Common use of Employer's duty to consult over change Clause in Contracts

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevant, their Union or Unions 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).

Employer's duty to consult over change. (ai) The employer Employer shall consult the employees Employees affected and, where relevant, their Union or Unions representative about the introduction of the changes, the effects the changes are likely to have on employees Employees (including the number and categories of employees Employees likely to be dismissed, and the time when, or the period over which, the employer 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).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevantif an employee nominates a union to represent him or her, their Union or Unions 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 alternative alternate employment).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevantif an employee nominates a union to represent him or her, their Union or Unions 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 alternative alternate employment).

Employer's duty to consult over change. (a) 39.3 The employer shall consult the employees affected and, where relevantif an employee nominates a union to represent them, their Union or Unions 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 alternative alternate employment).

Employer's duty to consult over change. (a) The employer Employer shall consult the employees affected and, where relevant, their Union or Unions 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 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).

Employer's duty to consult over change. (a) The employer Employer shall consult the employees Employees affected and, where relevantif an Employee nominates a union to represent him or her, their Union or Unions the union nominated by the Employee, about the introduction of the changes, the effects the changes are likely to have on employees Employees (including the number and categories of employees 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 alternate employment).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevant, their Union or Unions 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).

Employer's duty to consult over change. (a) The 39.2.1 the employer shall consult the employees affected and, where relevant, their Union or Unions 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).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevant, their Union union or Unions unions 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 alternate employment).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevantrequested, their Union or Unions 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 alternate employment).

Employer's duty to consult over change. (a) The employer Employer shall consult the employees affected and, where relevant, their Union or Unions 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 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).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevantif requested, their Union or Unions the employee representatives 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)changes. The consultation must occur as soon as practicable after making the decision referred to in Clause 2.4.

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevant, their Union or Unions 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 alternate employment).

Employer's duty to consult over change. (a) The employer shall consult the employees affected and, where relevant, their Union or Unions 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).