Common use of Managing change Clause in Contracts

Managing change. ‌ 54.1 The University recognises that the sound management of workplace change requires the involvement of professional services employees who will be affected by that change. 54.2 Categories of significant workplace change subject to the processes outlined in clauses 54.11 to 54.23 may include: 54.2.1 changes in the composition, operation or size of the workforce or in the skills required; 54.2.2 the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; 54.2.3 the need for retraining or transfer of employees to other work or locations; 54.2.4 outsourcing; 54.2.5 the alteration of hours of work of a group or unit and changes in work practices; and 54.2.6 the restructuring of jobs. 54.3 An employee will be entitled to be represented during the workplace change. The workplace change will be discussed within the Joint Consultative Committee in accordance with the provisions of this clause. 54.4 The University will allow sufficient time for the consultations and will give genuine consideration to matters raised by those affected. 54.5 The consultation process will be collaborative, but consultation does not necessarily mean that agreement will be reached. 54.6 The University must ensure that sufficient and relevant information is provided to the affected employees (and their employee representative(s)) to allow them to understand the extent and nature of the change proposal; reasons for making the proposed change; timeframe for change; and, the details of likely employee impacts, including possible redundancies and relocations. 54.7 All affected employees and their employee representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 54.8 During the term of this Agreement and subject to any exceptional circumstances that may arise (including substantial changes in government funding or major negative economic disruption), an employee will not be subject to more than one workplace change process where that change process may result in the termination of their employment on the ground of redundancy. This limitation does not apply to any form of voluntary separation, including calls for expressions of interest in voluntary redundancy. 54.9 Redundancy will be the last resort. 54.10 Any disputes in relation to the application or operation of this clause will be dealt with under clause 11 - Disputes Resolution Procedure.

Managing change. ‌The process for implementing significant workplace change is as follows: 54.1 The University recognises 00.0. Xx is acknowledged that the sound management of workplace change requires the involvement of professional services employees general staff who will be affected by that change. 54.2 47.2. Categories of significant workplace change subject to the processes outlined in clauses 54.11 to 54.23 this clause may include: 54.2.1 include changes in the composition, operation or size of the workforce or in the skills required; 54.2.2 ; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; 54.2.3 ; the need for retraining or transfer of employees staff members to other work or locations; 54.2.4 outsourcing; 54.2.5 the alteration of , hours of work of a group or unit and changes in work practices; and 54.2.6 unit, the restructuring of jobsjobs and changing work practices. 54.3 An employee 47.3. Where significant workplace change as described under sub-clause 47.2 above, affects staff within a faculty or other unit of the University, the University will directly consult with the staff members affected and advise them they may be represented by their staff representative(s). If a staff member elects representation, the staff representative(s) will advise the University and will be entitled to be represented during included at all stages of the workplace changeconsultation process. The At the request of the affected staff member(s) the workplace change will also be discussed within the Joint Consultative Committee in accordance with the provisions of this clauseClause. 54.4 The University will allow sufficient time for the consultations and will give genuine consideration to matters raised by those affected. 54.5 The consultation process 47.4. Staff members will be collaborativeentitled to request the advice or assistance of their staff representative(s), but consultation does not necessarily mean as applicable, at any stage of discussion of the change who may be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEU 00.0. Xxxxxxxxxx management responsible for any such proposal must notify affected staff that agreement will be reached. 54.6 such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected employees (and their employee representative(s)) general staff to allow them to understand the extent and nature of the change proposal; reasons for making the proposed change; timeframe for change; and, the details of likely employee staffing impacts, including possible redundancies and relocations. 54.7 47.6. The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 47.7. For the purpose of the consultations, University management shall provide the staff members likely to be affected and where requested their staff representative(s) with sufficient information. 00.0. Xx indicated in sub-clause 47.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. All affected employees general staff and where requested their employee staff representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 54.8 During 47.10. The process of implementation of any recommendations resulting in changes listed in sub-clause 47.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the term implementation process. 47.11. Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 47.11.1. all practical avenues of this Agreement and subject redeployment have been considered; 47.11.2. appropriate staff at the same level in similar categories of employment have been asked to any exceptional circumstances that may arise (including substantial changes in government funding consider voluntary redundancy to create redeployment opportunities; 47.11.3. all positions currently vacant or major negative economic disruption), an employee will not be subject likely to more than one workplace change process where that change process may result become vacant in the termination near future (e.g. through retirement) have been considered as alternatives for redeployment. 47.12. Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their employment on continuing or fixed term contract of employment. Where new positions have been created any staff member at the ground of redundancy. This limitation does not apply same classification level displaced or likely to any form of voluntary separation, including calls for expressions be displaced in the restructure may lodge an expression of interest in voluntary redundancythose positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 54.9 Redundancy will be 47.13. Only after the last resortabove factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 54.10 47.14. Any disputes in relation to the application or operation of this clause will Clause shall be dealt with under clause 11 Clause 9 - Disputes Resolution Procedure.

Managing change. ‌‌ The process for implementing significant workplace change is as follows: 54.1 The University recognises 49.1 It is acknowledged that the sound management of workplace change requires the involvement of professional services employees general staff who will be affected by that change. 54.2 49.2 Categories of significant workplace change subject to the processes outlined in clauses 54.11 to 54.23 this clause may include: 54.2.1 include changes in the composition, operation or size of the workforce or in the skills required; 54.2.2 ; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; 54.2.3 ; the need for retraining or transfer of employees staff members to other work or locations; 54.2.4 outsourcing; 54.2.5 the alteration of , hours of work of a group or unit and changes in work practices; and 54.2.6 unit, the restructuring of jobsjobs and changing work practices. 54.3 An employee 49.3 Where significant workplace change as described under sub-clause 49.2 above, affects staff within a faculty or other unit of the University, the University will directly consult with the staff members affected and advise them they may be represented by their staff representative(s). If a staff member requests representation, the staff representative(s) will advise the University and will be entitled to be represented during included at all stages of the workplace changeconsultation process. The At the request of the affected staff member(s) or their staff representative provided the staff member is identified, the workplace change will also be discussed within the Joint Consultative Committee in accordance with the provisions of this clauseClause. 54.4 The University will allow sufficient time for the consultations and will give genuine consideration to matters raised by those affected. 54.5 The consultation process 49.4 Staff members will be collaborativeentitled to request the advice or assistance of their staff representative(s), but consultation does not necessarily mean as applicable, at any stage of discussion of the change who may be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEU 49.5 University management responsible for any such proposal must notify affected staff that agreement will be reached. 54.6 such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected employees (and their employee representative(s)) general staff to allow them to understand the extent and nature of the change proposal; reasons for making the proposed change; timeframe for change; and, the details of likely employee staffing impacts, including possible redundancies and relocations. 54.7 49.6 The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 49.7 For the purpose of the consultations, University management shall provide the staff members likely to be affected and where requested their staff representative(s) with sufficient information. 49.8 As indicated in sub-clause 49.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 49.9 All affected employees general staff and where requested their employee staff representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 54.8 During 49.10 The process of implementation of any recommendations resulting in changes listed in sub-clause 49.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the term implementation process. 49.11 Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 49.11.1 all practical avenues of this Agreement and subject redeployment have been considered; 49.11.2 appropriate staff at the same level in similar categories of employment have been asked to any exceptional circumstances that may arise (including substantial changes in government funding consider voluntary redundancy to create redeployment opportunities; 49.11.3 all positions currently vacant or major negative economic disruption), an employee will not be subject likely to more than one workplace change process where that change process may result become vacant in the termination near future (e.g. through retirement) have been considered as alternatives for redeployment. 49.12 Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their employment on continuing or fixed term contract of employment. Where new positions have been created any staff member at the ground of redundancy. This limitation does not apply same classification level displaced or likely to any form of voluntary separation, including calls for expressions be displaced in the restructure may lodge an expression of interest in voluntary redundancythose positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 54.9 Redundancy will be 49.13 Only after the last resortabove factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 50 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 54.10 49.14 Any disputes in relation to the application or operation of this clause will Clause shall be dealt with under clause 11 Clause 9 - Disputes Resolution Procedure.

Managing change. ‌ 54.1 49.1 The University recognises process for implementing significant workplace change is as follows: 49.1.1 it is acknowledged that the sound management of workplace change requires the involvement of professional services employees who will be affected by that change. 54.2 Categories 49.1.2 categories of significant workplace change subject to the processes outlined in clauses 54.11 to 54.23 this clause may include: 54.2.1 include changes in the composition, operation or size of the workforce or in the skills required; 54.2.2 ; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; 54.2.3 ; the need for retraining or transfer of employees to other work or locations; 54.2.4 outsourcing; 54.2.5 the alteration of , hours of work of a group or unit and changes in work practices; and 54.2.6 unit, the restructuring of jobsjobs and changing work practices. 54.3 An 49.2 Where significant workplace change as described under sub-clause 49.2 above, affects employees within a faculty or other unit of the University, the University will directly consult with the employees affected and advise them they may be represented by their employee representative(s). If an employee requests representation, the employee representative(s) will advise the University and will be entitled to be represented during included at all stages of the workplace changeconsultation process. The At the request of the affected employee(s) or their employee representative provided the employee is identified, the workplace change will also be discussed within the Joint Consultative Committee in accordance with the provisions of this clause. 54.4 The University 49.3 Employees will allow sufficient time for be entitled to request the consultations and will give genuine consideration to matters raised by those affectedadvice or assistance of their employee representative(s), as applicable, at any stage of discussion of the change who may be a professional services employee, a professional services employee union delegate or an accredited union official of the CPSU or NTEU. 54.5 The consultation process will be collaborative, but consultation does not necessarily mean 49.4 University management responsible for any such proposal must notify affected employees that agreement will be reached. 54.6 such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected professional services employees (and their employee representative(s)) to allow them to understand the extent and nature of the change proposal; reasons for making the proposed change; timeframe for change; and, the details of likely employee impacts, including possible redundancies and relocations. 54.7 49.5 The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 49.6 For the purpose of the consultations, University management shall provide the employees likely to be affected and where requested their employee representative(s) with sufficient information. 49.7 As indicated in sub-clause 49.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their employee representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 49.8 All affected professional services employees and where requested their employee representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 54.8 During the term 49.9 The process of this Agreement and subject to implementation of any exceptional circumstances that may arise (including substantial recommendations resulting in changes listed in government funding or major negative economic disruption), an employee will not be subject to more than one workplace change process where that change process may result in the termination of their employment on the ground of redundancy. This limitation does not apply to any form of voluntary separation, including calls for expressions of interest in voluntary redundancy. 54.9 Redundancy will be the last resort. 54.10 Any disputes in relation to the application or operation of this clause will be dealt with under clause 11 - Disputes Resolution Procedure.sub-clause