INTRODUCTION TO CHANGE. (i) The company’s duty to notify
(a) 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 who may be affected by the proposed changes and the union to which they belong.
(b) 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 specified in Clause 3 (i) makes provision for the alteration of any of the matters referred to herein, an alteration shall be deemed not to have significant effect.
(ii) Company’s duty to discuss change
(a) The company shall discuss with the employees affected and the union to which they belong, inter alia, the introduction of the changes referred to in subclause (i) above, the effects the changes are likely to have on employees and 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 union in relation to the changes.
(b) The discussion shall commence as early as practicable after a definite decision has been made by the company to make the changes referred to in subclause (i) above.
(c) For the purpose of such discussions, the employer shall provide to the employees concerned and the union to which they belong, 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 the company shall not be required to disclose confidential information which would adversely affect the employer.
INTRODUCTION TO CHANGE. Fuji Xerox and all Employees recognise that to remain a viable and competitive organisation, some changes may need to occur during the term of this Agreement. Changes brought about by technological advances where additional skills are required and therefore which may enhance current job roles shall be regarded as normal or minor changes. Where the Company needs to introduce major changes such as those relating to organisational structure that may affect Employees the following will apply:
34.1 Consultation on change
34.2 The discussions will commence as early as practicable after a definite decision has been made by the Company to make the changes.
INTRODUCTION TO CHANGE a. This term applies if Fresh Hope Care:
i. 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
ii. proposes to introduce a change to the regular roster or ordinary hours of work of employees.
b. For a major change referred to in paragraph a.i.:
i. the employer must notify the relevant employees and the unions of the decision to introduce the major change; and
ii. subclauses c. to i. apply.
c. The relevant employees may appoint a representative for the purposes of the procedures in this term.
d. If:
i. a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
ii. the employee or employees advise the employer of the identity of the representative; the employer must recognise the representative.
e. As soon as practicable after making its decision, the employer must:
i. discuss with the relevant employees:
1. the introduction of the change; and
2. the effect the change is likely to have on the employees; and
3. measures the employer is taking to avert or mitigate the adverse effect of the change on the employees; and
ii. for the purposes of the discussion—provide, in writing, to the relevant employees:
1. all relevant information about the change including the nature of the change proposed; and
2. information about the expected effects of the change on the employees; and
3. any other matters likely to affect the employees.
f. However, the employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
g. The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
h. If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the employer, the requirements set out in paragraph b.i. and subclauses c and e are taken not to apply.
i. In this term, a major change is likely to have a significant effect on employees if it results in:
i. the termination of the employment of employees; or
ii. major change to the composition, operation or size of the employer’s workforce or to the skills required of employees; or
iii. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
iv. the alteration of hours of...
INTRODUCTION TO CHANGE. (1) Where an employer has made a definite decision to introduce major changes that are likely to have significant effects on employees, the employer shall notify employees who may be affected.
(2) As soon as practicable the employer shall enter into discussions with employees, and the union or their other individually nominated representatives if they choose, on issues involved in the changes.
INTRODUCTION TO CHANGE. 17.1 We will advise you as soon as we can of any impending change which may affect your employment with us or the performance of your work under this Agreement.
17.2 We will ensure that you are given an opportunity to respond to us on such matters. Having considered your response to these issues, we will wherever possible take such action as is necessary to stop or minimise any adverse affects that such change may have on you.
INTRODUCTION TO CHANGE a) This clause 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.
b) The Employer must notify the relevant Employees of the decision to introduce the major change.
c) The relevant Employees may appoint a representative for the purposes of the procedures in this clause.
d) 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.
e) As soon as practicable after making its decision, the Employer must:
(a) discuss with the relevant Employees:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the Employees; and
(iii) measures the Employer 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:
(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.
f) However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees.
g) The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
h) If a clause in the enterprise agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the Employer, the requirements set out in sub clauses (b), (c) and (e) are taken not to apply.
i) In this clause, 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 Employer’s workforce or to the skills required of Employees; or
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain Employees; or
(f) the need to relocate Employees to another workplace; or
(g) the restructuring of jobs.
j) In this ...
INTRODUCTION TO CHANGE. This clause applies if the Employer proposes a change that is likely to have a significant effect on Employees of the enterprise
INTRODUCTION TO CHANGE. (1) Employer's Duty to Notify
(a) 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 their union or unions (Where applicable).
(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.
INTRODUCTION TO CHANGE a. Where the employer is proposing major workplace changes that are likely to have a significant effect on employees, the employer will notify affected employees and the relevant union in writing explaining the proposed change and its possible effect on their employment.
b. Major workplace changes include: ▪ termination of employment; or ▪ major changes in the composition, operation or size of the employer’s workforce or in the skills required; or ▪ the elimination or diminution of job opportunities, promotion opportunities or job tenure; or ▪ contracted hours of work; or ▪ the need for retraining or transfer of employees to other work or locations; or ▪ the restructuring of jobs; or ▪ changes to the legal or operational structure of the employer or business.
c. The Employer will meet with the affected employees and where they choose, their union to discuss the introduction of the changes, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees. The employer will give prompt consideration to matters raised by the employees and/or their representatives.
d. The discussions must commence as early as practicable during the consideration process referred to in sub-clause (a).
e. The employer will act in good faith in relation to the consultation process provided in this clause. They will meet, disclose relevant information, genuinely consider proposals, act in a timely manner, respond with reasons and refrain from capricious or unfair conduct that undermines consultation.
INTRODUCTION TO CHANGE. 1.7.1 Where the Employer proposes a change that may result in the termination of an Employee’s employment, or any other significant effect on the Employee, the Employer will notify the Employee in writing regarding the proposed change and its possible effect on their employment. The Employer will meet with the Employee to discuss the proposed change, and any proposals that may mitigate the effects of the proposed change. The Employee may bring a representative, including a union representative to any such meeting.
1.7.2 For the purposes of this clause, a ‘significant effect’ is defined as follows:
(a) A reduction in hours and/or remuneration;
(b) A proposed change to an Employee’s classification or major change in their duties, roster pattern;
(c) Relocation / redeployment to another site; or
(d) A change in mode of engagement or status of employment.
