CONSULTATION REGARDING CHANGE. (a) This term applies if the Employer:
(i) has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and the change is likely to have a significant effect on Employees of the Employer; or
(ii) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
(b) The Employer must consult the Employees to whom the Agreement applies about:
(i) a major workplace change that is likely to have a significant effect on the Employee/s; or
(ii) a change to their regular roster or ordinary hours of work.
(c) The relevant Employees may appoint a representative, which may be a representative from the Union, for the purposes of the procedures in this term. 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.
(d) As soon as practicable after making its decision, the Employer must
(i) discuss with the relevant Employees:
(1) the introduction of the change; and
(2) the effect the change is likely to have on the Employees; and
(3) measures the Employer 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 and their appointed representative/s:
(1) all relevant information about the change including the nature of the change proposed; and
(2) information about the expected effects of the change on the Employees; and
(3) any other matters likely to affect the Employees.
(iii) Subject to (d)(i) and (ii), for a change to the Employees’ regular roster or ordinary hours of work, the Employer is required to:
(1) to provide information to the Employee/s about the change; and
(2) to invite the Employee/s to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities); and
(3) to consider any views given by the Employee/s about the impact of the change.
(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) In this term, a major change is likely to have a significant effect on Employe...
CONSULTATION REGARDING CHANGE. (a) This term applies if 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 the change is likely to have a significant effect on employees of the Employer.
(b) The employer must notify the relevant employees of the decision to introduce the major change. The relevant employees may appoint a representative, which may be a representative from the NSWNA, for the purposes of the procedures in this term. 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.
(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 all relevant information about the change including the nature of the change proposed; and information about the expected effects of the change on the employees; and 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 the enterprise 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 subclauses (ii) and (iii) 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 the termination of the employment of employees; or major change to the composition, operation or size of the employer‘s workforce or to the skills required of employees; or the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or the alteration of hours of work; or the need to retrain employees; or the need to relocate employees to another workplace; or the restructuring of jobs.
(i) In this term, relevant employees means the...
CONSULTATION REGARDING CHANGE a. This term applies if the Employer is considering introducing a major change to production, program, organisation, structure, or technology in relation to its enterprise; and the change is likely to have a significant effect on employees of the Employer.
b. The Employer must consult the employees to whom the Agreement applies about:
(i) a major workplace change that is likely to have a significant effect on the employees; or
(ii) a change to their regular roster or ordinary hours of work.
c. The relevant employees may appoint a representative, which may be a representative from the ASU 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 Employer of the identity of the representative; the Employer must recognise the representative.
e. As soon as practicable after making its decision, the Employer must:
(i) discuss with the relevant employees:
(1) the introduction of the change; and
(2) the effect the change is likely to have on the employees; and
(3) measures the employer 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:
(1) all relevant information about the proposal including the nature of the change proposed; and
(2) information about the expected effects of the change on the employees; and
(3) any other matters likely to affect the employees.
f. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
g. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees and provide an opportunity to provide input that may influence the decision.
h. 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 subclauses (b), (c) and (e) are taken not to apply.
i. In this term, a major change is likely to have a significant effect on employees if it results in the termination of the employment of employees; or major change to the composition, operation or size of the employer’s workforce or to the skills required of employees; or the elimination or diminution of job opportunities (including opportunities for prom...
CONSULTATION REGARDING CHANGE. 10.1. This clause 10 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.
CONSULTATION REGARDING CHANGE. 13.1 This term applies if:
(a) Epworth has made a definite decision to introduce a major change to production, program, organisation, structure, or technology; and
(b) the change is likely to have a significant effect on Employees.
13.2 The affected Employees may nominate the union or a representative for the purposes of the procedures in this term. If:
(a) an affected Employee nominates, or relevant Employees nominate, the union or a representative for the purposes of consultation; and
(b) the Employee or Employees advise Epworth of the identity of the union or representative; Epworth must recognise the union or the representative.
13.3 Epworth must notify the affected Employees (including Employees absent from the workplace) and the Union or Employee representative (as per sub-clause 13.2) of the decision to introduce the major change.
13.4 As soon as practicable after making its decision, Epworth must:
(a) discuss with the affected Employees: the introduction of the change; and the effect the change is likely to have on the Employees; and measures Epworth 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 affected Employees: all relevant information about the change including the nature of the change proposed; and information about the expected effects of the change on the Employees; and any other matters likely to affect the Employees. However, Epworth is not required to disclose confidential or commercially sensitive information to the affected Employees.
13.5 Epworth must give prompt and genuine consideration to the matters raised about the major change by the affected Employees.
13.6 If a term in the Agreement provides for a major change to the production, program, organisation, structure or technology in relation to Epworth, the requirements set out in clause 13 sub-clauses 13.2, 13.3 and 13.4 are taken not to apply.
13.7 In this term, a major change is likely to have a significant effect on Employees if it results in:
(a) the termination of employment of Employees; or
(b) major change to the composition, operation or size of Epworth’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 Employees; or
(f) the need to relocate Employees to another workplace; or
(g) the restruct...
CONSULTATION REGARDING CHANGE. 9.1 This term applies if 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 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. The relevant employees may appoint a representative, which may be a representative from the NSWNA, for the purposes of the procedures in this term. 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.
9.3 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
9.4 For the purposes of the discussion, provide in writing, to the relevant employees all relevant information about the change including the nature of the change proposed; and information about the expected effects of the change on the employees; and any other matters likely to affect the employees.
9.5 However, the employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
9.6 The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
9.7 If a term in the enterprise 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 subclauses 9.3(ii) and
CONSULTATION REGARDING CHANGE. (a) As part of the Employer’s ongoing commitment to consultation, where the Employer proposes a change that may result in the termination of an employee’s employment or have any other significant effect on the employee, the Employer will notify the employee in writing regarding the proposed change and its possible effect on her / his employment. The Employer will meet with the employee to discuss the proposed change and any proposals that may mitigate the effects of the proposed change. The employee may bring a representative including a union representative to any meeting. The employee will be advised of this in writing by the Employer prior to the meeting.
(b) For the purposes of this clause, a ‘significant effect’ is defined as follows:
(i) A reduction in hours and / or remuneration, or
(ii) A proposed change to an employee’s classification or major change in his/her duties, or
(iii) Relocation / redeployment to another site, or
(iv) Removal of an existing amenity.
CONSULTATION REGARDING CHANGE. (a) This clause 9 applies if the Employer:
(i) proposes to introduce:
(1) a change that may result in the redundancy of one or more Employees or positions covered by this Agreement;
(2) a major change to production, program, organisation, structure, or technology in relation to its enterprise that is likely to have a significant effect on Employees of the Employer; or
(3) a change to the regular roster or ordinaryhours of work of Employees.
(b) The Employer must consult with the Employees to whom the Agreement applies about:
(i) a major workplace change that is likely to have a significant effect onthe Employees; or
(ii) a change to the Employee’s regular roster or ordinary hours of work.
(c) For a major change referred to in subclause 9(a)(i):
(i) the Employer must notify the relevant Employees of the decision tointroduce the major change; and
(ii) subclauses 9(d) to (k) apply.
(d) The relevant Employees may appoint a representative for the purposes of theprocedures in this clause 9.
(e) If:
(i) a relevant Employee appoints, or relevant Employees appoint, arepresentative for the purposes of consultation; and
(ii) the Employee or Employees advise the Employer of the identity ofthe representative; the Employer must recognise the representative.
CONSULTATION REGARDING CHANGE. 15.1 This term applies if the employer 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.
15.2 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 or the need for retraining or transfer of employees to other work or locations and the restructuring of jobs.
15.3 As soon as practicable and prior to the introduction of the changes referred to in sub-clause
15.1 above, the employer shall discuss with the union and employees affected the nature and introduction of the proposed changes and the effects the changes are likely to have on employees, and measures to avert or mitigate the adverse effects of such changes on employees.
15.4 The employer shall give prompt consideration to matters raised by the union and employees in relation to the proposed changes.
15.5 For the purposes of such discussion, the employer shall provide to the union and employees concerned, in writing, all relevant information about the changes including the nature of the changes proposed; the expected effects of the changes on employees and any other matters likely to affect employees.
15.6 As soon as a final decision has been made, the employer must notify the union and the employees affected, in writing, and explain the effects of the decision.
15.7 Where the employer seeks a change to the employees’ regular roster or ordinary hours of work, the employer will:
a. provide information to the employees about the change; and
b. 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 REGARDING CHANGE. 2.3.1 In particular the employer will consult with employees after making decisions on major workplace changes that are likely to have significant effect on those employees. Significant effect may include:
a) changes to the composition, operation or size of the workforce;
b) changes to employees’ required skill;
c) requirements to be retrained;
d) altered hours of work;
e) changes to a regular roster or ordinary hours of work;
f) restructure of a job or role;
g) relocation of employees to another workplace;
h) reduction in opportunities for jobs, promotions and/or tenure; or
i) likelihood of termination or redundancy.
2.3.2 Employees may appoint a representative for the purposes of consultation and the employer will recognise the representative which may include the Union.
2.3.3 As soon as practicable after making its decision, the employer will notify the relevant employees in writing of all relevant information relating to the change including:
a) the nature of the change; and
b) the likely effect on the employee; and
c) measures the employer is taking to avoid or minimise the effect. However the employer is not required to disclose confidential or commercially sensitive information to the relevant employees or their representatives.
