Common use of CONSULTATION REGARDING MAJOR WORKPLACE CHANGE Clause in Contracts

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 8.1 Consultation Prior to a Definite Decision Being Made (a) Where an Employer is considering making a decision to introduce major change, the Employer may choose to discuss with the Employees who may be affected and their Employee representative/s, which may include the Union/s, prior to making the decision to introduce change. (b) It is agreed that Employees may be able to offer valuable solutions and/or alternative solutions before major changes are made. (c) Where an Employer chooses to consult with Employees who are likely to be affected by a decision to introduce major change, consultation can be informal and is not required to be in writing. 8.2 Consultation After a Definite Decision has Been Made (a) Where an Employer 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 Employer must notify the Employees who may be affected by the proposed changes and their representatives, which may include the Union/s. (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. Provided that where the Agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 8.1 48.1 Consultation Prior to a Definite Decision Being Made (a) Where an Employer is considering making a decision to introduce major change, the Employer may choose to discuss with the Employees who may be affected and their Employee representative/s, which may include the Union/s, prior to making the decision to introduce change. (b) It is agreed that Employees may be able to offer valuable solutions and/or alternative solutions before major changes are made. (c) Where an Employer chooses to consult with Employees who are likely to be affected by a decision to introduce major change, consultation can be informal and is not required to be in writing. 8.2 48.2 Consultation After a Definite Decision has Been Made (a) Where an Employer 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 Employer must notify the Employees who may be affected by the proposed changes and their representatives, which may include the Union/s. (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. Provided that where the Agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 8.1 Consultation Prior to a Definite Decision Being Made (a) Where an Employer is considering making a decision to introduce major change, the Employer may choose to discuss with the Employees who may be affected and their Employee representative/s, which may include the Union/s, prior to making the decision to introduce change. (b) It is agreed that Employees may be able to offer valuable solutions and/or alternative solutions before major changes are made. (c) Where an Employer chooses to consult with Employees who are likely to be affected by a decision to introduce major change, consultation can be informal and is not required to be in writing. 8.2 Consultation After a Definite Decision has Been Made (a) Where an Employer has made a definite decision to introduce major changes in to the regular roster or ordinary hours of work, production, programprogramme, organisation, structure or technology that are is likely to have significant effects on EmployeesEmployees covered by this Agreement, the Employer must will notify the Employees who may be affected by the proposed changes and their representatives, which may include the Union/s. representatives (b) if any). Significant effects include termination of employmentpotential redundancies; major changes in the composition, operation or size of the Employer’s workforce or in the skills required; the significant elimination or diminution of job opportunities, promotion opportunities or job tenure; the significant alteration of hours of work; the need for retraining or permanent transfer of Employees to other work or locations; and the substantial restructuring of jobs. Provided that where the this Agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect. The Employer will discuss with the affected Employees and their representatives (if any) the introduction of the major changes, the effects the changes are likely to have on Employees, and where identified by the Employer any measures to avert or mitigate any adverse effects of such changes on Employees. The discussions will commence after a definite decision has been made by the Employer to make a major change. In consulting with Employees, the Employer is not required to disclose confidential information. At any stage during this process an Employee may appoint a representative of their choice in writing. The Employer’s obligation to consult or provide information to the representative only occurs after written notice is provided to the Employer.