Common use of Major Workplace Change Clause in Contracts

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) 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. (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 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 workplace change proposal and the University will consider any alternative(s) put forward. . (e) Directly affected employees will be advised formally in writing of any changes (including reason/s for 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 structure, the University will ensure that that: (i) employees an employee employed on a either continuing or fixed-term contract basis, employment whose positions remain position remains in the new structure and are is not significantly changed, changed will continue to hold their positions the same or substantially similar position in accordance with their contract of employment; and (ii) employees an employee whose positions have been made redundant position does not remain in the new structure will be given first opportunity to apply for submit an expression of interest in any new positions that have been created or made vacant in the restructure. (g) Where, arising from the process referred to at subclause 29.4(f)(ii), an employee has not submitted an expression of interest in any positions in the new structure or whose expression of interest is unsuccessful, the University may place the employee in any position in the new structure or elsewhere within the University provided that: (i) the employee holds the necessary skills, qualifications and/or experience for the position; (ii) the position requires similar skills, qualifications and/or experience and involves a similar level of: task complexity; judgement; problem solving; and independence as the substantive position held by the employee; (iii) the position is at the same campus or another campus that does not involve unreasonable additional travel; and (iv) the placement of the employee will be made on the employee’s existing terms and conditions of employment, including classification and salary. (h) The placement of an employee pursuant to subclause 29.4(g) will be made for a trial period of not less than three (3) months. Where the trial is not successful, the employee will be advised by the University in writing of the reason the trial was not successful and that the provisions of subclause 29.5 will apply.

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. (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 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 workplace change proposal and the University will consider any alternative(s) put forward. . (e) Directly affected employees will be advised formally in writing of any changes (including reason/s for 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 structure, the University will ensure that that: (i) employees an employee employed on a either continuing or fixed-term contract basis, employment whose positions remain position remains in the new structure and are is not significantly changed, changed will continue to hold their positions the same or substantially similar position in accordance with their contract of employment; and (ii) employees an employee whose positions have been made redundant position does not remain in the new structure will be given first opportunity to apply for submit an expression of interest in any new positions that have been created or made vacant in the restructure. (g) Where, arising from the process referred to at subclause 29.4(f)(ii), an employee has not submitted an expression of interest in any positions in the new structure or whose expression of interest is unsuccessful, the University may place the employee in any position in the new structure or elsewhere within the University where the employee holds the necessary skills, qualifications and/or experience for the position. In this circumstance, the placement of the employee will be made on the employee’s existing terms and conditions of employment, including classification and salary. Where no such placement is made, the provisions of subclause 29.5 will apply. (h) The placement of an employee pursuant to subclause 29.4(g) will be made for a trial period of not less than three (3) months. Where the trial is not successful, the employee will be advised by the University in writing of the reason the trial was not successful and that the provisions of subclause 29.5 will apply.

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. (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 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. The workplace change proposal will also include organisational charts, where relevant. (d) As part of the consultation process, a directly affected employee may request that the University provide a written description of their current duties that has been used in formulating the workplace change proposal (such as a position description). (e) Directly affected employees (and any chosen employee representative(s)) will have an opportunity to respond to the proposed workplace change proposal and the University will consider any alternative(s) put forward. The University will also consider any response and/or alternative(s) put forward by other employees who will be affected by the workplace change proposal. (f) Directly affected employees will be advised formally in writing of any changes (including reason/s for 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. (fg) In filling positions in any new structure structure, the University will ensure that that: (i) employees an employee employed on a either continuing or fixed-term contract basis, employment whose positions remain position remains in the new structure and are is not significantly changed, changed will continue to hold their positions the same or substantially similar position in accordance with their contract of employment; and (ii) employees an employee whose positions have been made redundant position does not remain in the new structure will be given first opportunity to apply for submit an expression of interest in any new positions that have been created or made vacant in the restructure. (h) Where, arising from the process referred to at subclause 29.4(g)(ii), an employee has not submitted an expression of interest in any positions in the new structure or whose expression of interest is unsuccessful, the University may place the employee in any position in the new structure or elsewhere within the University provided that: (i) the employee holds the necessary skills, qualifications and/or experience for the position; (ii) the position requires similar skills, qualifications and/or experience and involves a similar level of: task complexity; judgement; problem solving; and independence as the substantive position held by the employee; (iii) the position is at the same campus or another campus that does not involve unreasonable additional travel; and (iv) the placement of the employee will be made on the employee’s existing terms and conditions of employment, including classification and salary. Where no such placement is made, the provisions of subclause 29.5 will apply. (i) The placement of an employee pursuant to subclause 29.4(h) will be made for a trial period of not less than three (3) months. Where the trial is not successful, the employee will be advised by the University in writing of the reason the trial was not successful and that the provisions of subclause 29.5 will apply.

Major Workplace Change. (a) Where major workplace change is proposed the University NewSouth Global will: (i) meet and consult with directly affected employees; and (ii) provide a detailed workplace change proposal (in writing) to directly affected staff employees 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)outsourcing; (iii) significant restructuring across an entire faculty, division, school or equivalent sized organisational unit;; or (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 staffemployees, 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 NewSouth Global 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 retrenchments, NewSouth Global 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. Forced retrenchments will only occur as a last resort. (f) In filling positions in any new structure the University NewSouth Global will ensure that 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) 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 employeean 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;; or (iv) the closure of a campus or relocation to another campus that involves unreasonable additional travel. (b) Where major workplace change is proposed, UNSW will: (i) meet and consult with directly affected Employees; and (ii) provide a written, detailed workplace change proposal to directly affected Employees as part of the consultation process. (c) The detailed workplace change proposal will include an outline of the proposed changes, the reasons for the change proposal, the impact on staffaffected Employees, and the likely timeframe for consultation and implementation. The workplace change proposal will also include, where relevant: (i) organisational charts; (ii) any financial reasons for the change; (iii) details about the expected impact on workloads; and (iv) where the workplace change proposal includes possible job loss, the details of other options considered by UNSW in order to minimise or avoid the proposed disestablishment of positions. (d) As part of the consultation process, a directly affected Employee may request that UNSW provide any written description of their current duties that has been used in formulating the workplace change proposal (such as a position description). (e) Directly affected employees (and any chosen employee representative(s)) Employees will have an opportunity to respond to the proposed workplace change proposal and the University UNSW will consider any alternative(s) alternatives put forward, such as: (i) applications for voluntary redundancies from directly affected Employees. Where UNSW elects to make an offer of voluntary redundancy, the entitlements to be provided to the Employee will be consistent with the arrangements set out in subclauses 30.7(j) and (k); (ii) proposals for part-time work or job share arrangements on a temporary or continuing basis; (iii) leave without pay or other leave arrangements; and (iv) proposals for fixed-term pre-retirement contracts. (f) UNSW will also consider any response or alternative proposal put forward by directly affected Employees and other Employees who will be affected by the workplace change proposal. (g) Directly affected employees Employees will be advised formally in writing of any changes to the original proposal prior to implementationimplementation and such advice will include: (i) the reason or reasons for any changes; (ii) summary of any deidentified feedback provided during consultation; and (iii) the measures taken by UNSW to avoid the need for any forced job loss, where relevant. (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. (fh) In filling positions in any new structure the University structure, UNSW will ensure that that: (i) employees an Employee employed on a continuing in either Continuing or fixedFixed-term contract basis, Employment whose positions remain position remains in the new structure and are is not significantly changed, changed will continue to hold their positions the same or substantially similar position in accordance with their contract of employment; and (ii) employees an Employee whose positions have been made redundant position does not remain in the new structure will be given first opportunity to apply for submit an expression of interest in any new positions that have been created or made vacant in the restructurerestructure or are otherwise vacant. (i) Where, arising from the process referred to at subclause 30.4(h)(ii), an Employee has not submitted an expression of interest in any positions in the new structure or whose expression of interest is unsuccessful, UNSW may place the Employee in any position in the new structure or elsewhere within UNSW provided that: (i) the Employee holds the necessary skills, qualifications and/or experience for the position; (ii) the position requires similar skills, qualifications and/or experience and involves a similar level of task complexity; judgement; problem solving; and independence as the substantive position held by the Employee; (iii) the position is at the same campus or another campus that does not involve unreasonable additional travel; and (iv) the placement of the Employee will be made on the Employee’s existing terms and conditions of employment, including classification and Annual Base Salary. (j) Where no such placement is made, the provisions of subclause 30.5 will apply. (k) The placement of an Employee pursuant to subclause 30.4(i) will be made for a trial period of not less than three months. Where the trial is not successful, the Employee will be advised by UNSW in writing of the reason the trial was not successful and that the provisions of subclause 30.5 will apply.

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) 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. (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 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 workplace change proposal and the University will consider any alternative(s) put forward. . (e) Directly affected employees will be advised formally in writing of any changes (including reason/s for 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 structure, the University will ensure that that: (i) employees an employee employed on a either continuing or fixed-term contract basis, employment whose positions remain position remains in the new structure and are is not significantly changed, changed will continue to hold their positions the same or substantially similar position in accordance with their contract of employment; and (ii) employees an employee whose positions have been made redundant position does not remain in the new structure will be given first opportunity to apply for submit an expression of interest in any new positions that have been created or made vacant in the restructure. (g) Where, arising from the process referred to at subclause 29.4(f)(ii), an employee has not submitted an expression of interest in any positions in the new structure or whose expression of interest is unsuccessful, the University may place the employee in any a position in the new structure or elsewhere within the University where the employee holds the necessary skills, qualifications and/or experience for the position, for a similar position. Relocation to another campus or work location will only occur with the employee’s consent. In this circumstance, the placement of the employee will be made on the employee’s existing terms and conditions of employment, including classification and salary. Where no such placement is made, the provisions of subclause 29.5 will apply. (h) The placement of an employee pursuant to subclause 29.4(g) will be made for a trial period of not less than three (3) months. Where the trial is not successful, the employee will be advised by the University in writing of the reason the trial was not successful and that the provisions of subclause 29.5 will apply.