Consultation regarding Major Change. (a) Where an Employer proposes a Major Change that may have a Significant Effect on an Employee or Employees, the Employer will consult with the Affected Employee/s, the Union, and the Employee's other chosen representative (where relevant) before any proposed change occurs.
(b) Consultation will, where reasonably practicable, include consultation with those who are absent on leave including on workers' compensation or parental leave.
(c) The Employer will take reasonable steps to ensure Employees, HSRs (where relevant) and the Union can participate effectively in the Consultation process.
Consultation regarding Major Change. (a) Where a Health Service proposes a Major Change that may have a Significant Effect on a Doctor or Doctors, the Health Service will consult with the Affected Doctor/s, the Association, and the Doctor’s other chosen representative (where relevant) before any proposed change occurs.
(b) Consultation will, where reasonably practicable, include consultation with those who are absent on leave including workers' compensation or parental leave.
(c) The Health Service will take reasonable steps to ensure Doctors, HSRs (where relevant) and the Association can participate effectively in the Consultation process.
Consultation regarding Major Change. 22.1 This term applies if:
(a) the Company has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
(b) the change is likely to have a significant effect on employees of the enterprise.
22.2 For the avoidance of doubt, this clause does not apply to a major change to production, program, organisation, structure or technology in relation to the enterprise if that change is accommodated by another clause of this Agreement.
22.3 The Company must notify the relevant employees of the decision to introduce the major change.
22.4 The relevant employees may appoint a representative, including an Association representative for the purposes of the procedures in this term.
22.5 If:
(a) a relevant employee appoints, or relevant employees appoint, a representative including an Association representative for the purposes of consultation; and
(b) the employee or employees advise the Company of the identity of the representative. the Company must recognise the representative.
22.6 As soon as practicable after making its decision, the Company must:
(a) discuss with the relevant employees and their representatives, including an Association representative:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the employees; and
(iii) measures the Company 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.
22.7 However, the Company is not required to disclose confidential or commercially sensitive information to the relevant employees or their representatives, including an Association representative.
22.8 The Company must give prompt and genuine consideration to matters raised about the major change by the relevant employees or their representatives, including an Association representative.
22.9 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 Company, the requirements set out in subclauses 22.3, 22.4 and 22.6 are taken not to apply.
22.10 In this term, a major change is likely to have a signific...
Consultation regarding Major Change. (a) Where an Employer proposes a Major Change that may have a Significant Effect on an Employee or Employees, the Employer will consult with the Affected Employee/s, the Union, and the Employee’s other chosen representative (where relevant) through the steps set out below in this clause 13 before the proposed Major Change (including part of a Major Change) occurs.
(b) Consultation requires the Employer to take reasonable steps to consult with Employees who are absent on leave including on workers compensation or parental leave.
(c) The Employer will take reasonable steps to ensure Employees, HSRs (where relevant) and the Union can participate effectively in the Consultation process.
(d) With respect to the process set out in this clause 13:
(i) a Major Change (including part of a Major Change) must not be implemented prior to the steps in subclauses 13.4 to 13.9 being completed, other than by agreement with the Affected Employee/s and Union; and
(ii) the process in this clause 13 will not be used to prevent or frustrate Major Change, save that a party raising a dispute alleging non-compliance with this clause 13 does not, of itself, indicate the party is trying to prevent or frustrate Major Change.
(e) An Employer shall complete each step prior to proceeding to the next step in this process save that nothing prevents an Employer from progressing where the Employer has complied with the relevant requirements of this clause 13 and the Affected Employee/s, the Union, and/or the Employee’s other chosen representative (where relevant) have chosen not to participate / respond, despite being given a reasonable opportunity to do so.
Consultation regarding Major Change. (a) If the employer is seriously considering major workplace changes that are likely to have a significant effect on the employees covered by this agreement, the employer must consult with any employees who will be affected by the decision. An employee is entitled to be represented by the Union or other representative for the purpose of consultation under this clause 14.
(b) As soon as practicable the employer must discuss with the relevant employees and their representatives the introduction of the change; and the effect the change is likely to have on the employees. The employer must discuss measures to avert or mitigate the adverse effect of the change on the employees
(c) For the purposes of the discussion the employer will provide the relevant employees and their representatives in writing:
(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.
(d) In complying with this clause the employer is not required to disclose information which is confidential and commercially sensitive.
(e) The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees and the representatives.
(f) As soon as a final decision has been made, the employer must notify the employees affected and their representatives, in writing, and explain the effects of the decision.
(g) All participants must act in good faith in relation to the consultation process provided in this clause.
(h) While consultation in relation to major change is taking place, except where a genuine occupational health and safety issue is involved, the status quo will remain. The existing situation, terms and conditions of work and work practices immediately prior to the employer’s consideration of major change will not be altered. No party will be prejudiced as to the final settlement by the continuance of work in accordance with this clause.
(i) In this clause:
(i) ‘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.
(ii) A major change is “likely to have a significant effect on employees” if it results in: the termination of the employment of employees; or change to the composition, operation or size of the employer’s workforce...
Consultation regarding Major Change. (a) Where the Company has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the Company will notify the employees who may be affected by the proposed changes, and their representatives.
(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 locations; and the restructuring of jobs. Provided that where this Agreement, or the relevant Award(s) make provision for alteration of any of these matters an alteration is deemed not to have significant effect.
(c) The Company commits to discuss with affected employees and their representatives the introduction of the changes referred to in (a) above, the effects the changes are likely to have on employees, and measures to avert or mitigate the adverse effects of such changes on employees, and will give prompt consideration to matters raised by employees and
(d) The discussions will commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in Clause (a) above.
(e) The parties to this Agreement must act in good faith in relation to the consultation process provided in this Clause.
(f) For the purposes of such discussion the Company will provide in writing to the employees concerned and their representatives all relevant information about the changes including the nature of the changes proposed, the expected effects of the change on employees and any other matters likely to affect employees . provided that the Company is not obliged to disclose confidential information the disclosure of which would be contrary to the Company’s interests.
(g) In this Clause:
(i) ‘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.
(ii) A major change is “likely to have a significant effect on employees” if it results in: the termination of the employment of employees; or 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...
Consultation regarding Major Change. The purpose of this clause is to provide a framework for the process of communicating a major change in the workplace. Significant changes in the workplace include, but are not limited to: organisational restructure major changes to production or technology termination of employee(s) major change to the operation or size of the workforce or to the skills required of employees elimination or diminution of job opportunities (including opportunities for promotion or tenure) alteration of hours of work need to retrain employees need to relocate employees to another workplace restructuring of jobs Consultation on major change applies if: Vicdeaf has made a definite decision to introduce major change to production, program, organisation, structure or technology in relation to its operation; and the change is likely to have a significant effect on employees. Vicdeaf will notify relevant employees of the decision to introduce major change as soon as practical after making the decision and give prompt and genuine consideration to matters raised about the major change by relevant employees. The following points will also be followed: Information regarding major change (including information regarding the nature of the change, the expected effects of the change on employees and other matters likely to affect employees) will be provided to affected employees and their union, where applicable, in writing within a reasonable time frame prior to the proposed implementation date. Vicdeaf is, however, not required to disclose confidential or commercially sensitive information Employees will be provided with an opportunity to respond with queries about the proposed change and to consult with Vicdeaf about alternatives to the change and/or measures to amend the proposed change, as well as measures taken by Vicdeaf to avert or mitigate the adverse affect of the change on employees. Vicdeaf will allow a reasonable timeframe for consultation regarding the introduction of change, answer all queries raised by employees and give prompt consideration to all matters raised by employees during the consultation process. Any disputes arising will be dealt with under the dispute settlement process.
Consultation regarding Major Change. 37.1 The parties to this agreement recognise that the development of effective consultative practices is important in the process of change and can lead to advantages for both the Company and employees as per clause 36.
37.2 If the company is seriously considering major workplace changes that are likely to have a significant effect on the employees covered by this agreement, the Company will consult with the Union and any employees who will be affected by the decision. An employee is entitled to be represented by the Union or other representative for the purpose of consultation under this clause.
37.3 As soon as practicable the Company will discuss with the union and relevant employees the introduction of the change; and the effect the change is likely to have on the employees. The Company will discuss measures to avert or mitigate the adverse effect of the change on the employees.
37.4 For the purposes of the discussion the Company will provide the union and 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.
37.5 In complying with this clause the employer is not required to disclose information which is confidential and commercially sensitive.
37.6 The Company will give prompt and genuine consideration to matters raised about the major change by the Union or relevant employees.
37.7 As soon as a final decision has been made, the Company will notify the Union and the employees affected, in writing, and explain the effects of the decision.
37.8 All relevant parties must act in good faith in relation to the consultation process provided in this clause.
37.9 While consultation in relation to major change is taking place, except where a bona fide occupational health and safety issue is involved, the status quo will remain. The existing situation, terms and conditions of work and work practices immediately prior to the Company's consideration of major change will not be altered. No party will be prejudiced as to the final settlement by the continuance of work in accordance with this clause.
37.10 In this clause:
Consultation regarding Major Change a. Where an Employer proposes a Major Change that may have a Significant Effect on an Employee or Employees, the Employer will consult with the Affected Employee/s, and Union, and the Employee’s other chosen representative (where relevant) before any proposed change occurs.
b. Consultation will include those who are absent on leave including on workers’ compensation or parental leave.
c. The Employer will take reasonable steps to ensure Employees, HSRs (where relevant) and the Union can participate effectively in the Consultation process.
d. An employer will provide reasonable resources (ie paid time for Union representatives, access to email, photocopying and meeting rooms) necessary to ensure that Employees and Union representatives can participate effectively in the consultation process.
e. Major Change includes (but is not limited to) technological change as defined and referred to at subclause 30.2c below.
Consultation regarding Major Change.
(a) This clause applies if:
