Common use of Discussion Before Termination Clause in Contracts

Discussion Before Termination. 1. Where Council has made a definite decision that it no longer requires the job the employee has been doing done by anyone, pursuant to subclause 42 i. (a) and (b) of this clause and that decision may lead to the termination of employment, Council shall hold discussions with the employee directly affected and with the union to which they belong. 2. The discussion shall take place as soon as it is practicable after Council has made a definite decision which shall invoke the provision of paragraph 1. of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. For the purposes of the discussion, Council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such that Council shall not be required to disclose confidential information where the disclosure of such would adversely affect Council.

Discussion Before Termination. 1. a) Where Council a council has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (ai)(a) and (b) of this clause and that decision may lead to the termination of employment, Council the council shall hold discussions with the employee directly affected and with the union to which they belong. 2. b) The discussion shall take place as soon as it is practicable after Council the council has made a definite decision which shall invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. c) For the purposes of the discussion, Council the council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council the council shall not be required to disclose confidential information where the disclosure of such which would adversely affect Councilthe council.

Discussion Before Termination. 1. (a) Where Council council has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (ai)(a) and (b) of this clause and that decision may lead to the termination of employment, Council council shall hold discussions with the employee directly affected effected and with the union to which they belong. 2. (b) The discussion shall take place as soon as it is practicable after Council council has made a definite decision which shall invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council council shall not be required to disclose confidential information where the disclosure of such which would adversely affect Councilcouncil.

Discussion Before Termination. 1. (a) Where Council has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (ai)(a) and (b) of this clause and that decision may lead to the termination of employment, Council shall hold discussions with the employee directly affected effected and with the union to which they belong. 2. (b) The discussion shall take place as soon as it is practicable after Council has made a definite decision which shall invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council shall not be required to disclose confidential information where the disclosure of such which would adversely affect Council.

Discussion Before Termination. 1. (a) Where Council council has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (ai)(a) and (b) of this clause and that decision may lead to the termination of employment, Council council shall hold discussions with the employee directly affected and with the union to which they belong. 2. (b) The discussion shall take place as soon as it is practicable after Council council has made a definite decision which shall invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council council shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council council shall not be required to disclose confidential information where the disclosure of such which would adversely affect Councilcouncil.

Discussion Before Termination. 1. 35.3.1 Where Council XXX has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (a) and (b) of this sub-clause 35.1 and that decision may lead to the termination of employment, Council shall KEE will hold discussions with the employee directly affected and with the union to which they belong. 2. 35.3.2 The discussion shall will take place as soon as it is practicable after Council XXX has made a definite decision which shall will invoke the provision of paragraph 1. 35.3.1 of this subclause sub-clause and shall will cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, advice the payment of relocation allowances, allowances provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. 35.3.3 For the purposes of the discussion, Council shallKEE will, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council shall KEE will not be required to disclose confidential information where the disclosure of such which would adversely affect CouncilKEE.

Discussion Before Termination. 1. (a) Where Council the employer has made a definite decision that it no longer requires the wishes a job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (clause 4.2.1 a) and (b) of this clause and that decision may lead to the termination of employment, Council the employer shall hold discussions with the employee directly affected and with the union to which they belong. 2. (b) The discussion shall take place as soon as it is practicable after Council the employer has made a definite decision which shall invoke the provision of paragraph 1. point a) of this subclause sub clause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council the employer shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council the council shall not be required to disclose confidential information where the disclosure of such which would adversely affect Councilthe council.

Discussion Before Termination. 1. (a) Where Council The Centre has made a definite decision that it The Centre no longer requires wishes the job the employee has been doing to be done by anyone, anyone pursuant to subclause 42 i. paragraph (a) and (b) of this clause subclause 1 and that decision may lead to the termination of employment, Council the employer shall hold discussions with the employee employees directly affected and with the union to which they belong. 2. (b) The discussion discussions shall take place as soon as it is practicable after Council The Centre has made a definite decision which shall will invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination on the terminations of the employee(s) employees concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeployment, recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council discussion The Centre shall, as soon as practicable, provide to the employee(s) employees concerned and the union to which they belong, belong all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category categories of employee(s) employees likely to be affected and the number of employee(s) workers normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council The Centre shall not be required to disclose confidential information where the disclosure of such which would adversely affect CouncilThe Centre.

Discussion Before Termination. 1. (a) Where Council the Service has made a definite decision that it no longer requires wishes the job the employee has been doing done by anyone, anyone pursuant to subclause 42 i. (ai)(a) and (b) of this clause and that decision may lead to the termination of employment, Council the Service shall hold discussions with the employee directly affected and with the union to which they belongeffected. 2. (b) The discussion shall take place as soon as it is practicable after Council the Service has made a definite decision which shall invoke the provision of paragraph 1. (a) of this subclause and shall cover, inter aliaamongst other things, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of the terminations of the employee(s) concerned. Measures to mitigate the adverse effect on employees may include consideration of re-training opportunities, redeploymentredeployment , recruitment advice, the payment of relocation allowances, provision of additional notice, access to an employee assistance program, financial advice and such other assistance as may be reasonably available. 3. (c) For the purposes of the discussion, Council the Service shall, as soon as practicable, provide to the employee(s) concerned and the union to which they belongconcerned, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and category of employee(s) likely to be affected effected and the number of employee(s) normally employed and the period over which the terminations are likely to be carried out. This is such Provided that Council the Service shall not be required to disclose confidential information where the disclosure of such which would adversely affect Councilthe Service.