Managing Change in the Workplace of this Agreement, a decision is made by the University to declare one or more academic positions redundant, the Deputy Vice-Chancellor will advise the affected employee(s) in writing of the reasons for the redundancy and that:
Managing Change in the Workplace of this Agreement.
Managing Change in the Workplace. 4.13.1 Sound management of workplace change includes the involvement of all people who will be affected by the change. The University is committed to a transparent workplace change process, which ensures that it is able to adapt to changing circumstances while minimising any adverse effects to the University community.
4.13.2 The University will, usually and where appropriate, discuss with Staff issues that might lead to change before developing a formal change proposal/paper as required under sub clause 4.13.5 below.
4.13.3 Where the University is considering the implementation of workplace change that could reasonably be expected to have significant effects on Staff they will engage in a consultative process with all affected Staff and their Unions. Significant effects may arise from, but are not limited to:
(a) the need to transfer Staff to other work or locations including transfer to a new employer;
(b) a reduction in the number of positions;
(c) the alteration of hours of work across a work unit (e.g., the introduction of shiftwork);
(d) the alteration of the way in which work is performed and organised within a work unit which may be due, but not limited to, the introduction of new technology or other changes to programs or organisation structure;
(e) the closure of a University work unit or part of a University work unit;
(f) any proposal to contract out the work currently being performed by any Staff Member, or to commence using (or increase the use of) independent contractors or labour hire workers to perform types of work currently being performed by Staff Members; or
(g) changes that invoke clauses dealing with Redundancy, Redeployment and Retrenchment.
4.13.4 Staff Members will be entitled to request the advice or assistance of their Union at any stage of discussion of the workplace change.
4.13.5 During the Consultation process the University will provide, to all affected Staff, and their Union/s a formal change paper that provides relevant information about the proposed workplace changes. The information will include but is not limited to:
(a) documentation setting out recommended changes and the rationale for the change, including objectives and aims of the change;
(b) the likely effects of the change upon Staff, including changes to roles, structures, proposed redundancies and/or redeployments and/or closure of a University work unit or part of a University work unit;
(c) the proposed timelines for implementation;
(d) the financial implica...
Managing Change in the Workplace. (a) This clause sets out processes to be followed during workplace change and addresses job security issues associated with that change.
(b) Union members may seek the advice or assistance of their union at any time during a change process.
Managing Change in the Workplace. 17.1 General principle
(a) The sound management of workplace change requires the involvement of the people who will be affected by that change.
(b) An employee representative of the employee’s choosing will have the same rights to consultation and access to documentation as conferred on an employee under this clause.
Managing Change in the Workplace. Principles
17.1. The parties recognise that change will occur as the University evolves over time and as circumstances require. Many changes that take place in the workplace can be relatively minor and, as a consequence, will be addressed at the workplace level through direct local discussion and consultation with individual staff and/or the work group. The University and its staff will pursue ongoing improvements in the quality and cost effectiveness of University programs and support services, and in support of the University’s strategic objectives.
17.2. The parties acknowledge that the sound management of workplace change is enhanced by the involvement of the people who will be directly affected by that change. The University will manage change in a proactive, transparent and constructive manner, so as to minimise any adverse effects on the University workplace community while ensuring that the University is able to adapt appropriately to changing circumstances. The parties recognise that the management of change is enhanced by consultation with and input from staff directly affected by the change.
17.3. A staff member may choose to seek advice, representation or assistance from a union or a person of their choice throughout the change management process, provided that person is not currently a solicitor or barrister in private practice.
17.4. The process described in this Clause applies to changes that could reasonably be expected to have a significant effect on staff. Significant effects may arise with, but are not limited to:
a. the need to transfer staff to other work locations, such as from one campus to another
b. a reduction in the number of positions that is likely to lead to retrenchments
c. outsourcing of existing services
d. the alteration of working arrangements applicable to a work unit(s) (such as the introduction of shift work or new technology) or changes to organisational structure
e. significant changes to student numbers, to the academic year pattern, or any other significant change likely to give rise to reductions in staffing or major changes to workloads.
Managing Change in the Workplace. Where the University is proposing to undertake a significant change, consultation will occur with employees who will be directly affected by the proposed change and the unions to this Agreement.
Managing Change in the Workplace
