CONSULTATION FOR WORKPLACE CHANGE. The parties acknowledge that change may take place in the organisation particularly through the íntroductíon of new services, the discontinuation of services and the implementation of more efficient and effective work practices and arrangements. For the purpose of this Agreement change is deemed to include but is not limited to of the following: a Circumstances imposed by another levelof Government A direction from the Elected Member Body lntroduction of new technology and equipment that significantly change work roles, practices or responsibitities Change in workforce síze andlor structure Resource sharing across councils andlor subsidiaríes Amalgamation with other organisations Consideration of alternative service delivery The intent of this clause is to address change that has the potentiat to significantly affect employees. A significant effect includes, but is not [imited to:
CONSULTATION FOR WORKPLACE CHANGE. The parties recognise that organisational change is essential to meeting the needs and expectations of the community. Management shall, through the WCC, consider employee initiated change with regards to developing and enhancing Council’s desired workplace culture and/or improved workplace environment and productivity. Council is committed to honest and open consultation with employees and their representatives. Any proposed major change(s) that will have significant effect will be subject to consultation with directly affected employees. For the purpose of this Agreement change is deemed to include but is not limited to any or all of the following: • Circumstances imposed by another level of Government • A direction from the Elected Member Body • Change to work practices • Change in workforce size and/or structure • Resource sharing • Amalgamation with other organisations • Consideration of alternative service delivery Significant effect includes, but is not limited to: • Termination of employment • Significant changes in the composition, operation or size of the workforce or in the skills required • Hours of Work • The elimination or diminution of job opportunities, promotion opportunities or job tenure • The need for retraining or transfer of employees to other work locations and the restructuring of jobs. Changes should be planned and take into account all resource implications, particularly those which are related to employees. No matter how small the organisational change, the likely consequence of such change should be considered and possible scenarios, including the financial and human costs of each, considered. Council will deal fairly and objectively with the individuals affected by change and minimise disruption, distress and costs to both employees and the organisation itself. DOC/15/40725 page 11 of 42 Employees and/or their nominated representatives, directly affected by management’s plans will be consulted regarding these plans and their implementation. Consultation will include both verbal and written communication. Council shall provide in writing to the employees, the Union and their representatives on request all relevant information concerning the proposed change, including the expected effects on employees. The input of employees and that of their representatives through consultation will be genuinely considered before finalising plans and implementation.
