Employer's duty to Sample Clauses

Employer's duty to discuss change
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Employer's duty to consult over change (a) The employer shall consult the employees affected and, where relevant, their Union/s about the introduction of the changes, the effects the changes are likely to have on employees (including the number and categories of employees likely to be dismissed, and the time when, or the period over which, the employer intends to carry out the dismissals) and ways to avoid or minimise the effects of the changes (e.g. by finding alternate employment). (b) The consultation must occur as soon as practicable after making the decision referred to in clause 11.1. (c) For the purpose of such consultation the employer shall provide in writing to the employees concerned and, where relevant, their Union/s, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees, and any other matters likely to affect employees. (d) Notwithstanding the provision of clause 11.2(c) the employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer's interests. (e) The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. 11.3
Sample 1
Employer's duty to discuss change The employer shall discuss with the employees affected and the Union inter alia the introduction of the changes, the effects the changes are likely to have on employees, measures to avert or mitigate the adverse effects of such changes on employees and shall give prompt consideration to matters raised by the employees and/or the Union in relation to the changes. The discussions shall commence as early as practicable after a definite decision has been made by the employer to make the changes. For the purposes of such discussion, the employer shall provide in writing to the employees concerned and the Union all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees. The employer shall not be required to disclose confidential information the disclosure of which would be inimical to the employer's interests.
Sample 1
Employer's duty to discuss change The employer shall discuss with the employees affected and the Union inter alia the introduction of the changes referred to in clause 12.1, the effects the changes are likely to have on employees, measures to avert or mitigate the adverse effects of such changes on employees and shall give prompt consideration to matters raised by the employees and/or the employee representative where requested by the employee/s in relation to the changes.
Sample 1
Employer's duty to discuss change The Employer shall discuss with the employees affected inter alia and their representative, the introduction of changes referred to in Clause 5.1, the effects the changes are likely to have on employees, measures to avert or mitigate the adverse effects of such changes on employees and shall give prompt consideration to matters raised by the employees and or their representative in relation to the changes. The discussion shall commence as early as practicable after a definite decision has been made by the Employer to make the changes referred to in Clause 5.1. For the purposes of such discussion, Jewish Care shall provide in writing to the employees concerned and their representative, all relevant information about the changes proposed; the expected effects of the change on employees and any other matters likely to affect employees provided that the employer shall not be required to disclose confidential information the disclosure of which would be contrary to the employer’s interests. Jewish Care currently operates community services and residential aged care facilities on nine sites. Some of these facilities will need to be either rebuilt or undergo a major refurbishment process during the life of this agreement.
Sample 1

Related to Employer's duty to

  • Employer's duty to notify (a) Where the employer has made a definite decision to introduce major changes that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and their union.

  • Employer’s Obligations The Employers shall provide Executive with any and all necessary or appropriate current financial information and access to current information and records regarding all material transactions involving the Employers and/or their representative subsidiaries and affiliates, including but not limited to acquisition of assets, personnel contracts, dispositions of assets, service agreements and registration statements or other state or federal filings or disclosures, reasonably necessary for Executive to carry out Executive's duties and responsibilities hereunder. In addition, the Employers agree to provide Executive, as a condition to Executive's services hereunder, such staff, equipment and office space as is reasonably necessary for Executive to perform Executive's duties hereunder.

  • EMPLOYER'S RIGHTS The Union acknowledges that the management and directing of employees in the bargaining unit is retained by the Employer, except as this Agreement otherwise specifies.

  • The Employer This Agreement shall inure to the benefit of and be binding upon the Employer and its successors and assigns. The Bancorp and the Bank will each require any successor to it (whether direct or indirect, by stock or asset purchase, merger, consolidation or otherwise) or to all or substantially all of its business or assets to assume expressly and agree to perform this Agreement in the same manner and to the same extent it would be required to perform it if no such succession had taken place.

  • Employer Grievances Port grievances will be initiated at Step 2.

  • School discipline The Parents accept the authority of the Headmaster and of other members of staff on the Headmaster's behalf to take all reasonable disciplinary or preventative action necessary to safeguard and promote the welfare of the Pupil and the School community as a whole. The School's policies on behaviour and discipline current at the time and published on the School website apply to all pupils at the School and at all times when the Pupil is in or at school, (including when engaged in online or remote learning), representing the School or wearing School uniform, travelling to or from School, on School-organised trips or associated with the School at any time. The policies shall also apply at all times and places in circumstances where failing to apply this policy may affect the health, safety or wellbeing of a member of the School community or a member of the public, have repercussions for the orderly running of the School or bring the School into disrepute.

  • Employer The term “Employer” means the Company and/or any subsidiary of the Company that employed the Executive immediately prior to the Effective Date.

  • Student Discipline CONTRACTOR shall maintain and abide by a written policy for student discipline that is consistent with state and federal law and regulations. When CONTRACTOR seeks to remove a student from his/her current educational placement for disciplinary reasons, CONTRACTOR shall immediately submit a written discipline report to the LEA and a manifestation IEP team meeting shall be scheduled. Written discipline reports shall include, but not be limited to: the student’s name; the time, date, and description of the misconduct; the disciplinary action taken by CONTRACTOR; and the rationale for such disciplinary action. A copy of the student’s behavior plan, if any, shall be submitted with the written discipline report. CONTRACTOR and XXX agree to participate in a manifestation determination at an IEP meeting no later than the tenth (10th) day of suspension. CONTRACTOR shall notify and invite XXX representatives to the IEP team meeting where the manifestation determination will be made.

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