, to the relevant Employees:
25.5.2.1 all relevant information about the change including the nature of the change proposed; and
25.5.2.2 information about the expected effects of the change on the Employees; and
25.5.2.3 any other matters likely to affect the Employees.
25.6 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees.
25.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
25.8 If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the Employer, the requirements set out in 25.2.1 and subclauses 25.3 and 25.5 are taken not to apply.
25.9 In this term, a major change is likely to have a significant effect on Employees if it results in:
25.9.1 the termination of the employment of Employees; or
25.9.2 major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or
25.9.3 the elimination or diminution of job opportunities (including...
CONSULTATION ABOUT CHANGE. 13.1 The University will notify affected staff and the NTEU where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment.
13.2 Consultation will be initiated with the provision of a written document outlining the proposal and rationale for proposing the change and proposed impact on staff. Following initial consultation the University will provide written responses to the issues raised in writing by affected staff and/or the NTEU. In order to facilitate this consultation, staff and the NTEU will be provided with up to two weeks to respond in writing to a proposal presented by management.
13.3 If a decision to proceed is made by the University, management will consult with the affected staff and with the NTEU about the implementation of that change, particularly where the change is likely to have an impact on the work, conditions or career prospects of staff. The consultations will be conducted within a frame-work which acknowledges the statutory obligations and responsibilities of the University management and there will be no power of veto over the University's decision-making processes.
CONSULTATION ABOUT CHANGE. 7.1.1 The Employer is obliged to engage in consultation where the Employer:
(a) has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or
(b) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
CONSULTATION ABOUT CHANGE. 34.1 Purpose of Consultation Consultation means discussion of an issue(s) between the Company, Employees, their representatives and Union(s) with the intent of providing the employees, representatives and Union(s) with a bona-fide opportunity to influence the Company to make a better informed decision in their final assessment.
34.2 In this clause 34:
CONSULTATION ABOUT CHANGE. 13.1 The University will notify affected staff and the NTEU where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment.
13.2 Consultation will be initiated with the provision of a written document outlining the proposal and rationale for proposing the change and proposed impact on staff. Following initial consultation the University will provide written responses to the issues raised in writing by affected staff and/or the NTEU. In order to facilitate this consultation, staff and the NTEU will be provided with up to two weeks to respond in writing to a proposal presented by management.
13.3 If a decision to proceed is made by the University, management will consult with the affected staff and with the NTEU about the implementation of that change, particularly where the change is likely to have an impact on the work, conditions or career prospects of staff. The consultations will be conducted within a frame-work which acknowledges the statutory obligations and responsibilities of the University management and there will be no power of veto over the University's decision-making processes.
13.1 The University will notify affected staff, and where the staff member chooses a nominated Representative, that Representative, where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment.
13.2 If a decision to proceed is made by the University, management will consult with the affected staff and where staff members choose, with their Representative, about the implementation of that change, particularly where the change is likely to have an impact on the work, conditions or career prospects of staff. The consultations will be conducted within a frame-work which acknowledges the statutory obligations and responsibilities of the University management and there will be no power of veto over the University's decision-making process.
CONSULTATION ABOUT CHANGE. 9.1 This clause applies if:
(a) the Employer has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
(b) the change is likely to have a significant effect on Employees of the Employer.
9.2 The Employer must notify the relevant Employees of the decision to introduce the major change.
9.3 The relevant Employees may appoint a representative for the purposes of the procedures in this clause 9. If a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation and the Employee or Employees advise the Employer of the identity of the representative, the Employer must recognise the representative.
9.4 As soon as practicable after making its decision, the Employer must discuss with the relevant Employees:
(a) the introduction of the change;
(b) the effect the change is likely to have on the relevant Employees; and
(c) the measures the Employer is taking to avert or mitigate the adverse effect of the change on the relevant Employees.
9.5 The Employer must for the purposes of the discussion provide, in writing, to the relevant Employees:
(a) all relevant information about the change, including the nature of the proposed change;
(b) information about the expected effects of the change on the relevant Employees; and
(c) any other matters likely to affect the relevant Employees.
9.6 The Employer is not required to disclose confidential or commercially sensitive information.
9.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. In addition, for a change to the Employees’ regular roster or ordinary hours of work the Employer will invite the Employees to give their views on the impact of the change (including any impact inrelation to their family or caring responsibilities).
9.8 In this clause 9, a major change is likely to have a significant effect on Employees if it results in:
(a) the termination of the employment of Employees;
(b) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees;
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure);
(d) the alteration of hours of work, including any change to an Employee’sregular roster or ordinary hours of work;
(e) the need to relocate Employees to another workplace;
(f) the need to retrain Employee...
CONSULTATION ABOUT CHANGE. In line with the FW Act, the KLC supports consultation about major workplace changes.
CONSULTATION ABOUT CHANGE. The University will notify affected staff and the relevant Union(s) where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment. Consultation will be initiated with the provision of a written document outlining the proposal and rationale for proposing the change and proposed impact on staff. Following initial consultation the University will provide written responses to the issues raised in writing by affected staff and/or the relevant Union(s). In order to facilitate this consultation, staff and the relevant Union(s) will be provided with up to two weeks to respond in writing to a proposal presented by management. If a decision to proceed is made by the University, management will consult with the affected staff and with the relevant Union(s) about the implementation of that change, particularly where the change is likely to have an impact on the work, conditions or career prospects of staff. The consultations will be conducted within a frame- work which acknowledges the statutory obligations and responsibilities of the University management and there will be no power of veto over the University's decision-making processes.
CONSULTATION ABOUT CHANGE. This Agreement recognises that the management of the Company is obligated to carry out its responsibilities in accordance with its policies and additionally, where such policies relating to production, program, organisation or technology may also affect the rights and interests of its Employees, management is also obligated to consider the rights and interests of its Employees in the implementation of such policies. Accordingly:
CONSULTATION ABOUT CHANGE.
1. This term applies if the employer:
a. has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or
b. proposes to introduce a change to the regular roster or ordinary hours of work of employees.
2. Major change
a. For a major change referred to in paragraph (1)(a):
i. the employer must notify the relevant employees of the decision to introduce the major change; and
ii. subclauses (b) to (h) apply.
b. The relevant employees may appoint a representative for the purposes of the procedures in this term if:
i. a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
ii. the employee or employees advise the employer of the identity of the representative; the employer must recognise the representative.
c. As soon as practicable after making its decision, the employer must discuss with the relevant employees:
i. the introduction of the change; and
ii. the effect the change is likely to have on the employees; and
iii. measures the employer is taking to avert or mitigate the adverse effect of the change on the employees; and
d. for the purposes of the discussion – provide, in writing, to the relevant employees:
i. all relevant information about the change including the nature of the change proposed; and
ii. information about the expected effects of the change on the employees; and
iii. any other matters likely to affect the employees.
e. However, the employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
f. The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
g. If a term in this agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the employer, the requirements set out in paragraph (2)(a)(i) and subclauses (b) and (c) are taken not to apply.
h. In this term, a major change is likely to have a significant effect on employees if it results in:
i. the termination of the employment of employees; or
ii. major change to the composition, operation or size of the employer’s workforce or to the skills required of employees; or
iii. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
iv. the alteration ...
