Consultation and Management of Change. Regular consultation between the employer, its employees and the APEX 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. Prior to the commencement of any significant change management process relating to staffing, structure or work practices, the employer will identify and give reasonable notice to employees who may be affected and to the APEX to allow them to participate in the consultative process so as to allow meaningful input. Where an employer receives an indication of potential significant changes, they undertake to advise staff and the APEX as soon as practicable of the possibility of these changes.
Consultation and Management of Change. The parties to this collective agreement accept that change in the health service is necessary in order to ensure the efficient and effective delivery of services in Aged Care. They recognise a mutual interest in ensuring that health services are provided efficiently and effectively, and that each has a contribution to make in this regard.
(i) Regular consultation between the employer, its employees and the union is essential on matters of mutual concern and interest. Effective communication will allow for: • Improved decision making • Greater cooperation between employer and employee • A more harmonious, effective, efficient, safe and productive workplace
(ii) Therefore the parties commit themselves to the establishment of effective and ongoing communication on all employee relations matters.
(iii) Prior to the commencement of any significant change in 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.
(iv) Reasonable paid time at ordinary time shall be allowed for employee delegates or representatives to attend meetings with management and to consult with employees to discuss issues
(i) Consultation involves the statement of a proposal not yet finally decided upon, listening to others, considering responses and deciding on a plain of action and outcomes.
(ii) This process must be given sufficient time.
(iii) Parties must provide sufficient, precise and relevant information to facilitate informed decision making.
(iv) Consultation requires neither agreement nor consensus, but the parties accept that consensus is a desirable outcome.
(v) However the final decision shall be the responsibility of the employer.
(vi) The process of consultation for the management of change shall be as follows:
(a) The initiative being consulted about should be presented by the employer as a “proposal” or “proposed intention or plan” which has not yet been finalised.
(b) Sufficient information must be provided by the employer to enable the party/parties consulted to develop an informed response.
(c) Sufficient time must be allowed for the consulted party/parties to assess the information and make such response, subject to the overall time constraints within which such a decision needs to be made.
(d) Genuine consideration must be given by the employer to the matters raised in the response.
(e) The...
Consultation and Management of Change. TE WĀHANGA E: TE WHAKAWHITI KŌRERO ME TE WHAKAHAERE I NGĀ WHAKAHOUNGA
E.1 The TEU recognise the right of the management to manage, organise and make final decisions on the operations and policies of the University.
E.2 The employer will, wherever possible, involve the employees and their authorised representatives in the consideration of any proposal which may result in substantial changes affecting them. Unless an employee notifies the employer to the contrary, the employer will notify that employee’s authorised representative of any meeting arranged with the employee for this purpose. The aim of the consultation is to assist the employer and employees and where appropriate authorised representatives to share their views on the current situation, the objectives of proposed change, and options to be considered. The employer will give serious consideration to options for change provided by the employees or their authorised representatives before any decisions are made.
E.3 The employer is entitled to have a working plan already in mind at the commencement of consultation.
E.4 The consultation will normally include: SECTION F: REDUNDANCY AND MANAGEMENT OF SURPLUS STAFFING TE WĀHANGA F: XX XXXXXXX O TĒTEHI I TE MAHI ME TE WHAKAHAERE I TE RAHI O NGĀ KAIMAHI
F.1 Where a review or restructuring has the potential to affect the job security of an employee covered by this agreement, the employer will enter into a process of consultation with the affected employee(s) and her/his representative(s) prior to any final decisions being made. The purpose of such consultation (in terms of the framework described in Section E) is to allow the parties sufficient opportunity to ensure all relevant information is being considered when the employer is making the final decision and to investigate options which would prevent any loss of employment e.
Consultation and Management of Change. 32.1. Consultation between Access, its employees and NZNO is essential on substantive matters of mutual concern and interest. effective communication between the parties will allow for: • Improved decision making; and • Greater co-operation between employer and employees; and • A more effective, safe and productive workplace.
Consultation and Management of Change. 11.1.1 The Whare Wānanga recognises the right of the management to manage, organise and make final decisions on the operations and policies of the organisation.
11.1.2 The employer will involve the employees and TIASA in the consideration of any proposal which may result in substantial changes affecting them. Such involvement will include reasonable notification and consultation (which is recognised to include the provision of relevant information and/or any draft plan or goals), full consideration of the views of employees and their authorised representatives, and where appropriate, employee and/or bargaining agent participation in reviews and decision-making processes.
11.1.3 The agreed timeframe for a review will include a minimum consultation time of 28 days to ensure the unions and the employees can prepare individual or collective submissions to the employer. Where this timeframe is not practicable, a lesser period of time may be negotiated.
Consultation and Management of Change. 22.1 Consultation between the Employer, its Employees and the union is essential on substantive matters of mutual concern and interest. Effective communication between the parties will allow for:
a. Improved decision-making b. Greater co-operation between Employer and Employees; and
Consultation and Management of Change. (a) The employee and their union representatives will be consulted about any proposal to sell all or part of the business or to contract out or transfer work before a final decision is made.
Consultation and Management of Change. 24.1 Consultation between the employer, its employees and the union is essential on substantive matters of mutual concern and interest.
24.2 Effective communication between the parties will allow for:
24.2.1 Improved decision making 24.2.2 Greater cooperation between employer and employees; and
24.2.3 A more harmonious, effective, efficient, safe and productive workplace. The employer recognises the role of the employee’s staff delegate and the union in assisting in the positive management of change.
24.3 Prior to the commencement of any significant change in staffing, structure or work practices, the employer will identify and give reasonable notice to employees who may be affected and to the union to allow them to participate in the consultative process so as to allow substantive input.
24.4 Where an employer receives an indication of potential significant changes, they will undertake to advise staff and the union as soon as practicable of the possibility of these changes.
24.5 Where changes are deemed commercially sensitive to the employer, the union and the employees involved in the management of such change, shall meet with the employer and endeavour to reach agreement on any necessary and appropriate confidentiality.
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. Consultation between the Employer, its employees and the NZNO 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 harmonious, effective, efficient, safe and productive workplace.
Consultation and Management of Change
