INTRODUCTION OF MAJOR CHANGE Sample Clauses

INTRODUCTION OF MAJOR CHANGE. Where the Company has made a definite decision to introduce major changes that are likely to have “significant effects” on Team Members, members, or where it is proposing to change the regular roster or ordinary hours of work of Team Members, the Company shall notify the Team Members who may be affected by the proposed changes and their nominated representative. “Significant effects” include likely job losses, major changes in the composition, operation or size of the Company’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 Team Members to other work or locations, and the restructuring of jobs. Provided that there will be no “significant effect” where this Agreement makes provisions for changes in these areas. The Company shall discuss with the Team Members affected and their nominated representative the introduction of the changes, the effects the changes are likely to have on Team Members, measures to avert or to mitigate the adverse effects of the changes on Team Members and shall give prompt consideration to matters raised by Team Members and/or their nominated representative in relation to the changes. The discussion shall commence as early as practicable after a definite decision has been made by the Company to make the changes and invite feedback from team members in relation to the major change. For the purpose of the discussion, the Company shall, when requested, provide in writing to the Team Members concerned and their nominated representative, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on Team Members and any other matters likely to effect Team Members provided that this information is not confidential and will not adversely affect the Company if it was disclosed. In the event that, as a result of major change as defined above, a Team Member is unable to be redeployed after both the Team Member and the Company have made genuine efforts to exhaust opportunities for suitable alternative redeployment and/or the Company agrees that the Team Member is unable to be redeployed on grounds of genuine hardship, the Company will consult with the Team Member or the Team Member’s nominated representative regarding severance payment prior to the termination taking place.

INTRODUCTION OF MAJOR CHANGE. 18.1 Where the Employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the Employer will notify the employees who may be affected by the proposed changes, and the relevant union. 18.1.1 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. 18.1.2 The Employer shall discuss with the employees affected and the relevant union, the introduction of the changes referred to in 18.1.1, the effect 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 relevant union in relation to the changes. 18.1.3 The discussions shall commence as early as practicable after a definite decision has been made by the Employer to make the changes referred to in 18.1.1 18.1.4 For the purposes of such discussions, the Employer shall provide in writing to the employees concerned and the relevant union, all relevant information to the changes including the nature of the nature of the changes proposed; expected effect of the changes on the employees and any other matters likely to effect employees provided that the Employer will not be required to disclose confidential information the disclosure which would be inimical to the Employers interest.

INTRODUCTION OF MAJOR CHANGE. Where the Company has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the Company shall notify the employees.

INTRODUCTION OF MAJOR CHANGE. (a) Company’s Duty to Notify (i) Where the Company has made a decision to introduce changes in production, programme, Companywide policy, organisation, structure or technology that are likely to have “significant effects” on employees, the Company shall notify the employees who may be affected by the proposed changes and their Union. (ii) “Significant effects” shall include termination of employment, changes in composition, operation or size of the company’s workforce or in the 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. (iii) Provided that where this Agreement makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have “significant effects”. (iv) At any stage of the consultation the employee(s) may choose to be represented by a representative of their choice.

INTRODUCTION OF MAJOR CHANGE. (a) Where the Company 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, the Company shall notify the employees who may be affected by the changes. (b) The Company shall outline the changes being proposed including the effects of such changes on employees, measures to avert or mitigate any adverse effects on employees and shall give consideration to matters raised by employees in relation to the changes. (c) The discussions shall commence as early as practicable after a firm decision has been made by the Company to make the changes. (d) For the purposes of such discussion, the Company shall provide to the employees concerned all relevant information about the changes being proposed including the expected effects of the changes on employees and any other matters likely to affect employees. PROVIDED that the Company shall not be required to disclose confidential information the disclosure of which would be potentially harmful to its interests.

INTRODUCTION OF MAJOR CHANGE. 10.1 The parties to this agreement undertake to promote a harmonious and productive work environment in which Employees are committed to the Company’s business objectives. 10.2 Where a definite decision is made by the company to introduce major change that is likely to have a significant effect on Employees bound by this Agreement, the Company will promptly consult with Employees who may be affected, and any representative nominated by those employees. 10.3 This includes a major change to production, program, organisation, structure or technology in relation to its enterprise; or, a major change to the regular roster or ordinary hours of work of employees that may significantly affect a permanent Employee. 10.4 The Company will promptly consult with the Employees so effected and any representative of their choice on; 10.4.1 the nature of the change; 10.4.2 the likely effects of the change; 10.4.3 measures which may avert or mitigate any potential adverse effects of the change; and 10.4.4 other matters raised by the Employees and/or the representatives of their choice. 10.5 This clause does not affect the right of the Company to implement change to effect urgent or emergency operational requirements. 10.6 Significant effect does not include work practice and other changes consistent with operational requirements where the required period of notice is given and the overall remuneration of full-time Employees affected by proposed changes is not detrimentally affected. The required period of notice is a period of not less than seven (7) calendar days.

INTRODUCTION OF MAJOR CHANGE. 10.1 This term applies if: (a) the employer has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and (b) the change is likely to have a significant effect on Employees of the enterprise. 10.2 The employer must notify the relevant Employees of the decision to introduce the major change. 10.3 The relevant Employees may choose a representative for the purposes of the procedures in this term. 10.4 If: (a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and (b) the Employee or Employees advise the employer of the identity of the representative; the employer must recognise the representative. 10.5 As soon as practicable after making its decision the employer must: (a) discuss with the relevant Employees: (i) the introduction of the change; and

INTRODUCTION OF MAJOR CHANGE. 10.1. Where the Employer has made a definite decision to introduce major changes, including but not limited to curriculum, the structure of the school day, teaching and learning strategies, the cocurricular program or the pastoral care program the Employer will notify the Employees who may be affected by the proposed changes. 10.2. After having made a definite decision to introduce change, the Employer will discuss as soon as is practicable with the Employees affected, the introduction of the changes, the effects the changes are likely to have on Employees and the measures to avert or mitigate the adverse effects of such changes on the Employees. 10.3. The Employer will give prompt consideration to matters raised by the Employees in relation to the changes. 10.4. The Employer will not be required to disclose confidential information, the disclosure of which could be detrimental to the interests of the Employer.

INTRODUCTION OF MAJOR CHANGE. 12.1 Where a definite decision has been made to introduce major change the School will promptly notify the Employee in writing who may be affected by the proposed changes and/or a representative of the Employee, if requested to do so and discuss with them the proposed changes and any measures to avert or mitigate the adverse effects of such changes on Employees. Such discussion may include matters raised by Employees and/or a representative of an Employee. 12.2 In complying with clause 12.1, the School will not be required to disclose confidential information the disclosure of which would be detrimental to the School’s interests.

INTRODUCTION OF MAJOR CHANGE. 24.1 The University will notify and consult the affected employees and the NTEU in making a decision to introduce major changes in the University's production, program, organisation, structure or technology that are likely to have significant effects on employees. This notification and consultation will occur as soon as practicable and prior to a final decision being made. 24.2 For the purposes of this clause, 'significant effects' includes: termination of employment; major changes in the composition, operation or size of the University's workforce or in the skills required; any new outsourcing proposals involving work that is currently and actually undertaken by RMIT staff; elimination or diminution of job opportunities or job tenure; alteration of hours of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobs. 24.3 The University will discuss the changes being considered, the effects the changes are likely to have on employees and will give prompt consideration to matters raised by the employees and the NTEU in relation to the changes, consistent with clause 23. 24.4 For the purposes of such discussions, the University will provide in writing to the employees concerned and the NTEU, all relevant material and information about the changes including the nature of the changes proposed; the expected effects of the changes on employees including the impact of workload changes; strategies for maintaining sustainable workloads and any other matters likely to affect employees, provided that the University will not be required to disclose confidential information, the disclosure of which would be inimical to the University's interests.