INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 2.1.1 Employer's duty to notify
(a) Where the employer has made a definite decision to introduce major change in production, program, organisation, structure or technology that is likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the employee representatives of the affected employees’ choice, which may include the union.
(b) Significant effects include redundancy, 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. Where the agreement makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.
2.1.2 Employer's duty to discuss change
(a) The employer shall discuss with the employees affected and the employee representatives of the affected employees’ choice about the introduction of the changes referred to in clause 2.2.1, the effects 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 employee representatives of the affected employees’ choice, which may include the union, in relation to the changes.
(b) 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 clause 2.2.1(b).
(c) For the purposes of such discussion, the employer shall provide in writing to the employees concerned and the employee representatives of the affected employees’ choice, which may include the union, 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 detrimental to the employer's interests.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 11.1 Introduction of Change
(a) Company’s duty to notify
(i) 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 affects on employees, the Company shall notify the employees who may be affected by the proposed changes and, if requested by an employee, their Employee Representative.
(ii) “Significant effects” include termination of employment, 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 employees to other work or locations and the restructuring of jobs. Provided that where the Award makes provisions for alterations of any of the matters referred to herein, an alteration shall be deemed not to have significant effect.
(b) Company’s duty to discuss change
(i) The Company shall discuss with the employees affected and (if requested by an employee) their Employee Representative, inter alia, the introduction of the changes referred to in paragraph (a)(i) hereof, the affects the changes are likely to have on employees, measures to avert or mitigate the adverse affects of such changes on employees and shall give prompt consideration to matters raised by the employees and/or their Employee Representative in relation to the changes.
(ii) The discussions with employees affected and their Employee Representative shall commence as early as practicable after the activities referred to in paragraph (a)(i) hereof.
(iii) For the purposes of such discussion, the Company shall provide in writing to the employees concerned and, where requested by an employee, their Employee Representative, all relevant information about the changes including the nature of the changes proposed; expected affects 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 inimical to the Company’s interests.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 10.1 The Employer may institute a Workplace Relations Committee (WRC), it would be a joint employee and management committee whose purpose could be to oversee implementation of this Agreement, and facilitate consultation between HTS Logistics Pty Ltd and its employees.
10.2 If Implemented the WRC representatives should receive necessary training and facilities to enable participation in these processes, and;
a) would meet regularly;
b) could determine their own procedures, and
c) could be responsible for consultation.
10.3 The employees would consult with the WRC about matters of a corporate nature relating to employment in HTS Logistics Pty Ltd, in particular:
a) issues surrounding the implementation of this Agreement;
b) organisational, personnel and employment policies and practises;
c) consultation about changes to personnel and employment policies and practises before changes are made, and
d) major employment implications arising from changes to organisational structures, processes and systems.
10.4 This Agreement is supported by Policies and Procedures to provide more detailed guidance to managers and employees on the application of the provisions of this Agreement. These policies and procedures may be altered and will apply in the form they are in as at the time of any relevant action or decision. For your assistance and guidance, particular policies may be identified in the relevant clause, however they are not incorporated into and do not form part of this Agreement. If there is any inconsistency between the policies and the express terms of this Agreement, the express terms of the Agreement prevail.
10.5 For the purpose of this Agreement ‘consultation’ means:
a) providing relevant information to employees and where they choose, their representatives on the WRC about impending changes, decisions, reviews or other issues that may impact on them, so that they are able to meaningfully participate;
b) in making decisions, taking account of the views expressed by employees, and
c) explaining decisions that have been made, including how the views expressed by employees were taken into account.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 12.1 This term applies if the Company:
(a) has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or
(b) proposes to introduce a change to the regular roster or ordinary hours of work of employees.
12.2 For a major change referred to in clause 12.1(a):
(a) the Company must notify the relevant employees and the Union of the decision to introduce the major change; and
(b) subclauses 12.3 to 12.9 apply.
12.3 The relevant employees may appoint a representative, for the purposes of the procedures in this term.
12.4 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 Company of the identity of the representative; the Company must recognise the representative.
12.5 As soon as practicable after making its decision, the Company must:
(a) discuss with the relevant employees and the Union:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the employees; and
(iii) measures the Company is taking to avert or mitigate the adverse effect of the change on the employees; and
(b) for the purposes of the discussion—provide, in writing, to the relevant employees and the Union:
(i) all relevant information about the change including the nature of the change proposed; and
(ii) information about the expected effects of the change on the employees; and
(iii) any other matters likely to affect the employees.
12.6 The Company is not required to disclose confidential or commercially sensitive information to the relevant employees nor the Union.
12.7 The Company must give prompt and genuine consideration to matters raised about the major change by the relevant employees and the Union.
12.8 If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the Company’s enterprise, the requirements set out in paragraph 12.2(a) and subclauses 12.3 and 12.5 are taken not to apply.
12.9 In this term, a major change is likely to have a significant effect on employees if it results in:
(a) the termination of the employment of employees; or
(b) major change to the composition, operation or size of the Company’s workforce or to the skills required of employees; or
(c) the elimination or diminution of job opportunities (includi...
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 10.1 Changes in work procedures, programme organisation, structure and technology that are likely to have significant effects on employees should be notified to employees affected by the proposed changes.
10.2 Significant effects include termination of employment, major changes in the composition or size of the workforce or skills required.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 11.1. Employer's duty to notify
11.1.1. 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 shall notify the employees who may be affected by the proposed changes and their Union and any nominated employee representatives.
11.1.2. 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. Provided that where the Agreement makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 17.1 Company’s Duty to Notify
17.1.1 Where the company has made as 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 who may be affected by the proposed changes and their Union or Unions.
17.1.2 Significant effects include termination of employment, 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 employees to other work or locations and the restructuring of jobs.
17.1.3 Provided that where the award makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 10.1.1 In order to avoid disputation, the following procedure will be undertaken when major change is to take place within the workplace.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 12.1. EMPLOYER'S DUTY TO NOTIFY
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 2.1.1 Employer's duty to notify
(a) Where the Employer has made a definite decision to introduce major change in production, program, organisation, structure or technology that is likely to have significant effects on employees, the Employer shall notify the employees who may be affected by the proposed changes and, where the employee(s) so request, shall also notify the Union .
(b) 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. Where the Agreement makes provision for alteration of
