Organisational Change Sample Clauses
Organisational Change. 17.1 Where workplace change is being considered, the University will consult with and provide relevant information to affected staff, including staff on extended periods of leave, in order to work towards mutually acceptable solutions and/or alternatives. Where the workplace change is significant or where staff have concerns regarding the change, consultation will include the Union(s).
17.2 Should mutually acceptable solutions or alternatives not be achieved and where the University is considering workplace change that is likely to have a significant effect on staff, such as:
(i) the termination of the employment of staff members; or
(ii) major change to the composition, operation or size of the University’s workforce or to the skills required of staff members; or
(iii) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(iv) the alteration of hours of work; or
(v) the need to retrain staff members; or
(vi) the need to relocate staff members to another workplace; or
(vii) the restructuring of jobs. the following will apply:
(a) The management of workplace change will be conducted objectively and transparently according to an appropriate timeframe.
(b) The University will give prompt and genuine consideration to matters raised by staff and the Unions in relation to the proposed changes.
(c) Options such as attrition, voluntary separation, job redesign, redeployment, training and development, use of leave by agreement, conversion to part-time employment, relocation support, secondment and transfer will be considered, wherever possible, to avert or minimise potential redundancy.
17.3 Where change is being considered by the University and that change is likely to have a significant effect on one staff member only, the University will discuss the proposed change directly with the staff member and Union representative(s). For the purposes of the discussion, the University will provide relevant information, including the nature and likely effects of the change and invite the staff member and Union representative(s) to give their views about the impact of the change, in lieu of the processes in Clauses 17.4 to 17.11 in order to work towards mutually acceptable solutions and/or alternatives. Where the workload of more than one staff member would be significantly affected by the change, this will not be considered a one staff member change.
17.4 The University will draft a Consultation Paper to facilitate consulta...
Organisational Change. The Trust and Staffside will work in partnership to ensure that organisational change is delivered successfully and supports, wherever possible, the needs of both the organisation and staff. Pre and formal consultation around organisational change proposals will be carried out with Staffside and all staff affected.
Organisational Change. (1) Security of employment is important for the University to function effectively and achieve its strategic goals and enhance quality. However, the parties to the Agreement recognise that change is a normal activity within the operational context of the University. The following processes shall be adopted when significant change is being proposed by the University.
(2) Significant change may involve outcomes of the same level of consequence as, but not limited to, termination of employment (including redundancy); changes to the composition or size of the workforce; closure of a University work unit/s; significant changes to work practices, core duties and times and/or hours of operation of employees’ work units; relocating employees to another campus; and a significant reduction in employment or significant adverse impact on employment opportunities (including redeployment).
(3) For successful implementation of organisational change there needs to be consultation. Consultation means:
a. the sharing of relevant information with employees and their representative b. that employees be given the opportunity to express their views and to contribute in a timely fashion c. that the views of the employees are valued and taken into account by the University.
(4) The University will consult employees directly affected by proposed organisational change, including those employees on leave or secondment. Employees are directly affected if the change is likely to have a significant impact on their work practices, working conditions or employment prospects.
(5) Employees directly affected, may choose to have the advice, representation and support of their representative during consultation.
(6) The University will develop a written change proposal using the template in Appendix 7 if there is more than one ongoing or fixed-term employee directly affected by proposed organisational change.
(7) The University may talk to employees about issues that might lead to the change before developing a change proposal.
(8) If a change proposal involves a reduction in the number of ongoing employees, the University will seek to use the following measures to mitigate any negative consequences for employees directly affected:
a. natural attrition
b. voluntary conversion to a reduced employment fraction for a fixed period or on a continuing basis
c. voluntary transfer to another work unit
d. secondment
e. pre-retirement contracts f. voluntary swaps of positions
Organisational Change. The University will work with UCU and ACAS to develop an effective organisational change policy with an intention to conclude this by July 2016.
Organisational Change. 1.16.1. Consultation
(a) Where RDNS has made a definite decision to implement change that may have a significant effect on an Employee/s, RDNS will consult with the affected Employee/s, and their representative/s.
(b) Where RDNS proposes to introduce a change to the regular roster or ordinary hours of work of employees, the Employer must notify the relevant employees of the proposed change.
(c) If the Employer seeks to make changes under 1.16.1(a), the following shall apply:
i. the relevant employee, or relevant employees, may appoint a representative for the purposes of the procedures; and
ii. the employee or employees advise the Employer of the identity of the representative; the Employer will recognise the representative.
Organisational Change. Subject to Regulatory Requirements, the Contractor shall not make any material change to the organisational structure of the Contractor without previously having consulted the Authority.
Organisational Change. This provision will apply to all staff except for those on fixed term agreements.
Organisational Change. A work activity for an initial single period of up to 2 years, undertaken when a new organisational structure is being implemented, in accordance with Clause 69, Change Management and Consultation, provided that the new organisational structure being implemented affects no less than 3 Staff Members. The University may offer a further Fixed Term Appointment of a maximum of 12 months subsequent to the initial contract.
Organisational Change. See Part A, Section 12 for organisational change provisions.
Organisational Change. A fixed-term appointment may be offered where:
(a) An organisational work area has been the subject of a decision by the University to discontinue that work within a specified timeframe, or
(b) The provisions of this Agreement in relation to organisational change and restructuring (clause 46 and 47) have been initiated and there is genuine uncertainty regarding the continuing need for vacant positions, until the change is implemented. In any of the above circumstances, the period of fixed-term employment must not extend beyond the timeframe agreed and specified for the change process, and in any case must not exceed two (2) years. Where fixed-term appointments have been made under this category, any Change Proposal and implementation plan will outline how such appointments will be treated in the implementation of a new organisational structure.