Introduction of Change and Redundancy. 3.1.1 This clause applies if the School:
3.1.1.1 has made a definite decision to introduce a major change to production, programme, organisation, structure or technology in relation to the School that is likely to have a significant effect on the employees; or
3.1.1.2 proposes to introduce a change to the regular roster of ordinary hours of work of employees.
3.1.2 For a major change referred to in paragraph 0.0.0.0:
3.1.2.1 the School must notify the relevant employees of the decision to introduce the major change; and
3.1.2.2 Subclauses 3.1.3 to 3.1.9 apply.
3.1.3 The relevant employees may appoint a representative for the purposes of the procedures in this section 3.1.
3.1.4 If:
3.1.4.1 a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
3.1.4.2 the employee or employees advise the School of the identity of the representative; the School will recognise the representative.
3.1.5 As soon as practicable after making its decision, the School will:
3.1.5.1 discuss with the relevant employees:
a) the introduction of the change; and
b) the effect the change is likely to have on the employees; and
c) measures the School is taking to avert or mitigate the adverse effect of the change on the employees; and
3.1.5.2 for the purposes of the discussion – provide, in writing, to the relevant employees:
a) all relevant information about the change including the nature of the change proposed; and
b) information about the expected effects of the change on the employees; and
c) any other matters likely to affect the employees.
Introduction of Change and Redundancy. (a) Redundancy means the Company has no further requirement for the job performed by an Employee to be performed by that Employee, or any other person and is not due to the ordinary and customary turnover of labour and may lead to termination of employment.
(b) The Company will take all reasonable steps to maintain an Employee’s continuity of service, or relocate an Employee if possible, or to allow the natural attrition of normal staff turnover to accomplish the required reduction of Employees.
(c) In order to terminate an Employee’s employment due to redundancy, the Company shall provide notice in accordance with clause 7.1. Such notice period may be shorter by mutual consent of the Parties. Payment in lieu of the notice period may be given instead as prescribed in clause 7.1(c).
(d) If the Employee’s employment is terminated due to redundancy, and the Employee has one or more years service with the Company, the following severance payments will apply: Less than 1 year Nil 1 year but no more than 2 years 4 weeks More than 2 years but no more than 3 years 6 weeks More than 3 years but no more than 4 years 7 weeks More than 4 years but no more than 5 years 8 weeks More than 5 years but no more than 6 years 9 weeks More than 6 years but no more than 7 years 10 weeks More than 7 years but no more than 8 years 11 weeks More than 8 years but no more than 9 years 12 weeks More than 9 years but no more than 10 years 13 weeks More than 10 years but no more than 11 years 14 weeks More than 11 years but no more than 12 years 15 weeks More than 12 years 16 weeks
(e) Payment is calculated in accordance with the ordinary rate of pay outlined in Schedule 1 of this Agreement.
(f) If an Employee’s employment is terminated for redundancy the Employee may terminate their employment during the notice period and, if so, shall be entitled to the same severance payments under this clause as if they remained with the Company until the expiry of such notice. In such circumstances the Employee shall not be entitled to payment in lieu of the notice period not worked.
(g) An Employee will have no entitlement to severance pay if the Company obtains suitable alternative employment for the Employee.
Introduction of Change and Redundancy. (1) Interpretation In this clause:
Introduction of Change and Redundancy. 40.1 Introduction of Change and Consultation
(a) Employer's Duty to Notify -
(i) Where an employer has made a definite decision to introduce major changes in production, programme, organisation, structure or technology that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and or their workplace representatives.
(ii) Significant effects" include termination of employment, major changes in the composition, operation or size of the employer's workforce or in the skills required, the elimination or diminution of job opportunities, promotion opportunities or job tenure, the alteration of hours of work, the need for retraining or transfer of employees to other work or locations and the restructuring of jobs.
Introduction of Change and Redundancy. Introduction of Change 26.1(a) Company's duty to notify
Introduction of Change and Redundancy. (a) Where Fonterra has made a definite decision to introduce major changes in production, program, organisation, structure or technology which are likely to have significant effects on employees, Fonterra will notify the employees who may be affected by the proposed changes any employee nominated representative, which may be a union.
(b) Fonterra will discuss with the employees affected and any employee nominated representative, which may be a union, the introduction of the changes, the effects the changes are likely to have on employees, measures to avert or mitigate the adverse effects of those changes on employees and will give prompt consideration to matters raised by the employees and their Union in relation to the changes.
(c) For the purposes of this discussion, Fonterra will provide the employees concerned in writing:
(i) all relevant information about the changes including the nature of the changes proposed;
(ii) the expected effect of the changes on employees; and
(iii) any other matters likely to affect employees provided that Fonterra will not be required to disclose confidential information the disclosure of which would be contrary to Fonterra’s interests.
Introduction of Change and Redundancy. (1) Where MTC has made a definite decision that MTC no longer wishes the job the employees have been doing done by anyone and that decision may lead to termination of employment, MTC must have discussions as soon as practicable with the employees directly affected and if requested by an employee, with the nominated representative of that employee. Discussions must include:
(a) the reasons for the proposed terminations;
(b) measures to avoid or minimise the terminations; and
(c) measures to mitigate the adverse effects of any terminations on the employees concerned.
(2) For the purposes of such discussion MTC must as soon as practicable provide in writing to the employees concerned, all relevant information about the proposed terminations, including;
(a) the reasons for the proposed terminations;
(b) the number of employees likely to be affected;
(c) the number of workers normally employed; and
(d) the period over which the terminations are likely to be carried out. MTC is not required to disclose confidential information the disclosure of which when looked at objectively, would be against MTC's interests.
(3) At the time of making this Agreement the scale of severance payments in the event of retrenchment is: Less than 1 year nil 1 year but not more than 2 years 4 More than 2 years but not more than 3 years 6 More than 3 years but not more than 4 years 7 More than 4 years but not more than 5 years 8 More than 5 years but not more than 6 years 9 More than 6 years but not more than 7 years 10 More than 7 years but not more than 8 years 11 More than 8 years but not more than 9 years 12 More than 9 years but not more than 10 years 13 More than 10 years but not more than 11 years 14 More than 11 years but not more than 12 years 15 More than 12 years 16
(4) Any unused personal leave accumulated by an employee will be paid to that employee upon retrenchment.
(5) The provisions of this clause are not applicable where a transmission of business occurs or employment is offered by the new employer.
Introduction of Change and Redundancy. 3.11.1 Diabetes Australia - Qld will advise and/or consult with employees as soon as practicable of any impending change which may significantly affect their ongoing employment or the performance of their work under this Agreement. Significant changes includes termination of employment, major changes in the composition or operation in size of the Employer’s workforce or in skills required, the elimination or diminution of job opportunities or job tenure, the alteration of hours of work, the need for retraining or transfer of employees to other work or locations and the restructuring of jobs. Wherever possible Diabetes Australia - Qld will take such action as is necessary to avert or mitigate any potential adverse effects that such change may have on the employee. Where employment is to be terminated in circumstances where Diabetes Australia - Qld no longer wishes the job to be done by anyone on a full time basis or at all, and this is not due to the ordinary and customary turnover of labour, Diabetes Australia - Qld will consult with the employee directly affected. The employee may bring a support person with them at any time during the process.
Introduction of Change and Redundancy. 23.1 Where the Company has made a definite decision to introduce major changes in production, programme, organisation, structure or technology that are likely to have significant effects on employees, the Company will notify the employees who may be affected by the proposed change and their chosen representatives, which may include the Union.
23.2 The Company will discuss with the employees affected and their representatives, the introduction of the changes, the effects the changes are likely to have on employees, measures to avert or mitigate the adverse affects of those changes on employees and will give prompt consideration to matters raised by the employees and their representatives in relation to changes.
23.3 For the purposes of this discussion, the Company will provide in writing to the employees concerned and their chosen representatives, 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 the Company will not be required to disclose confidential information the disclosure of which would be contrary to the Company’s interest.
Introduction of Change and Redundancy. Employer's Duty to Notify
3.6.1(a) Where the employer decides to introduce changes in production, program, organisation, structure or technology, that are likely to have significant effects on Employees, the employer shall notify the Employees who may be affected by the proposed changes and, where relevant, their union or unions.
