OF CHANGE. 10.1 Where the Employer is considering a major change which is likely to have significant effect on Employees, the Employer will advise the affected Employees and the CPSU of the proposed change as soon as practicable after the proposal has received approval by the Management Group and been made.
OF CHANGE. 10.1 For the purpose of this clause the following comments made by Xxxxx X. in CPSU, the Community and Public Sector Union v Vodafone Network Pty Ltd (Print PR911257) are adopted: ‘Consultation is not perfunctory advice on what is about to happen. This is common misconception. Consultation is providing the individual, or other relevant persons, with a bona fide opportunity to influence the decision maker… Consultation is not joint decision-making or even a negative or frustrating barrier to the prerogative of management to make decisions. Consultation allows the decision making process to be informed, particularly as it may affect the employment prospects of individuals.’
OF CHANGE. 10.1. Where the Employer is intending to restructure the workplace, introduce new technology or change existing work practices of Employees, the Employer will advise the affected Employees and their nominated representative, including the Union where applicable, of the intended changes as soon as practicable after the proposal has been made. The Employer will advise the affected Employees and their nominated representative of the likely effects on the Employees’ working conditions and responsibilities. The Employer will advise of the rationale and intended benefits of any change.
OF CHANGE. 9.1 Where the Employer is considering a restructure of the workplace, the introduction of new technology or changes to existing work practices of Employees, the Employer will advise the affected Employees, APESMA, the ASU and the CPSU of the proposed change as soon as practicable after the proposal has been made. The Employer will advise the affected Employees and the Unions of the likely effects on the Employees working conditions and responsibilities. The Employer will advise of the rationale and intended benefits of any change.
OF CHANGE. 9.1 Where the Employer is considering significant change, such as restructure of the workplace, the introduction of new technology, relocation or changes to existing work practices of Employees, the Employer will advise the affected Employees and their chosen representative, including CPSU representative of the proposed change as soon as practicable after the proposal has been made. The Employer will advise the affected Employees and their chosen representative, including CPSU representative of the likely effects on the Employee’s working conditions and responsibilities. The Employer will advise of the rationale and intended benefits of any change.
OF CHANGE. 9.1 Where the Employer is considering significant change, such as restructure of the workplace, the introduction of new technology, relocation or changes to existing work practices of employees, the employer will advise the affected employees and their chosen representative, including CPSU representative of the proposed change as soon as practicable after the proposal has been made. The employer will advise the affected employees and their chosen representative, including CPSU representative of the likely effects on the employee’s working conditions and responsibilities. The employer will advise of the rationale and intended benefits of any change.
OF CHANGE. Subject to Section 6.2, CGI shall install and implement Changes as approved by UCAR and scheduled by the Change Management Committee.
OF CHANGE. The parties to this agreement recognise that during the life of this agreement there will be organisational and operational changes which will be subject to processes requiring joint participation and consultation between management and Employees. A consultative approach will be encouraged and maintained. Where the Commission has made a decision to introduce major changes to existing work practices, organisational structure or technology that are likely to have significant effects on its Employees, the Commission will notify the Employees who may be affected and the Employee's nominated representative including a CPSU representative, as soon as practicable after the proposal has been made. The Commission will advise of the likely effects on the Employee(s) working conditions and responsibilities and the rationale and intended benefits of any change. The Commission will ensure consultation and communication with affected Employee(s) and the Employee's nominated representative as appropriate and give prompt consideration to matters raised and where appropriate provide training for the Employees to assist them to integrate successfully into the new structure. Employees and their nominated representative may submit alternative proposals and the Commission will give prompt consideration to these suggestions or alternative proposals or issues raised in relation to change. Such alternative proposals must be submitted in a timely manner so as not to lead to an unreasonable delay in the introduction of any contemplated change. The Commission will reply to any proposals submitted. If a dispute arises, the dispute settlement procedure (clause 20) may be activated by either party.
OF CHANGE. Both parties acknowledge the overall advantages and necessity of technological change and the ongoing requirement to facilitate change in the Employer's operations. The parties recognize the need to develop orderly procedures to facilitate adjustments to and implementationof changes and technology. In of this mutual the parties have agreed to the following: Notice of Change
