Discussions Before Terminations Sample Clauses

Discussions Before Terminations. 12.1.1 Subject to the Workplace Relations Act 1996 or its successor, where the 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 Employee(s) directly affected. 12.1.2 The discussions shall take place as soon as is practicable after the Employer has made a definite decision which will invoke the provisions of 14.1.1 hereof 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 Employee(s) concerned. 12.1.3 For the purposes of the discussion the Employer shall, as soon as practicable, provide in writing to the Employees concerned 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 workers normally employed and the period over which the terminations are likely to be carried out. Provided that the Employer shall not be required to disclose confidential information the disclosure of which would be inimical to the Employer's interests.

Discussions Before Terminations. (1) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone pursuant to subparagraph (1) of paragraph (a) of subclause (ii) above, and that decision may lead to the termination of employment, the employer shall hold discussions with the employees directly affected and with the union to which they belong. (2) The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provision of subparagraph (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 any termination on the employees concerned. (3) For the purposes of the discussion, the employer shall, as soon as practicable, provide to the employees 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 categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. Provided any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

Discussions Before Terminations. 13.1.1 Where the Employer has made a definite decision that the Employer no longer wishes the job an 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 at the employees’ request, their representative. 13.1.2 The discussions shall take place as soon as is practicable after the Employer has made a definite decision which will invoke the provisions of paragraph 13.1.1 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. 13.1.3 For the purposes of the discussion the Employer shall, as soon as practicable, provide in writing to the employees concerned and their representative(s) 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 workers normally employed and the period over which the terminations are likely to be carried out. Provided that the Employer shall not be required to disclose confidential information the disclosure of which would be inimical to the Employer's interests.

Discussions Before Terminations. (a) Where G4S has made a definite decision that leads to a redundancy situation and that decision may lead to termination of employment, G4S shall have discussions as soon as practicable with the employees directly affected and with their representatives. Discussions shall cover, among other things, the reasons for the proposed terminations, measures to avoid or minimise the terminations, and measures to mitigate the adverse effects of any terminations on the employees concerned. (b) For the purposes of discussion, G4S shall as soon as practicable provide in writing to the employees concerned and their 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, and the number of workers normally employed and the period over which the terminations are likely to be carries out. Provided that G4S shall not be required to disclose confidential information the disclosure of which when looked at objectively, would be inimical to the G4S's interests.

Discussions Before Terminations a. When the Company has made a definite decision that it no longer wishes the job the Team Member has been doing, carried out 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 Company will hold discussions with the Team Members directly affected and with the Union. b. The discussions will take place as soon as possible after the Company has made a definite decision which will invoke the provision of clause 4.4.2.a. and will cover, amongst other matters, 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 Team Members concerned. c. For the purposes of the discussion the Company will, as soon as practicable, provide in writing to the Team Members concerned and the Union or the Team Members’ nominated representative, all relevant information about the proposed terminations provided that the Company will not be required to disclose confidential information which would adversely affect the Company.

Discussions Before Terminations. (a) Discussions before termination - see clause 15. (b) The discussions will take place as soon as is practicable after KWHB has made the decision referred to in paragraph 19.1 and will cover 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. (c) For the purposes of these discussions KWHB will provide in writing to the employees concerned and their nominated representatives, all relevant information about the proposed terminations. This will include the reasons for the proposed terminations, the number and categories of employees likely to be

Discussions Before Terminations. (a) Where ▇▇▇▇▇▇ Jewish Hospital has made a decision that they no longer wish the job an employee has been doing to be done by anyone and that decisions may lead to the termination of employment, ▇▇▇▇▇▇ Jewish Hospital shall hold discussions with the employees directly affected and their workplace representatives. (b) The discussions shall take place as soon as practicable after ▇▇▇▇▇▇ Jewish Hospital has made a definite decision which will invoke the provisions of subclause 43.2(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 on the employees concerned. (c) For the purpose of the discussion ▇▇▇▇▇▇ Jewish Hospital shall, as soon as practicable, provide to the employees concerned and if requested by the employee, any nominated employee representative which may be a union representative, 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 ▇▇▇▇▇▇ Jewish Hospital shall not be required to disclose confidential information the disclosure of which would adversely affect them.

Discussions Before Terminations. 1Where the employer has made a definite decision that the employer no longer wishes the job the employee has been doing to 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 their Union or other appointed representative.

Discussions Before Terminations a) After Woolworths has made a definite decision that the job a Team Member has been doing will no longer need to 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, Woolworths will hold discussions with: i) affected Team Member/s and their representatives; and ii) the Union. b) Discussions will take place as soon as practicable after the definite decision has been made and will cover: i) the reasons for the proposed terminations; ii) the measures to avoid or minimise the termination; iii) the measures to mitigate the adverse effects on the Team Members concerned; iv) the number and categories of Team Members likely to be affected; v) the number of Team Members normally employed; and vi) when terminations are likely to occur. c) All relevant information will be provided in writing to the Team Member(s) concerned and representatives, and the Union. d) However, Woolworths will not be required to disclose confidential information which would negatively impact its interests.