Common use of CONSULTATION REGARDING MAJOR WORKPLACE CHANGE Clause in Contracts

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. 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 that is likely to have a significant effect on the Employees; or ii. proposes to introduce a change to the regular roster or ordinary hours of work of Employees. 3.2.2. For a major change referred to in paragraph 3.2.1(i) i. the Employer must notify the relevant Employees of the decision to introduce the major change; and ii. subclauses 3.2.3 to 3.2.9 apply. 3.2.3. The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.4. 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. 3.2.5. As soon as practicable after making its decision, the Employer 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 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: (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. 3.2.6. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.7. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 3.2.8. 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 3.2.2(i) and subclauses 3.2.3 and 3.2.5 are taken not to apply. 3.2.9. In this term, a major change is likely to have a significant effect on Employees if it results in: i. the termination of the employment of Employees; or ii. major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or iii. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or iv. the alteration of hours of work; or v. the need to retrain Employees; or vi. the need to relocate Employees to another workplace; or vii. the restructuring of jobs. 3.2.10. For a change referred to in paragraph 3.2.1(ii): i. the Employer must notify the relevant Employees of the proposed change; and ii. subclauses 3.2.11 to 3.2.15 apply. 3.2.11. The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.12. 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. 3.2.13. As soon as practicable after proposing to introduce the change, the Employer must: i. discuss with the relevant Employees the introduction of the change; and ii. for the purposes of the discussion—provide to the relevant Employees: (a) all relevant information about the change, including the nature of the change; and (b) information about what the Employer reasonably believes will be the effects of the change on the Employees; and (c) information about any other matters that the Employer reasonably believes are likely to affect the Employees; and iii. invite the relevant Employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.15. The Employer must give prompt and genuine consideration to matters raised about the change by the relevant Employees.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. 7.1 This term applies if the Employerif: i. (a) the Employer has made a definite decision to introduce a major change to production, program, organisation, structure structure, or technology in relation to its enterprise that enterprise; and (b) the change is likely to have a significant effect on the Employees; or ii. proposes to introduce a change to employees of the regular roster or ordinary hours of work of Employeesenterprise. 3.2.2. For a major change referred to in paragraph 3.2.1(i) i. the 7.2 The Employer must notify the relevant Employees of the decision to introduce the major change; and ii. subclauses 3.2.3 to 3.2.9 apply. 3.2.3. 7.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.4. 7.4 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees advise the Employer of the identity of the representative; the Employer must recognise the representative. 3.2.5. 7.5 As soon as practicable after making its decision, the Employer must: i. (a) discuss with the relevant Employees: (ai) the introduction of the change; and (bii) the effect the change is likely to have on the Employees; and (ciii) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and ii. (b) for the purposes of the discussion—discussion provide, in writing, to the relevant Employees: (ai) all relevant information about the change including the nature of the change proposed; and (bii) information about the expected effects of the change on the Employees; and (ciii) any other matters likely to affect the Employees. 3.2.6. 7.6 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.7. 7.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 3.2.8. 7.8 If a term in this 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 paragraph 3.2.2(i) Clauses 7.2, 7.3 and subclauses 3.2.3 and 3.2.5 7.5 are taken not to apply. 3.2.9. 7.9 In this term, a major change is likely to have a significant effect on Employees if it results in: i. (a) the termination of the employment of Employees; or ii. (b) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or iii. (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or iv. (d) the alteration of hours of work; or v. (e) the need to retrain Employees; or vi. (f) the need to relocate Employees to another workplace; or vii. the (g) restructuring of jobs. 3.2.10. 7.10 For a change referred to in paragraph 3.2.1(ii(1)(b): i. (a) the Employer employer must notify the relevant Employees employees of the proposed change; and ii. subclauses 3.2.11 (b) sub clauses 7.11 to 3.2.15 7.15 apply. 3.2.11. 7.11 The relevant Employees employees may appoint a representative for the purposes of the procedures in this term. 3.2.12. 7.12 If: i. (a) a relevant Employee employee appoints, or relevant Employees employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee employee or Employees employees advise the Employer employer of the identity of the representative; the Employer employer must recognise the representative. 3.2.13. 7.13 As soon as practicable after proposing to introduce the change, the Employer employer must: i. (a) discuss with the relevant Employees employees the introduction of the change; and ii. (b) for the purposes of the discussion—provide to the relevant Employeesemployees: (ai) all relevant information about the change, including the nature of the change; and (bii) information about what the Employer employer reasonably believes will be the effects of the change on the Employeesemployees; and (ciii) information about any other matters that the Employer employer reasonably believes are likely to affect the Employeesemployees; and iii. (c) invite the relevant Employees employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. 7.14 However, the Employer employer is not required to disclose confidential or commercially sensitive information to the relevant Employeesemployees. 3.2.15. 7.15 The Employer employer must give prompt and genuine consideration to matters raised about the change by the relevant Employeesemployees. 7.16 In this term:

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. 8.1 This term applies if the EmployerTeam Global Express: i. (a) has made a definite decision to introduce a major change to production, program, organisation, structure structure, or technology in relation to its enterprise that is likely to have a significant effect on Employees of the Employeesenterprise; or ii. (b) proposes to introduce a change to the regular roster or ordinary hours of work of Employeesemployees. 3.2.2. 8.2 For a major change referred to in paragraph 3.2.1(iClause 8.1(a) i. the Employer (a) Team Global Express must notify the relevant Employees of the decision to introduce the major change; and ii. subclauses 3.2.3 (b) Clauses 8.3 to 3.2.9 8.9 and 8.15 and 8.16 apply.: 3.2.3. 8.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.4. 8.4 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees employees advise the Employer Team Global Express of the identity of the representative; the Employer Team Global Express must recognise the representative. 3.2.5. 8.5 As soon as practicable after making its decision, the Employer Team Global Express must: i. (a) discuss with the relevant Employees: (ai) the introduction of the change; and (bii) the effect the change is likely to have on the Employees; and (ciii) measures the Employer Team Global Express is taking to avert or mitigate the adverse effect of the change on the Employees; and ii. (b) for the purposes of the discussion—discussion - provide, in writing, to the relevant Employees: (ai) all relevant information about the change including the nature of the change proposed; and (bii) information about the expected effects of the change on the Employees; and (ciii) any other matters likely to affect the Employees. 3.2.6. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.7. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 3.2.8. 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 3.2.2(i) and subclauses 3.2.3 and 3.2.5 are taken not to apply. 3.2.9. In this term, a major change is likely to have a significant effect on Employees if it results in: i. the termination of the employment of Employees; or ii. major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or iii. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or iv. the alteration of hours of work; or v. the need to retrain Employees; or vi. the need to relocate Employees to another workplace; or vii. the restructuring of jobs. 3.2.10. For a change referred to in paragraph 3.2.1(ii): i. the Employer must notify the relevant Employees of the proposed change; and ii. subclauses 3.2.11 to 3.2.15 apply. 3.2.11. The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.12. 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. 3.2.13. As soon as practicable after proposing to introduce the change, the Employer must: i. discuss with the relevant Employees the introduction of the change; and ii. for the purposes of the discussion—provide to the relevant Employees: (a) all relevant information about the change, including the nature of the change; and (b) information about what the Employer reasonably believes will be the effects of the change on the Employees; and (c) information about any other matters that the Employer reasonably believes are likely to affect the Employees; and iii. invite the relevant Employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.15. The Employer must give prompt and genuine consideration to matters raised about the change by the relevant Employees.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. 8.1 This term applies if the Employer: i. (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 ii. (b) proposes to introduce a change to the regular roster or ordinary hours of work of Employees. 3.2.2. 8.2 For a major change referred to in paragraph 3.2.1(i)8.1(a): i. (a) the Employer must notify the relevant Employees of the decision to introduce the major change; and ii. (b) subclauses 3.2.3 8.3 to 3.2.9 8.9 apply. 3.2.3. 8.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.4. 8.4 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees advise the Employer of the identity of the representative; the Employer must recognise the representative. 3.2.5. 8.5 As soon as practicable after making its decision, the Employer must: i. (a) discuss with the relevant Employees: (ai) the introduction of the change; and (bii) the effect the change is likely to have on the Employees; and (ciii) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and ii. (b) for the purposes of the discussion—discussion provide, in writing, to the relevant Employees: (ai) all relevant information about the change including the nature of the change proposed; and (bii) information about the expected effects of the change on the Employees; and (ciii) any other matters likely to affect the Employees. 3.2.6. 8.6 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.7. 8.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 3.2.8. 8.8 If a term in this agreement 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 3.2.2(i8.2(a) and subclauses 3.2.3 8.3 and 3.2.5 8.5 are taken not to apply. 3.2.9. 8.9 In this term, a major change is likely to have a significant effect on Employees if it results in: i. (a) the termination of the employment of Employees; or ii. (b) major change to the composition, operation or size of the Employer’s workforce or Employer to the skills required of Employees; or iii. (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or iv. (d) the alteration of hours of work; or v. (e) the need to retrain Employees; or vi. (f) the need to relocate Employees to another workplace; or vii. (g) the restructuring of jobs. 3.2.10. 8.10 For a change referred to in paragraph 3.2.1(ii8.1(b): i. (a) the Employer must notify the relevant Employees of the proposed change; and ii. (b) subclauses 3.2.11 8.11 to 3.2.15 8.15 apply. 3.2.11. 8.11 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 3.2.12. 8.12 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees advise the Employer of the identity of the representative; the Employer must recognise the representative. 3.2.13. 8.13 As soon as practicable after proposing to introduce the change, the Employer must: i. (a) discuss with the relevant Employees the introduction of the change; and ii. (b) for the purposes of the discussion—discussion provide to the relevant Employees: (ai) all relevant information about the change, including the nature of the change; and (bii) information about what the Employer reasonably believes will be the effects of the change on the Employees; and (ciii) information about any other matters that the Employer reasonably believes are likely to affect the Employees; and iii. (iv) invite the relevant Employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. 8.14 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.15. 8.15 The Employer must give prompt and genuine consideration to matters raised about the change by the relevant Employees. 8.16 In this term:

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. This term applies if the Employer: i. (i) 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 Employeesemployees; or (ii. ) proposes to introduce a change to the regular roster or ordinary hours of work of Employeesemployees. 3.2.2. For a major change referred to in paragraph 3.2.1(i) i. (i) the Employer must notify the relevant Employees employees of the decision to introduce the major change; and (ii. ) subclauses 3.2.3 to 3.2.9 apply. 3.2.3. The relevant Employees employees may appoint a representative for the purposes of the procedures in this term. 3.2.4. If: i. (i) a relevant Employee employee appoints, or relevant Employees 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.the 3.2.5. As soon as practicable after making its decision, the Employer must: i. (i) discuss with the relevant Employeesemployees: (a) the introduction of the change; and (b) the effect the change is likely to have on the Employeesemployees; and (c) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employeesemployees; and (ii. ) for the purposes of the discussion—provide, in writing, to the relevant Employeesemployees: (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 Employeesemployees; and (c) any other matters likely to affect the Employeesemployees. 3.2.6. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employeesemployees. 3.2.7. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employeesemployees. 3.2.8. 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 3.2.2(i) and subclauses 3.2.3 and 3.2.5 are taken not to apply. 3.2.9. In this term, a major change is likely to have a significant effect on Employees employees if it results in: i. (i) the termination of the employment of Employeesemployees; or (ii. ) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employeesemployees; or (iii. ) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or (iv. ) the alteration of hours of work; or v. (v) the need to retrain Employeesemployees; or (vi. ) the need to relocate Employees employees to another workplace; or (vii. ) the restructuring of jobs. 3.2.10. For a change referred to in paragraph 3.2.1(ii): i. (i) the Employer must notify the relevant Employees employees of the proposed change; and (ii. ) subclauses 3.2.11 to 3.2.15 apply. 3.2.11. The relevant Employees employees may appoint a representative for the purposes of the procedures in this term. 3.2.12. If: i. (i) a relevant Employee employee appoints, or relevant Employees 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.the 3.2.13. As soon as practicable after proposing to introduce the change, the Employer must: i. (i) discuss with the relevant Employees employees the introduction of the change; and (ii. ) for the purposes of the discussion—provide to the relevant Employeesemployees: (a) all relevant information about the change, including the nature of the change; and (b) information about what the Employer reasonably believes will be the effects of the change on the Employeesemployees; and (c) information about any other matters that the Employer reasonably believes are likely to affect the Employeesemployees; and (iii. ) invite the relevant Employees employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employeesemployees. 3.2.15. The Employer must give prompt and genuine consideration to matters raised about the change by the relevant Employeesemployees. 3.2.16. In this term: (i) relevant employees mean the employees who may be affected by a change referred to in subclause 3.2.1.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 3.2.1. 3.2.1 This term clause 3. 2.1 applies if the Employer: i. (a) has made a definite decision to introduce a major change to production, program, organisation, structure structure, or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or ii. (b) proposes to introduce a change to the regular roster or ordinary hours of work of Employeesemployees. 3.2.2. 3.2.2 For a major change referred to in paragraph 3.2.1(i)clause 3.2.1(a): i. (a) the Employer must notify the relevant Employees of the decision to introduce the major change; and ii. subclauses (b) clauses 3.2.3 to 3.2.9 apply. 3.2.3. 3.2.3 The relevant Employees may appoint a representative for the purposes of the procedures in this termclause. 3.2.4. 3.2.4 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees advise the Employer of the identity of the representative; , the Employer employer must recognise the representative. 3.2.5. 3.2.5 As soon as practicable after making its decision, the Employer must: i. (a) discuss with the relevant Employees: (ai) the introduction of the change; and; (bii) the effect the change is likely to have on the Employees; and (ciii) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and ii. (b) for the purposes of the discussion—discussion – provide, in writing, to the relevant Employees: (ai) all relevant information about the change including the nature of the change proposed; and; (bii) information about the expected effects of the change on the Employees; and (ciii) any other matters likely to affect the Employees. 3.2.6. 3.2.6 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.7. 3.2.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 3.2.8. 3.2.8 If a term in this agreement Agreement provides for a major change to production, programprogramme, organisation, structure or technology in relation to the enterprise of the Employer, the requirements set out in paragraph 3.2.2(i) and subclauses clauses 3.2.2(a), 3.2.3 and 3.2.5 are taken not to apply. 3.2.9. 3.2.9 In this termclause, a major change is “likely to have a significant effect on Employees employees” if it results in: i. (a) the termination of the employment of Employees; or; ii. (b) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or; iii. (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or; iv. (d) the alteration of hours of work; or; v. (e) the need to retrain Employees; or; vi. (f) the need to relocate Employees to another workplace; or vii. (g) the restructuring of jobs. 3.2.10. 3.2.10 For a change referred to in paragraph 3.2.1(ii):regular roster or ordinary hours of work of employees i. (a) the Employer must notify the relevant Employees of the proposed change; and ii. subclauses (b) clauses 3.2.11 to 3.2.15 apply. 3.2.11. 3.2.11 The relevant Employees may appoint a representative for the purposes of the procedures in this termclause. 3.2.12. 3.2.12 If: i. (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and ii. (b) the Employee or Employees advise the Employer of the identity of the representative; , the Employer must recognise the representative. 3.2.13. 3.2.13 As soon as practicable after proposing to introduce the change, the Employer must: i. (a) discuss with the relevant Employees the introduction of the change; and; ii. (b) for the purposes of the discussion—discussion – provide to the relevant Employees: (ai) all relevant information about the change, including the nature of the change; and; (bii) information about what the Employer reasonably believes will be the effects of the change on the Employees; and (ciii) information about any other matters that the Employer reasonably believes are likely to affect the Employees; and iii. (c) invite the relevant Employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 3.2.14. 3.2.14 However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. 3.2.15. 3.2.15 The Employer must give prompt and genuine consideration to matters raised about the change by the relevant Employees.