Discussions Before Termination. (a) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with his/her union, where applicable.
(b) The discussion shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph (a) of this subclause and shall cover among other things, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to minimise any adverse affect of any terminations on the employees concerned. The employer will confirm the content of these discussions in writing.
Discussions Before Termination. 34.1.1 Where an employer has made a definite decision that the employer no longer wishes the jobs that two or more the employees have been doing be done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with the UWU.
34.1.2 The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of clause 34.1.1 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 terminations on the employees concerned.
34.1.3 For the purposes of the discussion the employer shall, as soon as practicable, provide in writing to the employees concerned and the UWU, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that an employer shall not be required to disclose confidential information the disclosure of which would be inimical to the employer's interest.
Discussions Before Termination. (a) Where an Employer has made a definite decision that the Employer no longer wishes the job the Employee has been doing done by anyone and that decision may lead to the termination of employment, the Employer shall hold discussions with the Employees directly affected and with their representative, which may include the union to which they belong.
(b) The discussions shall take place as soon as is practicable after the Employer has made a definite decision which will invoke the provisions of paragraph 23.3(a) 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 of the Employees concerned.
(c) For the purposes of the discussion the Employer shall, as soon as practicable, provide in writing to the Employees concerned and their representative, which may include the union to which they belong, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of Employees likely to be affected, and the number of Employees normally employed and the period over which the terminations are likely to be carried out. Provided that any Employer shall not be required to disclose confidential information the disclosure of which would adversely affect the Employer.
Discussions Before Termination a) Where PLWH/A has made a definite decision that they no longer wish the job the employee has been doing to be done by anyone, pursuant to section 3.35.1(a), and that decision may lead to the termination of employment, the employer shall hold discussions with the employees directly affected and with the Union.
b) The discussions shall take place as soon as is practicable after PLWH/A has made a definite decision which will invoke the provision of section 3.35.3(a) and shall cover any reasons for the proposed termination, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination on employees concerned.
c) For the purpose of the discussions PLWH/A shall, as soon as practicable, provide to the employees concerned and the Union all relevant information about the proposed terminations, including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect PLWH/A.
Discussions Before Termination. 4.4.3.1 Where the employer has made a decision that the employer no longer requires the job the employees have been doing done by anyone and that decision may lead to termination of employment, the employer must have discussions as soon as practicable with the employees directly affected. Discussions must include:
1. the reasons for the proposed terminations;
2. measures to avoid or minimise the terminations;
3. measures to mitigate the adverse effects of any terminations on the employees concerned.
4.4.3.2 For the purposes of such discussion the employer must as soon as practicable provide in writing to the employees concerned all relevant information about the proposed terminations, including:
1. the reasons for the proposed terminations;
2. the number and categories of employees likely to be affected;
3. the number of workers normally employed; and
4. the period over which the terminations are likely to be carried out. No employer is required to disclose confidential information the disclosure of which when looked at objectively, would be against the employer’s interests.
Discussions Before Termination. (a) Where an employer has made a definite decision that the employer no longer wishes the job the teacher has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the teachers directly affected and with their Union, where applicable.
(b) The discussion shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph (a) of this subclause and shall cover among other things, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to minimise any adverse affect of any terminations on the teachers concerned. The employer will confirm the content of these discussions in writing.
(c) When the employer identifies a potential redundancy and before a teacher is named as the person whose position has been declared redundant, the employer shall offer all teachers at that school the opportunity to take leave without pay for a period of one school year or such a period to resolve the potential redundancy. Where a suitable application is received that resolves the potential redundancy, then the teacher shall be granted leave without pay for the period.
Discussions Before Termination. (a) Where the School has made a definite decision that it no longer wishes the job the Employees have been doing done by anyone and that decision may lead to termination of employment, the School must have discussions as soon as practicable with the Employees directly affected and offer in writing to have discussions with the Union. Discussions must include: • the reasons for the proposed terminations; • measures to avoid or minimise the terminations; • measures to mitigate the adverse effects of any terminations on the Employees concerned.
(b) For the purposes of such discussion the School must as soon as practicable provide in writing to the Employees concerned and the Union, all relevant information about the proposed terminations, including: • the reasons for the proposed terminations; • the number and categories of Employees likely to be affected; • the number of Employees normally employed; and • the period over which the terminations are likely to be carried out. The School is not required to disclose confidential information the disclosure of which when looked at objectively would be against the School's interests.
(c) The School must attempt to provide for the continuing employment of the Employees concerned by: • granting reasonable paid leave to the Employees to attend interviews for alternative employment; • taking all reasonable steps to provide opportunities for retraining and educating the Employees in new skills and techniques to maximise employment opportunities in the industry.
Discussions Before Termination. Where an employer has made a definite decision that the employer no longer wishes the job the weekly employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with the union.
Discussions Before Termination. Where an Employer has made a definite decision that the Employer no longer wishes the job the Employees have been doing to be done by anyone and this is not due to the ordinary and customary turnover of labour and where that decision may lead to termination of employment, the Employer will have discussions as soon as practicable with the Employees directly affected. Discussions will cover, among other things, any reasons for the proposed terminations, measures to avoid or minimise the terminations, and measures to mitigate the adverse effects of any termination on the Employees concerned.
Discussions Before Termination. Where the Company has made a definite decision that it no longer wishes the job the employee has been doing to be done by anyone, and that decision may lead to the termination of employment, the Company shall hold discussions with the employees directly affected and with their union .
