Common use of Introduction and Management of Change Clause in Contracts

Introduction and Management of Change. 17.1 PWC is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC and its employees through regular discussion and consultation between the parties. 17.2 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employees: (a) PWC will consult with affected employees throughout the change process, identifying reasons for change, the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (b) PWC will allocate adequate resources to the change process to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employees; (c) relevant human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing of employees, and monitoring of individual workloads will be observed; (d) PWC will consult with the JCC in relation to the change process to ensure that, as far as possible, the outcomes match the objectives; (e) processes and practices will aim to create a more positive, stable and harmonious industrial relations climate; and (f) where large scale change and restructuring is proposed, prior consultation will take place in accordance with the redeployment and redundancy provisions set out in Schedule 4. 17.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses 17.5 to 17.6 apply. 17.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours the CEO must: (a) discuss with the relevant employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.

Introduction and Management of Change. 17.1 PWC 15.1 Territory Generation is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC Territory Generation and its employees through regular discussion and consultation between the parties. 17.2 15.2 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employees: (a) PWC Territory Generation will consult with affected employees throughout the change process, identifying reasons for change, the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (b) PWC Territory Generation will allocate adequate resources to the change process to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employees; (c) relevant human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing of employees, and monitoring of individual workloads will be observed;. (d) PWC Territory Generation will consult with the JCC GCC in relation to the change process to ensure that, as far as possible, the outcomes match the objectives; (e) processes and practices will aim to create a more positive, stable and harmonious industrial relations climate; and (f) where large scale change and restructuring is proposed, prior consultation will take place in accordance with the redeployment and redundancy provisions set out in Schedule 4. 17.3 15.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 15.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses 17.5 15.5 to 17.6 15.6 apply. 17.5 15.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours hours, the CEO must: (a) discuss with the relevant employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 15.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.. In this clause:

Introduction and Management of Change. 17.1 PWC is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC and its employees through regular discussion and consultation between the parties. 17.2 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employees: (a) PWC will consult with affected employees throughout the change process, identifying reasons for change, the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (b) PWC will allocate adequate resources to the change process to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employees; (c) relevant human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing of employees, and monitoring of individual workloads will be observed; (d) PWC will consult with the JCC in relation to the change process to ensure that, as far as possible, the outcomes match the objectives; (e) processes and practices will aim to create a more positive, stable and harmonious industrial relations climate; and (f) where large scale change and restructuring is proposed, prior consultation will take place in accordance with the redeployment and redundancy provisions set out in Schedule Attachment 4. 17.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses subclauses 17.5 to 17.6 apply. 17.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours hours, the CEO must: (a) discuss with the relevant employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.. In this clause

Introduction and Management of Change. 17.1 PWC Territory Generation is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC Territory Generation and its employees through regular discussion and consultation between the parties. 17.2 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employees: (a) PWC Territory Generation will consult with affected employees throughout the change process, identifying reasons for change, the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (b) PWC Territory Generation will allocate adequate resources to the change process to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employees; (c) relevant human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing of employees, and monitoring of individual workloads will be observed; (d) PWC Territory Generation will consult with the JCC GCC in relation to the change process to ensure that, as far as possible, the outcomes match the objectives; (e) processes and practices will aim to create a more positive, stable and harmonious industrial relations climate; and (f) where large scale change and restructuring is proposed, prior consultation will take place in accordance with the redeployment and redundancy provisions set out in Schedule Attachment 4. 17.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses subclauses 17.5 to 17.6 apply. 17.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours hours, the CEO must: (a) discuss Discuss with the relevant employees the introduction of the change; and (b) for For the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.. In this clause:

Introduction and Management of Change. 17.1 PWC 15.1 Power and Water is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC Power and Water and its employees through regular discussion and consultation between the partiesparties to this Agreement. 17.2 15.2 In keeping with the objectives stated in clause 6 of this Agreement, input from all parties concerning the implementation of change initiatives is to be encouraged and shall be given prompt and full consideration. 15.3 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employeesproposed: (a) PWC will Power and Water shall consult with affected employees and the JCC throughout the development of change processstrategies and processes, identifying introducing changes in production, programs, organisation, structure or technology that are likely to have significant effects on employees; (b) Power and Water shall identify the reasons for change, change and identify the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (bc) PWC will Power and Water managers are to have a clear understanding of the change required, are committed to it, allocate adequate resources to the change process and have the skills to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employeesimplement change; (cd) relevant JCC representatives are to have a clear understanding of the change required. (e) JCC representatives shall be properly and adequately resourced and receive meaningful consultation on any change. (f) Power and Water shall provide to affected employees a description of the Power and Water resources allocated to the change process; (g) A work environment, which increases information exchange, the involvement of employees, job satisfaction, continuous learning and training opportunities and health and safety shall be promoted; (h) Fair and reasonable human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing well being of employees, and monitoring of including giving due attention to individual workloads will shall be observed; (di) PWC will consult with Power and Water and the JCC in relation to shall monitor the change process to ensure that, as far as possible, the outcomes match the objectives; (ej) processes Processes and practices will shall aim to create a more positive, stable and harmonious industrial relations climate; and (fk) where Where a large scale change and restructuring is proposed, prior consultation will shall take place in accordance with the redeployment and redundancy provisions set out in Schedule 4Attachment 2. 17.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses 17.5 to 17.6 apply. 17.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours the CEO must: (a) discuss with the relevant employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.

Introduction and Management of Change. 17.1 PWC 18.1 Territory Generation is committed to managing the implementation of change effectively and recognises the significant benefits to be gained by PWC Territory Generation and its employees through regular discussion and consultation between the parties. 17.2 18.2 The parties undertake to facilitate the process of change and reform by a cooperative approach to change management and by observing the following principles where substantial change to production, program, organisation, structure, or technology is proposed that is likely to have a significant effect on employees: (a) PWC Territory Generation will consult with affected employees throughout the change process, identifying reasons for change, the objectives to be achieved, the likely effect on the employees, and proposed measures to mitigate any adverse effect; and will give prompt and genuine consideration to matters raised by affected employees in response; (b) PWC Territory Generation will allocate adequate resources to the change process to ensure that it is effectively and efficiently implemented, and upon request will provide resourcing details to affected employees; (c) relevant human resource management principles including fair and sensitive treatment and support facilities for displaced employees, prompt resolution of problems and grievances, regard to the general wellbeing of employees, and monitoring of individual workloads will be observed; (d) PWC Territory Generation will consult with the JCC GCC in relation to the change process to ensure that, as far as possible, the outcomes match the objectives; (e) processes and practices will aim to create a more positive, stable and harmonious industrial relations climate; and (f) where large scale change and restructuring is proposed, prior consultation will take place in accordance with the redeployment and redundancy provisions set out in Schedule 4. 17.3 18.3 For the purposes of this clause substantial change is likely to have a significant effect on employees if it results in: (a) the termination of the employment of employees; (b) major change to the composition, operation or size of the workforce or to the required skills of employees; (c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure for employees); (d) the alteration of hours of work of employees; (e) the need to retrain employees; (f) the need to relocate employees to another workplace; or (g) the restructuring of jobs of employees. 17.4 18.4 Where there has been a proposal to introduce a change to the regular roster or ordinary hours of work of employees: (a) the CEO must notify the relevant employees of the proposed change; and (b) clauses 17.5 to 17.6 18.5 and 18.6 apply. 17.5 18.5 As soon as practicable after proposing to introduce a change to the regular roster or ordinary hours hours, the CEO must: (a) discuss with the relevant employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant employees: (i) all relevant information about the change, including the nature of the change; and (ii) information about what the CEO reasonably believes will be the effects of the change on the employees; and (iii) information about any other matters that the CEO reasonably believes are likely to affect the employees; and (c) Invite invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 17.6 18.6 The CEO must give prompt and genuine consideration to matters raised about the change by the relevant employees.. In this clause: