Common use of Consultation Clause in Contracts

Consultation. 10.1 Effective consultation is essential for continuous workplace reform and such consultation can take place at any time during the life of a Project. 10.2 Consultative Committees may be set up for this purpose. 10.3 If the Employer is considering making a decision, and prior to the decision being made, to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify those Employee(s) and the Union. 10.4 As soon as practicable and prior to implementation, the Employer must discuss with the Employees and the Union 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. 10.5 For the purposes of the discussion the Employer will provide the Employees, the Union and/or their nominated representative/s in writing: (a) All relevant information about the change including the nature of the change proposed (b) Information about the expected effects of the change on the Employees; and (c) Any other matters likely to affect the Employees. 10.6 However, the Employer is not required to disclose confidential or commercially sensitive information. 10.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the Employees and the Union.

Consultation. 10.1 9.1 Effective consultation is essential for continuous workplace reform and such consultation can take place at any time during the life of a Project. 10.2 9.2 Consultative Committees may be set up for this purpose. 10.3 9.3 If the Employer is considering making a decision, and prior to the decision being made, to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify those the Employee(s) and the Union. 10.4 9.4 As soon as practicable and prior to implementation, the Employer must discuss with the Employees and the Union 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. 10.5 9.5 For the purposes of the discussion the Employer will provide the Employees, the Union and/or their nominated representative/s in writing: (a) All relevant information about the change including the nature of the change proposed (b) Information about the expected effects of the change on the Employees; and (c) Any other matters likely to affect the Employees. 10.6 9.6 However, the Employer is not required to disclose confidential or commercially sensitive information. 10.7 9.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the Employees and the Union.

Consultation. 10.1 Effective consultation is essential for continuous workplace reform and such consultation can take place at any time during the life of a Project. 10.2 . Consultative Committees may be set up for this purpose. 10.3 . If the Employer is considering making a decision, and prior to the decision being made, to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify those the Employee(s) and who will be affected by the Union. 10.4 decision. As soon as practicable and prior to implementation, the Employer must discuss with the relevant Employees and the and/or their nominated representative/s (e.g. Union or other representative) 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. 10.5 . For the purposes of the discussion the Employer will provide the Employees, the Union relevant Employees and/or their nominated representative/s in writing: (a) All relevant information about the change including the nature of the change proposed; (b) Information about the expected effects of the change on the Employees; and (c) Any other matters likely to affect the Employees. 10.6 . However, the Employer is not required to disclose confidential or commercially sensitive information. 10.7 . The Employer must give prompt and genuine consideration to matters raised about the major change by the Employees and the Unionrelevant Employees.

Consultation. 10.1 Effective consultation is essential for continuous workplace reform and such consultation can take place at any time during the life of a Project. 10.2 . Consultative Committees may be set up for this purpose. 10.3 . If the Employer is considering making a decision, and prior to the decision being made, to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify those the Employee(s) and who will be affected by the Union. 10.4 decision. As soon as practicable and prior to implementation, the Employer must discuss with the relevant Employees and the and/or their nominated representative/s (e.g. Union or other representative) 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. 10.5 . For the purposes of the discussion the Employer will provide the Employees, the Union relevant Employees and/or their nominated representative/s in writing: (a) i. All relevant information about the change including the nature of the change proposed; (b) ii. Information about the expected effects of the change on the Employees; and (c) iii. Any other matters likely to affect the Employees. 10.6 . However, the Employer is not required to disclose confidential or commercially sensitive information. 10.7 . The Employer must give prompt and genuine consideration to matters raised about the major change by the Employees and the Unionrelevant Employees.

Consultation. ‌ 10.1 Effective consultation is essential for continuous workplace reform and such consultation can take place at any time during the life of a Project. 10.2 Consultative Committees may be set up for this purpose. 10.3 If the Employer is considering making a decision, and prior to the decision being made, to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify those Employee(s) and the Union. 10.4 As soon as practicable and prior to implementation, the Employer must discuss with the Employees and the Union 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. 10.5 For the purposes of the discussion the Employer will provide the Employees, the Union and/or their nominated representative/s in writing: (a) All relevant information about the change including the nature of the change proposed (b) Information about the expected effects of the change on the Employees; and (c) Any other matters likely to affect the Employees. 10.6 However, the Employer is not required to disclose confidential or commercially sensitive information. 10.7 The Employer must give prompt and genuine consideration to matters raised about the major change by the Employees and the Union.