Employer's duty to consult over change. (a) The Employer shall consult the employees affected and, where relevant, their Union 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
(b) The consultation must occur as soon as practicable after making the decision referred to in clause 5.2.1.
(c) For the purpose of such consultation the Employer shall provide in writing to the employees concerned and, where relevant, their Union or Unions, 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: Provided that an Employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the Employer's interests.
Employer's duty to consult over change. (a) The employer shall consult the employees affected and, if an employee nominates a union to represent him or her, the union nominated by the employee, 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternate employment).
(b) The consultation shall commence as soon as practicable after making the decision referred to in the “Employer’s Duty to Notify” clause.
(c) For the purpose of such consultation the employer shall provide in writing to the employees concerned and, if an employee nominates a union to represent him or her, the union nominated by the employee, 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, provided that any employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer’s interests.
Employer's duty to consult over change. The employer shall consult the employees affected and, if an employee nominates a union to represent them, the union nominated by the employee, 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternate employment).
Employer's duty to consult over change. (i) The Employer shall consult the Employees affected and, where relevant, their representative 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
(ii) The consultation must occur as soon as practicable after making the decision referred to in clause 13.2.1.
(iii) For the purpose of such consultation the Employer shall provide in writing to the Employees concerned and, where relevant, their representative, 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 adverse to the Employer's interests.
Employer's duty to consult over change. (a) The employer shall consult the employees affected 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 the 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 4.5.1.
(c) For the purpose of such consultation the employer shall provide in writing to the employees concerned 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, provided that any employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer's interests.
(d) The parties agree that consultation over change will be conducted in good faith on the part of both RACQ and employees and their representatives.
Employer's duty to consult over change. 39.2.1 the employer shall consult the employees affected 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
39.2.2 the consultation must occur as soon as practicable after making the decision.
39.2.3 the employer shall not be required to disclose any confidential information that would be adverse to the employer’s interests.
Employer's duty to consult over change. Silcar shall consult the Employees affected and the Union about the introduction of the changes, the effects the changes are likely to have on Employees (e.g. including the number and categories of Employees likely to be dismissed, and the time when, or the period over which, Silcar intends to carry out the dismissals), and the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
Employer's duty to consult over change. (a) The Employer shall consult the employees affected 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
(b) The consultation must occur as soon as practicable after making the decision referred to in clause 5.2.1.
(c) For the purpose of such consultation the Employer shall provide in writing to the employees concerned 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: Provided that an Employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the Employer's interests.
Employer's duty to consult over change. (a) The employer shall consult the employees affected about the introduction of the changes, the employees may be represented by a union in this process if they so choose, 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 the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
(b) The consultation must occur as soon as practicable after making the decision referred to in clause 3.4.1.
(c) For the purpose of such consultation the employer shall provide in writing to the employees concerned and, where relevant, the employees representative, 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, provided that any employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer's interests.
Employer's duty to consult over change. (a) Sundale shall consult employees affected, the Unions bound to this agreement and, where relevant, their other representative 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, Sundale intends to carry out the dismissals), and the ways to avoid or minimise the effects of the changes (e.g. by finding alternative employment).
(b) The consultation must occur as soon as practicable after making the decision referred to in clause 3.2.1.
