Major Workplace Change. If the Employer has made a decision to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify the Employee(s) who will be affected by the decision. As soon as practicable and prior to implementation, the Employer must discuss with the relevant Employees and/or their nominated representative/s (e.g. Union or other representative) the introduction of the change; and the effect the change is likely to have on the Employees. The Employer must discuss measures to avert or mitigate the adverse effect of the change on the Employees.
Major Workplace Change. 11.1 If the Employer has made a decision to introduce a major workplace change that is likely to have a Significant Effect on a number of Employees, the Employer must notify the Employee(s) who will be affected by the decision .As soon as practicable and prior to implementation, the Employer must discuss with the relevant Employees and/or their nominated representative/s (e.g. Union or other representative) the introduction of the change; and the effect the change is likely to have on the Employees. The Employer must discuss measures to avert or mitigate the adverse effect of the change on the Employees.
11.2 For the purposes of the discussion the Employer will provide the relevant Employees and/or their nominated representative/s in writing:
(a) All relevant information about the change including the nature of the change proposed;
(b) Information about the expected effects of the change on the Employees; and
(c) Any other matters likely to affect the Employees. However, the Employer is not required to disclose confidential or commercially sensitive information. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
Major Workplace Change. (a) Where major workplace change is proposed the University will:
(i) meet and consult with directly affected employees; and
(ii) provide a detailed workplace change proposal (in writing) to directly affected staff as part of the consultation process.
(b) Major workplace change occurs in situations that have a major and substantial impact on the employee, such as, but not limited to:
(i) possible forced job losses;
(ii) outsourcing (including to UNSW controlled entities);
(iii) significant restructuring across an entire faculty, division, school or equivalent sized organisational unit;
(iv) relocation to another campus that involves unreasonable additional travel.
(c) The detailed workplace change proposal will include an outline of the proposed changes, the reasons for the change proposal, the impact on staff, and the likely timeframe for consultation and implementation.
(d) Directly affected employees (and any chosen employee representative(s)) will have an opportunity to respond to the proposed change and the University will consider any alternative(s) put forward. Directly affected employees will be advised formally of any changes to the original proposal prior to implementation.
(e) During the consultation process outlined in this clause and prior to making any forced retrenchments the University will consider any other proposal to minimise or eliminate the need for forced retrenchment, including allowing employees an opportunity to express interest in redeployment, voluntary separation, or pre-retirement contracts in appropriate circumstances.
(f) In filling positions in any new structure the University will ensure that :
(i) employees employed on a continuing or fixed-term contract basis, whose positions remain in the new structure and are not significantly changed, will continue to hold their positions in accordance with their contract of employment; and
(ii) employees whose positions have been made redundant will be given first opportunity to apply for any new positions that have been created or made vacant in the restructure.
Major Workplace Change. (a) Major workplace change occurs in situations that have a major and substantial impact on the employee, such as, but not limited to:
(i) possible forced job losses;
(ii) outsourcing (including to UNSW controlled entities);
(iii) significant restructuring across an entire faculty, division, school or equivalent sized organisational unit;
(iv) relocation to another campus that involves unreasonable additional travel.
(b) Where major workplace change is proposed, the University will:
(i) meet and consult with directly affected employees; and
(ii) provide a written, detailed workplace change proposal to directly affected staff as part of the consultation process.
(c) The workplace change proposal will include an outline of the proposed changes, the reasons for the change proposal, the impact on staff, and the likely timeframe for consultation and implementation.
(d) Directly affected employees will have an opportunity to respond to the workplace change proposal and the University will consider any alternative(s) put forward.
(e) Directly affected employees will be advised in writing of any changes (including reason/s for changes) to the original proposal prior to implementation.
(f) In filling positions in any new structure, the University will ensure that:
(i) an employee employed on either continuing or fixed-term employment whose position remains in the new structure and is not significantly changed, will continue to hold the same or substantially similar position in accordance with their contract of employment; and
(ii) an employee whose position does not remain in the new structure will be given first opportunity to submit an expression of interest in any positions that have been created or made vacant in the restructure.
Major Workplace Change. Where the Employer has made a definite decision to introduce major changes to the regular roster or ordinary hours of work, production, programme, organisation, structure or technology that is likely to have significant effects on employees covered by this agreement, the Employer will notify the employees who may be affected by the proposed changes and their representatives (if any).
Major Workplace Change. (a) Major workplace change occurs in situations that have a major and substantial impact on the employee, such as, but not limited to:
(i) possible forced job losses;
(ii) outsourcing (including to UNSW controlled entities);
(iii) significant restructuring across an entire faculty, division, school or equivalent sized organisational unit;
(iv) relocation to another campus that involves unreasonable additional travel.
(b) Where major workplace change is proposed, the University will: (i) meet and consult with directly affected employees; and
Major Workplace Change a) Woolworths will consult with Team Members and the Union under this clause if we have made a definite decision to introduce a major workplace change to production, program, organisation, structure or technology in relation to the enterprise which is likely to have a significant effect on the Team Members.
b) A change is likely to have a significant effect on Team Members if it results in:
i) termination of employment;
ii) changes in the composition, operation or size of the workforce or in the skills required;
iii) the elimination or diminution of job or promotion opportunities or job tenure;
iv) the alteration of hours of work (except where there is a process elsewhere in this Agreement for this type of change);
v) the need for retraining or transfering to other work or other locations; or
vi) the restructuring of jobs.
c) Where this Agreement makes provision for alteration of any of the matters referred to within, an alteration will be deemed not to have significant effect.
Major Workplace Change. Major change for the purposes of this clause is defined as meaning major changes in production, program, organisation, structure, technology, or legislated change that results in the significant diminution of Health Promotion Charity salary packaging benefits.
Major Workplace Change. 230. This section applies if AUSTRAC:
Major Workplace Change. Where an 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 must notify the employees who may be affected by the proposed changes and their Union or other representatives, if any. 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; 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 this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect. The employer must discuss with the employees affected and their Union or other representatives, if any, the introduction of the changes referred to in clause 7.1 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 must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes. The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 7.1. For the purposes of such discussion, the employer must provide in writing to the employees concerned and their Union or other representatives, if any, 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 no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.
