Common use of INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE Clause in Contracts

INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 9.1 Employer’s duty to notify 9.1.1 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 will notify employees who may be affected by the proposed changes and where requested by the employees, a representative of their choice, which may include the Union. 9.1.2 “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 or work; the need for restructuring of job. 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. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 Employer’s duty to discuss change 9.2.1 The employer shall discuss with the employees affected and where requested, their nominated representative which may include the Union, inter-alia, the introduction of the changes referred to in sub clause 9.1, 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 their nominated representative in relation to the changes. 9.2.2 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 sub clause 9.1. 9.2.3 For the purposes of such discussions, the employer shall provide to the employees concerned and where requested by PART 3 - EMPLOYER AND EMPLOYEE DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS

INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 9.1 Employer11.1 Introduction of Change (a) Company’s duty to notify 9.1.1 (i) Where the employer Company has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects affects on employees, the employer will Company shall notify the employees who may be affected by the proposed changes and where and, if requested by the employeesan employee, a representative of their choice, which may include the UnionEmployee Representative. 9.1.2 (ii) “Significant effects” include termination of employment, major changes in the composition, operation or size of the employerCompany’s workforce or in the skills required; , the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours or of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobjobs. Where Provided that where the Agreement Award makes provision provisions for alteration alterations of any of the matters referred to herein, an alteration shall be deemed not to have significant effect. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 Employer(b) Company’s duty to discuss change 9.2.1 (i) The employer Company shall discuss with the employees affected and where requested(if requested by an employee) their Employee Representative, their nominated representative which may include the Union, inter-inter alia, the introduction of the changes referred to in sub clause 9.1paragraph (a)(i) hereof, the effects affects the changes are likely to have on employees, measures to avert or mitigate the adverse effects affects of such changes on employees and shall give prompt consideration to matters raised by the employees and/or the their nominated representative Employee Representative in relation to the changes. 9.2.2 (ii) The discussions with employees affected and their Employee Representative shall commence as early as practicable after a definite decision has been made by the employer to make the changes activities referred to in sub clause 9.1paragraph (a)(i) hereof. 9.2.3 (iii) For the purposes of such discussionsdiscussion, the employer Company shall provide in writing to the employees concerned and and, where requested by PART 3 - EMPLOYER AND EMPLOYEE DUTIESan employee, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTStheir 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. 9.1 Employer’s 11.1 Employers duty to notify 9.1.1 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, or the employer will proposes to introduce a change to the regular roster or ordinary hours of work of employees, the employer shall notify the employees who may be affected by the proposed changes and where requested by the employees, a representative of their choice, which may include the Unionunion. 9.1.2 “11.1.2 Significant effects” ' include termination of employment, major changes in the composition, operation or size of the employer’s 's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours or of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobjobs. Where 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. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 Employer’s 11.2 The employer's duty to discuss change 9.2.1 11.2.1 The employer shall discuss with the employees affected and where requestedthe union, their nominated representative which may include the Union, inter-aliaamongst other things, the introduction of the changes referred to in sub clause 9.1subclause 11.1, 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 their nominated representative union in relation to the changes. The employer must invite the relevant employees and the union to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). 9.2.2 11.2.2 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 sub clause 9.1subclause 11.1. 9.2.3 11.2.3 For the purposes purpose of such discussions, the employer shall provide in writing to the employees concerned and where requested by PART 3 - EMPLOYER AND EMPLOYEE DUTIESthe 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 matter likely to affect employees, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTSprovided that the employer shall not be required to disclose confidential information, the disclosure of which would be inimical to the employer's interests. 11.2.4 Nominated employee representatives may be involved in any of the above steps.

INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 9.1 8.1. Employer’s 's duty to notify 9.1.1 8.1.1. 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 will shall notify the employees who may be affected by the proposed changes and where requested by the employees, a representative of their choice, which may include the Union. 9.1.2 “8.1.2. Significant effects” effects include termination of employment, major changes in the composition, operation or size of the employer’s 's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours or of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobjobs. Where Provided that where the Agreement agreement makes provision for alteration of any of the matters referred to herein, herein an alteration shall be deemed not to have significant effect. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules8.2. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 Employer’s 's duty to discuss change 9.2.1 8.2.1. The employer shall discuss with the employees affected and where requested, their nominated representative which may include the Union, inter-inter alia, the introduction of the changes referred to in sub clause 9.1, the 8.1 hereof. 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 their nominated representative Union in relation to the changes. 9.2.2 8.2.2. 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 sub clause 9.18.1.1 hereof. 9.2.3 8.2.3. For the purposes purpose of such discussionsdiscussion, the employer shall provide in writing to the employees concerned and where requested by PART 3 - EMPLOYER AND EMPLOYEE DUTIESthe Union, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTSall 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 any employer shall not be required to disclose confidential information, the disclosure of which would be inimical to the employer's interests.

INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 9.1 2.1.1 Employer’s 's duty to notify 9.1.1 notify Where the employer has made a definite decision to introduce major changes change in production, program, organisation, structure or technology that are is likely to have significant effects on employees, the employer will shall notify the employees who may be affected by the proposed changes and where requested by the employee representatives of the affected employees, a representative of their ’ choice, which may include the Union. 9.1.2 “union. Significant effects” effects include termination of employmentredundancy, major changes in the composition, operation or size of the employer’s 's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours or of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobjobs. Where the Agreement agreement makes provision for alteration of any of the matters referred to herein, herein an alteration shall be deemed not to have significant effect. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 2.1.2 Employer’s 's duty to discuss change 9.2.1 change The employer shall discuss with the employees affected and where requested, their nominated representative which may include the Union, inter-alia, employee representatives of the affected employees’ choice about the introduction of the changes referred to in sub clause 9.12.2.1, 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 their nominated representative employee representatives of the affected employees’ choice, which may include the union, in relation to the changes. 9.2.2 . 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 sub clause 9.1. 9.2.3 2.2.1(b). For the purposes of such discussionsdiscussion, the employer shall provide in writing to the employees concerned and where requested by PART 3 - EMPLOYER AND EMPLOYEE DUTIESthe employee representatives of the affected employees’ choice, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTSwhich 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. 9.1 Employer’s 's duty to notify 9.1.1 Where the employer has made a definite decision to introduce major changes in production, program, organisation, structure or structures technology that are likely to have significant effects on employees, the employer will shall notify the employees who may be affected by the proposed changes and where requested by the employees, a representative of their choice, which may include the Union. 9.1.2 “Significant effects” effects include termination of employment, major changes in the composition, operation or size of the employer’s 's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours or of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobjobs. Where Provided that where the Agreement agreement makes provision for alteration of any of the matters referred to herein, herein an alteration shall be deemed not to have significant effect. 9.1.3 Notwithstanding the provisions of clause 9.1.2, the obligation on the employer to consult shall also apply to changes to policies that have a material impact on employee, including the Cardinal Rules. Where requested by employees, consultation shall also be extended to their nominated representative. 9.2 Employer’s 's duty to discuss change 9.2.1 The employer shall discuss with the employees affected and where requested, their nominated representative which may include the Union, inter-inter alia, the introduction of the changes referred to in sub clause 9.1, 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 their nominated representative Union in relation to the changes. 9.2.2 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 sub clause 9.19.1.1. 9.2.3 For the purposes purpose of such discussionsdiscussion, the employer shall provide in writing to the employees concerned and where requested their 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 provided that any employer shall not be required to disclose confidential' information, the disclosure of which would be inimical to the employer's interests 9.3 Consultation & Continuous Improvement 9.3.1 During the life of this Agreement, the parties will establish a Site Consultative Committee, and other mechanisms by PART 3 mutual agreement, for the purpose of advancing the quality of work life, employee wellbeing, and continuous improvement at CDS. 9.3.2 Any agreed initiatives from this process may be implemented forthwith subject to the provisions of this Agreement. 9.3.3 Where any party to this Agreement - EMPLOYER AND EMPLOYEE DUTIESas part of a continuous productivity improvement- raises an issue, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTSthe matter shall be subject to the consultative process at the earliest practical opportunity. Where agreement is reached on the proposed changes, they may be implemented as soon as practicable. 9.3.4 If no agreement is reached, and provided the changes are permitted by the terms of this Agreement, they may be implemented on a trial basis as soon as practicable after the expiry of two weeks from the date on which the matter was first raised. The implementation will be without prejudice to either party's right to continue to oppose the changes. The consultative process will continue while the trial continues. 9.3.5 The disputes procedure will apply in relation to matters arising from this clause.