Common use of CONSULTATION REGARDING MAJOR WORKPLACE CHANGE Clause in Contracts

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 76.1 Any Employer with an existing organisational change agreement (however titled) with the Union that is reduced to writing will continue to apply the terms of that Agreement as though they were terms of Section 3. An Employer without such an agreement will, as a minimum, apply the following procedure. 76.2 Where an Employer has made a definite decision to implement major changes in its program organisation, structure or technology that are likely to have a significant impact on Employees, the Employer shall, as early as practicable, consult with Employees, the local representatives of the union and the XXX, before the introduction of any proposed changes. 76.3 The Employer shall discuss with the affected Employees, their union representatives at the workplace and the XXX, amongst other things: 76.3.1 the introduction of changes that are likely to have significant effect on Employees; 76.3.2 the effects such changes are likely to have on Employees; and 76.3.3 the reasons for any proposed redundancies and measures to avert or mitigate adverse effects of such changes on Employees. 76.4 For the purposes of such discussion, the Employer shall provide in writing to the affected Employees and their union representatives: 76.4.1 all relevant information about the changes, including the nature of the changes proposed; 76.4.2 reasons for any proposed redundancies and the number of Employees and categories likely to be affected; and 76.4.3 the expected effects of the changes on Employees and other matters that may impact on them, provided that the Employer is not required to disclose confidential information, the disclosure of which would be contrary to the Employer’s interests.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 76.1 11.1. Any Employer employer with an existing organisational change agreement (however titled) with the Union that is reduced to writing will continue to apply the terms of that Agreement agreement as though they were terms of Section 3this Agreement. An Employer employer without such an agreement will, as a minimum, apply the following procedure. 76.2 11.2. Where an Employer employer has made a definite decision to implement major changes in its program organisation, structure or technology that are likely to have a significant impact on Employeesemployees, the Employer employer shall, as early as practicable, consult with Employeesemployees, the local representatives of the union and the XXX, before the introduction of any proposed changes. 76.3 11.3. The Employer employer shall discuss with the affected Employeesemployees, their union representatives at the workplace and the XXX, amongst other things: 76.3.1 11.3.1 the introduction of changes that are likely to have significant effect on Employeesemployees; 76.3.2 11.3.2 the effects such changes are likely to have on Employeesemployees; and 76.3.3 11.3.3 the reasons for any proposed redundancies and measures to avert or mitigate adverse effects of such changes on Employeesemployees. 76.4 11.4. For the purposes of such discussion, the Employer employer shall provide in writing to the affected Employees employees and their union representatives: 76.4.1 11.4.1 all relevant information about the changes, including the nature of the changes proposed; 76.4.2 11.4.2 reasons for any proposed redundancies and the number of Employees employees and categories likely to be affected; and 76.4.3 11.4.3 the expected effects of the changes on Employees employees and other matters that may impact on them, provided that the Employer employer is not required to disclose confidential information, the disclosure of which would be contrary to the Employeremployer’s interests.

CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. ‌ 76.1 Any Employer with an existing organisational change agreement (however titled) with the Union that is reduced to writing will continue to apply the terms of that Agreement as though they were terms of Section 3. An Employer without such an agreement will, as a minimum, apply the following procedure. 76.2 Where an Employer has made a definite decision to implement major changes in its program organisation, structure or technology that are likely to have a significant impact on Employees, the Employer shall, as early as practicable, consult with Employees, the local representatives of the union and the XXX, before the introduction of any proposed changes. 76.3 The Employer shall discuss with the affected Employees, their union representatives at the workplace and the XXX, amongst other things: 76.3.1 the introduction of changes that are likely to have significant effect on Employees; 76.3.2 the effects such changes are likely to have on Employees; and 76.3.3 the reasons for any proposed redundancies and measures to avert or mitigate adverse effects of such changes on Employees. 76.4 For the purposes of such discussion, the Employer shall provide in writing to the affected Employees and their union representatives: 76.4.1 all relevant information about the changes, including the nature of the changes proposed; 76.4.2 reasons for any proposed redundancies and the number of Employees and categories likely to be affected; and 76.4.3 the expected effects of the changes on Employees and other matters that may impact on them, provided that the Employer is not required to disclose confidential information, the disclosure of which would be contrary to the Employer’s interests.