CONSULTATION AND CHANGE MANAGEMENT Sample Clauses

CONSULTATION AND CHANGE MANAGEMENT. The parties to this agreement recognise that change is an ongoing feature of the work environment and that appropriate management of change is beneficial to all parties. The CEO and Management are committed to consultation with employees who may be impacted by changes in the work force, and employees will be kept informed on corporate plans, objectives, achievements and the statutory obligations of both Council and employees. Where changes that will affect employees (or a group of employees) work practices are being considered, as part of the consultative process, the CEO (or his/her delegate) will discuss with the employees affected among other things (and relevant unions where appropriate): • the changes being considered; • the basis for such contemplated changes; • the effects such changes are likely to have on employees; and, • measures which will be taken to eliminate or lessen any adverse effects on employees. Management / CEO will give due consideration to matters raised and alternatives submitted by the employees in relation to the contemplated changes. Following consultation and consideration of the views expressed by employees the parties to this agreement will actively participate to enact change as determined by Council. 9 | P a g e District Council of Lower Eyre Peninsula Enterprise Bargaining Agreement 2015-2018
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CONSULTATION AND CHANGE MANAGEMENT. AT ACU‌‌
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CONSULTATION AND CHANGE MANAGEMENT. ‌ 8.1 This clause applies where the PSA: (a) has made a definite decision to introduce major workplace change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees covered by this Agreement, or (b) proposes to introduce a change to the regular roster or ordinary hours of work of employees. 8.2 For a change referred to in paragraph 8.1(a): (a) the PSA must notify the relevant employees, and the Unions, of the decision to introduce the change; and (b) subclauses (8.3) to (8.9) apply. 8.3 The relevant employees may appoint a representative for the purposes of the procedures in this clause. If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and the employee or employees advise the PSA of the identity of the representative the PSA must recognise the representative. 8.4 As soon as practicable after the decision has been made the PSA must discuss with the relevant employees the introduction of the change and the effect the change is likely to have on the employees. The PSA must discuss measures to avert or mitigate the adverse effect of the change. For the purposes of the discussion the PSA will provide the relevant employees in writing: (a) all relevant information about the change including the nature of the change proposed, and (b) information about the expected effects of the change on the employees, and (c) any other matters likely to affect the employees. However, the PSA is not required to disclose confidential or commercially sensitive information to the relevant employees. 8.5 The PSA must give prompt and genuine consideration to matters raised about the change to the relevant employees. 8.6 As soon as a final decision has been made, the PSA must notify the employees affected, in writing, and explain the effects of the decision. 8.7 The parties must act in good faith in relation to the consultation process provided in this clause. 8.8 Good faith includes obligations to meet, disclose relevant information, genuinely consider proposals and respond with reasons, and to refrain from capricious or unfair conduct that undermines consultation. 8.9 A change is likely to have a significant effect on employees if it results in: (a) The termination of the employment of employees, or (b) Major change to the composition, operation or size of the PSA workforce or to the skills required of employees, or (c) T...
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CONSULTATION AND CHANGE MANAGEMENT. 9 2.4. DISPUTES ARISING FROM THIS AGREEMENT .................................................................................. 10 2.4.1. Stages of Dispute Settlement ...................................................................................................... 10
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CONSULTATION AND CHANGE MANAGEMENT. Workplace change' means any change that impacts on the staffing arrangements for an area, school or division. 12.1 The University shall provide opportunities for staff and union input to the decision-making processes of the University. 12.2 The University recognises the role and responsibilities of staff as partners in the development and maintenance of Xxxxxx'x teaching programs, research activities and corporate functions. 12.3 Staff and unions shall continue to be represented on University decision-making bodies. 12.4 Where issues arise which may lead to workplace change, these shall be discussed with all staff in the area concerned allowing for meaningful consultation and input by those staff and their union or nominated representatives. The parties accept that there will often be informal discussion or consideration of issues which may or may not lead to workplace change, prior to the development of any specific change proposals. Staff may seek the assistance of their union in such discussions. 12.5 The Director, Workplace Relations shall be informed of any proposed significant changes and shall advise the relevant union(s) and the staff concerned. Such advice and notification shall include details of the changes and the likely impact. These matters shall also be referred to the MUCC prior to implementation in accordance with Clause 9.2. A checklist of Change Management requirements will be developed by MUCC within six months of certification of this Agreement. 12.6 The University remains committed to maintaining the overall FTE of the general staff workforce during the life of this Agreement. 12.7 Should there be a need for restructuring in any Division or Area, the University shall manage any proposed reductions in staff in accordance with this clause. The University and the relevant unions and staff shall consider the proposals and shall seek through consultation to avoid or mitigate any detrimental outcomes for affected staff. 12.8 The parties agree that opportunities for placing staff in continuing positions is a high priority and shall be considered before initiating redundancy or early retirement action. Staff reductions shall be managed through natural attrition, voluntary separations, pre-retirement contracts, leave without pay, voluntary conversion to part time employment, long service leave, internal or external secondment or transfer, or short to long term placement. Forced retrenchments shall only be used as a last resort. 12.9 Where as a...
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CONSULTATION AND CHANGE MANAGEMENT. 23.1 The parties accept that change in the Health Service is necessary in order to ensure the efficient and effective delivery of Health and Disability Support Services. Furthermore, the parties recognise that they have a mutual interest in ensuring that Health and Disability Support Services are provided efficiently and effectively and that all employees have an important contribution to make in this regard. Consequently, employees and their unions will be involved in the planning of any changes prior to implementation. 23.2 The employer acknowledges that regular consultation between the parties is needed on matters of mutual concern and interest. In this regard the employer will provide forums for information sharing and joint problem solving between managers, employees and their unions so that recommendations can be made to the employer. Accordingly paid time off will be allowed for delegates subject to the prior approval of the employer.
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CONSULTATION AND CHANGE MANAGEMENT. 9 2.4. DISPUTES ARISING FROM THIS AGREEMENT .................................................................................. 10 2.5. STAGES OF DISPUTE SETTLEMENT................................................................................................... 10
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Related to CONSULTATION AND CHANGE MANAGEMENT

  • Change Management BellSouth provides a collaborative process for change management of the electronic interfaces through the Change Control Process (CCP). Guidelines for this process are set forth in the CCP document as amended from time to time during this Agreement. The CCP document may be accessed via the Internet at xxxx://xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx.

  • Notification and Consultation 1. A Party shall promptly notify the other Party in writing upon: (a) initiating a bilateral safeguard proceeding under this Section; (b) applying a provisional bilateral safeguard measure; and (c) taking a final decision to apply or extend a bilateral safeguard measure. 2. A Party shall provide to the other Party a copy of the public version of the report of its competent investigating authority in accordance with Article 8.4.1. 3. Upon request of a Party whose good is subject to a bilateral safeguard proceeding under this Section, the Party conducting that proceeding shall enter into consultations with the requesting Party to review a notification under paragraph 1 or any public notice or report that the competent investigating authority has issued in connection with the proceeding. 4. All notifications during any bilateral safeguard investigation shall be exchanged in English.

  • INFORMATION AND CONSULTATION 8.1 You are entitled under the General Data Protection Regulation to access personal data we hold on you in our housing files. We will provide you with a copy of any such information we hold within one calendar month of your request. You may have other rights under the General Data Protection Regulation in relation to your personal data, which we will honour. You are entitled to check information you have provided in connection with your housing application free of charge. 8.2 We will publish an annual report on our housing management performance which, you may obtain from us on request. We will give you information about our complaints procedure. 8.3 On request, we will provide you with free information relating to: ▪ The terms of your tenancy; ▪ Our policy and procedures on setting rent and service charges; ▪ Our policy and rules about; o Admission to the housing lists; o Allocations; o Transfer of tenants between houses; o Exchanges of houses between our tenants, and tenants of other landlords; o Repairs and maintenance; o Our tenant participation strategy; o Our arrangements for taking decisions about housing management and services. 8.4 We will consult you about making or changing: ▪ Policies regarding housing management, repairs and maintenance if the proposal is likely to significantly affect you; ▪ Proposals for changes in rent and service charges where they affect all or a class of tenants (and you are to be affected); ▪ Proposals for the sale or transfer of your house to another landlord; ▪ Decisions about the information to be provided relating to our standards of housing management and performance; ▪ Performance standards or targets in relation to housing management repairs and maintenance; ▪ Our tenant participation strategy. We will take into account any views that you have before making a final decision. Any consultation with you will include giving you comprehensive information in an accessible form and reasonable time to express views.

  • Consultation Services The company hereby employs the consultant to perform the following services in accordance with the terms and conditions set forth in this agreement: The consultant will consult with the officers and employees of the company concerning matters relating to the management and organization of the company, their financial policies, the terms and conditions of employment, and generally any matter arising out of the business affairs of the company.

  • Service Management Effective support of in-scope services is a result of maintaining consistent service levels. The following sections provide relevant details on service availability, monitoring of in-scope services and related components.

  • Cooperation and Coordination The Parties acknowledge and agree that it is their mutual objective and intent to minimize, to the extent feasible and legal, taxes payable with respect to their collaborative efforts under this Agreement and that they shall use all commercially reasonable efforts to cooperate and coordinate with each other to achieve such objective.

  • Program Management 1.1.01 Implement and operate an Immunization Program as a Responsible Entity 1.1.02 Identify at least one individual to act as the program contact in the following areas: 1. Immunization Program Manager;

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 The intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Independence and Objectivity Certification Prior to performing the first Quarterly Claims Review, and annually thereafter, the IRO shall submit to Practitioner a certification that the IRO has (a) evaluated its professional independence and objectivity with respect to the reviews required under this Section III.C and (b) concluded that it is, in fact, independent and objective, in accordance with the requirements specified in Appendix A to this IA. The IRO’s certification shall include a summary of all current and prior engagements between Practitioner and the IRO.

  • IRO Independence and Objectivity The IRO must perform the Claims Review in a professionally independent and objective fashion, as defined in the most recent Government Auditing Standards issued by the U.S. Government Accountability Office.

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