Common use of Discussions Before Termination Clause in Contracts

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. (a) Where the School College 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 College must have discussions as soon as practicable with the Employees directly affected affected, their appointed representatives 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 College must as soon as practicable provide in writing to the Employees concerned concerned, their appointed representatives 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 College is not required to disclose confidential information the disclosure of which when looked at objectively would be against the SchoolCollege's interests. (c) The School College 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. (a) Where the School College 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 College must have discussions as soon as practicable with the Employees directly affected affected, their appointed representative 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 College must as soon as practicable provide in writing to the Employees concerned concerned, their appointed representative 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 College is not required to disclose confidential information the disclosure of which when looked at objectively would be against the SchoolCollege's interests. (c) The School College 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. (a) Where the School College 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 College must have discussions as soon as practicable with the Employees directly affected affected, the Union and offer in writing to have discussions with the Uniontheir chosen representatives. 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 College must as soon as practicable provide in writing to the Employees concerned concerned, the Union and the Uniontheir chosen representatives, 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 College is not required to disclose confidential information the disclosure of which when looked at objectively would be against the SchoolCollege's interests. (c) The School College 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. (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; terminations • measures to avoid or minimise the terminations; 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 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.