Consultation on Major Change. 55.1 This term applies if the CEO:
(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.
55.2 For a major change referred to in paragraph 55.1(a):
(a) The CEO must notify the relevant employees of the decision to introduce the major change; and
(b) Clauses 55.3 to 55.9 apply.
55.3 The relevant employees may appoint a representative for the purposes of the procedures in this term.
55.4 If:
(a) A relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
(b) The employee or employees advise the CEO of the identity of the representative; the CEO must recognise the representative.
55.5 As soon as practicable after making their decision, the CEO must:
(a) 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
(b) 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.
55.6 However, the CEO is not required to disclose confidential or commercially sensitive information to the relevant employees.
55.7 The CEO must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
55.8 If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the ACSQHC, the requirements set out in paragraph 55.2(a) and clauses 55.3 and 55.5 are taken not to apply.
55.9 In this term, a major 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 ACSQHC’s workforce or to the skills required of employees; or
(c) The elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(d) The alteration of hours of work; or
(e) The need to retrain e...
Consultation on Major Change. 10.1 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.
10.2 For a major change referred to in paragraph 10.1(a):
(a) the employer must notify the relevant employees of the decision to introduce the major change; and
(b) subclauses 10.3 to 10.9 apply.
10.3 The relevant employees may appoint a representative for the purposes of the procedures in this term.
10.4 If:
(a) a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
(b) the employee or employees advise the employer of the identity of the representative; the employer must recognise the representative.
10.5 As soon as practicable after making its decision, the employer must:
(a) 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
(b) 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.
10.6 However, the employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
10.7 The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
10.8 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 paragraph 10.2(a) and subclauses 10.3 and 10.5 are taken not to apply.
10.9 In this term, a major change is likely to have a significant effect on employees if it results in:
(a) the termination of the employment of employees; or
(b) skills required of employees; or
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain employees; or
(f) the n...
Consultation on Major Change. (a) As soon as practicable after notifying the Affected Employees of its decision to introduce a major change in accordance with clause 34.1, the Employer will discuss the nature of the major change with the Affected Employees. This may include discussions on the introduction of the change and the likely effect of the change on the Affected Employees.
(b) For the purpose of discussions under clause 34.2(a) the Employer will provide the Affected Employees with relevant information regarding the nature of the change and its likely effect on the Affected Employees. However, the Employer will not be required to disclose confidential or commercially sensitive information.
(c) The Employer will give genuine consideration to matters raised about the major change by the Affected Employees.
Consultation on Major Change. When the Director has developed a proposal for a major change that is likely to have significant effect on Employees, the Director will engage in formal consultation with the Employees who may be affected by the change.
Consultation on Major Change. 7.1. This term applies if the employer;
(a) has made a definite decision to introduce a major change in 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 on Major Change. This clause applies where a decision is made to introduce major changes in a work area that are likely to have significant effects on employees, other than where provision is already made elsewhere in this Agreement regarding a specific major change. Where a definite decision is made to introduce major changes in program, organisation, structure or technology that are likely to have significant effects on employees, the Secretary must notify the employees who are likely to be affected by the proposed changes and their representatives, if any. Significant effects include: termination of employment; major changes in the composition, operation or size of the department’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; significant alteration in hours of work; the need to retrain employees; the need to relocate employees to another workplace; and the major restructuring of jobs.
Consultation on Major Change a. Subject to this clause, where the Company has made a definite decision to introduce major change that is likely to have a significant impact on employees or proposes to introduce a change to the regular roster or ordinary hours of employees, the Company will consult with affected employees and their representatives about the changes and the measures that may be taken to avoid or mitigate the adverse effects of the changes on the employees.
b. Significant effects include: termination of employment; major changes in the composition, operation or size of the employer's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs.
c. For a change to the employees' regular roster or ordinary hours of work the Company must: ,
i. provide information to the employees about the change; and
ii. invite the employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities); and
Consultation on Major Change. (a) This term applies if:
(i) Council has made an in principle decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
(ii) The change is likely to have a significant effect on Employees of the enterprise.
(b) Council must notify the relevant affected Employees of the decision to introduce the major change.
(c) The relevant Employees may appoint a representative for the purposes of the procedures in this term.
(d) 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 Council of the identity of the representative Council must recognise the representative.
(e) As soon as practicable after making its decision, Council must:
(i) Discuss with the relevant Employees:
(A) The introduction of the change; and
(B) The effect the change is likely to have on the Employees; and
(C) Measures Council is taking to avert or mitigate the adverse effect of the change on the Employees; and
(ii) 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 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
(f) However, Council is not required to disclose confidential or commercially sensitive information to the relevant Employees.
(g) Council must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
Consultation on Major Change. 80.1 This clause applies where a decision is made to introduce major changes in a work area that are likely to have significant effects on employees, other than where provision is already made elsewhere in this Agreement regarding a specific major change.
80.2 Where a definite decision is made to introduce major changes in program, organisation, structure or technology that are likely to have significant effects on employees, the Secretary must notify the employees who are likely to be affected by the proposed changes and their representatives, if any.
80.3 Significant effects include:
(a) termination of employment;
(b) major changes in the composition, operation or size of the department’s workforce or in the skills required;
(c) the elimination or diminution of job opportunities, promotion opportunities or job tenure;
(d) significant alteration in hours of work;
(e) the need to retrain employees;
(f) the need to relocate employees to another workplace; and
(g) the major restructuring of jobs.
Consultation on Major Change. This clause applies where a decision is made to introduce major changes in a work area that are likely to have significant effects on employees, other than where provision is already made elsewhere in this Agreement regarding a specific major change.
