Organisational Change and Restructuring. 4.1.1 Prior to implementation, all organisational change will need to demonstrate clear benefits such as enhanced service delivery to the community, improved efficiency and effectiveness and will follow the agreed change management processes as outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances. 4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner. 4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions. 4.1.4 All significant organisational change and/or restructuring that will impact on the workforce (e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will be subject to the employer establishing such benefits in a business case which will be tabled for the purposes of consultation at the Hospital and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occur. 4.1.5 It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight Committee. 4.1.6 The emphasis will be on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs. 4.1.7 Subject to the above, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions. 4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment of employees, such changes will be subject to consultation with the relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment. 4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affected. This will occur in a reasonable manner. 4.1.10 Where individuals unreasonably refuse to participate or cooperate in deployment/redeployment and retraining processes, the full provisions for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) to selected employees is necessary, this will occur in full consultation with the relevant union/s. 4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout the life of the Agreement to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unions. 4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’. 4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 4 contracts
Samples: Medical Officers' (Queensland Health) Certified Agreement (No. 5) 2018, Medical Officers' (Queensland Health) Certified Agreement (No.5) 2018, Medical Officers' (Queensland Health) Certified Agreement (No.5) 2018
Organisational Change and Restructuring. 4.1.1 Prior (1) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(2) These commitments are effected through the Government’s policy on Employment Security and the Contracting- Out of Government Services contained at Appendices 3 and 4 of this Agreement. Without limiting or enhancing the existing policies, all the employer acknowledges that where operational decisions or contracting out of services decisions result in organisational change will or restructure, the policies provide for: - the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; - avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; - Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; - Where the employer has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through the ACC or relevant CC forums; - Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the Government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology3) will be subject The employer shall provide in writing to the members of ACC or the relevant CC of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (4) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) relevant CC in a timely manner manner, either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (5) The emphasis will be parties agree that the employer should report to unions on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the abovequarterly basis, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty current status of employment practices within the department. This report should be provided on a quarterly basis at the ACC. Specifically, the report should detail the following:
(a) a snapshot of the current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
(b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire;
(c) the number of people engaged through labour hire;
(d) any significant variance in the number of permanent employees;
(e) the conversion of temporary employees to tenured status.
(6) Permanent employees will not be forced into unemployment as a result of organisational change or changes in employer priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
(7) Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering life of Voluntary Early Retirements this Agreement.
(VERs) 8) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to ensure their effectivenessearly retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Unions will Such information must be consulted as part provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the review process. Consultative arrangements required employer’s intention to be followed in make redundant or retrench the management of any organisational change and restructuring proposal will be in accordance with employee sufficient to allow the "Queensland Health Organisational Change Management Guidelines", as amended from time employee to time, which includes consultation with all seek relevant unionsindependent advice.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 2 contracts
Samples: Child Safety and Youth Justice Certified Agreement 2021, Child Safety and Youth Justice Certified Agreement 2021
Organisational Change and Restructuring. 4.1.1 Prior 9.7.1. The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
9.7.2. These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services, all contained at Appendices 5 and 6 of this Agreement.
9.7.3. Without limiting or enhancing the existing policies, the employer acknowledges where operational decisions or contracting out of services decisions result in organisational change will or restructure the policies provide for • the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; • avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; • Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; • where an agency has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through forums such as ACC; • Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the government’s workforce (e.g. in terms of job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will be subject losses.
9.7.4. The employer shall provide in writing to the members of the relevant consultative committee of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 9.7.5. It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 9.7.6. The emphasis will be on minimum disruption parties agree that the employer should report to the workforce and maximum placement union on a quarterly basis the current status of affected staff employment practices within employersthe Department. Organisational restructuring This report should not result in be provided on a large scale 'spilling' of jobs.
4.1.7 Subject to quarterly basis at the aboveACC. Specifically, the parties acknowledge that where report should detail the implementation following:
a) a snapshot of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire
c) the number of people engaged through labour hire;
d) any significant variance in the number of permanent employees; e) the conversion of temporary employees to tenured status.
9.7.7. Permanent public sector employees will not be forced into unemployment as a result of organisational change or changes in Department priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
9.7.8. Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followedthe life of this Agreement.
9.7.9. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
9.7.10. The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 2 contracts
Samples: Department of Education Certified Agreement 2019, Department of Education Certified Agreement 2019
Organisational Change and Restructuring. 4.1.1 Prior (1) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(2) These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services contained at Appendices 5 and 6 of this Agreement. Without limiting or enhancing the existing policies, all the employer acknowledges that where operational decisions or contracting out of services decisions result in organisational change will or restructure, the policies provide for: the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; where the employer has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through the ACC or relevant CC forums. Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the Government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology3) will be subject The employer shall provide in writing to the members of ACC or the relevant CC of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (4) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) relevant CC in a timely manner manner, either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (5) The emphasis will be parties agree that the employer should report to unions on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the abovequarterly basis, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty current status of employment practices within the department. This report should be provided on a quarterly basis at the ACC. Specifically, the report should detail the following:
(a) a snapshot of the current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
(b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire;
(c) the number of people engaged through labour hire;
(d) any significant variance in the number of permanent employees;
(e) the conversion of temporary employees to tenured status.
(6) Permanent employees will not be forced into unemployment as a result of organisational change or changes in employer priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
(7) Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering life of Voluntary Early Retirements this Agreement.
(VERs) 8) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
(9) The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 2 contracts
Samples: Child Safety and Youth Justice Certified Agreement 2019, Child Safety and Youth Justice Certified Agreement 2019
Organisational Change and Restructuring. 4.1.1 Prior 9.7.1. The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
9.7.2. These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services, all contained at Appendices 5 and 6 of this Agreement.
9.7.3. Without limiting or enhancing the existing policies, the employer acknowledges where operational decisions or contracting out of services decisions result in organisational change will or restructure the policies provide for the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; where an agency has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through forums such as ACC; Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the government’s workforce (e.g. in terms of job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will be subject losses.
9.7.4. The employer shall provide in writing to the members of the relevant consultative committee of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 9.7.5. It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 9.7.6. The emphasis will be on minimum disruption parties agree that the employer should report to the workforce and maximum placement union on a quarterly basis the current status of affected staff employment practices within employersthe Department. Organisational restructuring This report should not result in be provided on a large scale 'spilling' of jobs.
4.1.7 Subject to quarterly basis at the aboveACC. Specifically, the parties acknowledge that where report should detail the implementation following:
a) a snapshot of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire
c) the number of people engaged through labour hire;
d) any significant variance in the number of permanent employees; e) the conversion of temporary employees to tenured status.
9.7.7. Permanent public sector employees will not be forced into unemployment as a result of organisational change or changes in Department priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
9.7.8. Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followedthe life of this Agreement.
9.7.9. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
9.7.10. The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 2 contracts
Samples: Department of Education Certified Agreement 2019, Department of Education Certified Agreement 2019
Organisational Change and Restructuring. 4.1.1 Prior (1) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(2) These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services contained at Appendices 5 and 6 of this Agreement. Without limiting or enhancing the existing policies, all the employer acknowledges that where operational decisions or contracting out of services decisions result in organisational change will or restructure, the policies provide for: the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; where the employer has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through the ACC or relevant CC forums. Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the Government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology3) will be subject The employer shall provide in writing to the members of ACC or the relevant CC of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (4) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) relevant CC in a timely manner manner, either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (5) The emphasis will be parties agree that the employer should report to unions on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the abovequarterly basis, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty current status of employment practices within the department. This report should be provided on a quarterly basis at the ACC. Specifically, the report should detail the following:
(a) a snapshot of the current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
(b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire;
(c) the number of people engaged through labour hire;
(d) any significant variance in the number of permanent employees;
(e) the conversion of temporary employees to tenured status.
(6) Permanent employees will not be forced into unemployment as a result of organisational change or changes in employer priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
(7) Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering life of Voluntary Early Retirements this Agreement.
(VERs) 8) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
(9) The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 2 contracts
Samples: Child Safety and Youth Justice Certified Agreement 2019, Child Safety and Youth Justice Certified Agreement 2019
Organisational Change and Restructuring. 4.1.1 53.1 Prior to implementation, all organisational change will need to demonstrate clear benefits such as enhanced service delivery to the community, improved efficiency and effectiveness and will follow the agreed change management processes as outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline guidelines to be applied according to the circumstances.
4.1.2 53.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 53.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 53.4 All significant organisational change and/or restructuring that will impact on the workforce (e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will be subject to the employer establishing such benefits in a business case which will be tabled for the purposes of consultation at the Hospital and Health Service Consultative Forum DCF (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occur.
4.1.5 53.5 It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service District level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight CommitteeHPIBB Group for resolution.
4.1.6 53.6 The emphasis will be on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational Queensland Health, and organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 53.7 Subject to the above, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 53.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment of employees, such changes will be subject to consultation with the relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 53.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affected. This will occur in a reasonable manner.
4.1.10 53.10 Where individuals unreasonably refuse to participate or cooperate in deployment/deployment/ redeployment and retraining processes, the full provisions for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 53.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout the life of the Agreement to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, Guidelines which includes consultation with all relevant unions.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 1 contract
Samples: Health Practitioners (Queensland Health) Certified Agreement (No. 1) 2007
Organisational Change and Restructuring. 4.1.1 Prior (a) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(b) These commitments are given effect through the Government’s policy on Employment Security and the Contracting-Out of Government Services, all contained at Appendices 5 and 6 of this Agreement.
(c) Without limiting or enhancing the existing policies, the employer acknowledges where operational decisions or contracting out of services decisions result in organisational change will or restructure the policies provide for:
(i) the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ;
(ii) avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community;
(iii) Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies;
(iv) where an agency has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through forums such as ACC;
(v) Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technologyd) will be subject The employer shall provide in writing to the members of the relevant consultative committee of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (e) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (f) The emphasis will be on minimum disruption parties agree that the employer should report to the workforce and maximum placement union on a quarterly basis the current status of affected staff employment practices within employersthe Department. Organisational restructuring This report should not result in be provided on a large scale 'spilling' of jobs.
4.1.7 Subject to quarterly basis at the aboveACC. Specifically, the parties acknowledge that where report should detail the implementation following:
(i) a snapshot of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
(ii) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire
(iii) the number of people engaged through labour hire;
(iv) any significant variance in the number of permanent employees;
(v) the conversion of temporary employees to tenured status.
(g) Permanent public sector employees will not be forced into unemployment as a result of organisational change or changes in Department priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive pertaining to retrenchment may be followed to the extent of their applicability.
(h) Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering life of Voluntary Early Retirements this Agreement.
(VERsi) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
(j) The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 1 contract
Organisational Change and Restructuring. 4.1.1 8.3.1 Prior to implementation, all organisational change will need to demonstrate clear benefits such as enhanced service delivery to the community, improved efficiency and effectiveness and will shall follow the agreed change management processes as outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline guidelines to be applied according to the circumstances.
4.1.2 8.3.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 8.3.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 8.3.4 All significant organisational change and/or restructuring that will impact on the workforce (e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will shall be subject to the employer establishing such benefits in a business case which will shall be tabled for the purposes of consultation at the Hospital and Health Service Consultative Forum DCF (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occur.
4.1.5 8.3.5 It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service District level (or equivalent) in a timely manner either party may refer the matter to the MOCA 5 Oversight CommitteeBEMS SBU for resolution.
4.1.6 8.3.6 The emphasis will be on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational Queensland Health, and organisational restructuring should not result in a large scale '“spilling' ” of jobs.
4.1.7 8.3.7 Subject to the above, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 8.3.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment of employees, such changes will be subject to consultation with the relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 8.3.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affected. This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse to participate or cooperate in deployment/redeployment and retraining processes, the full provisions for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout the life of the Agreement to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unions.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 1 contract
Samples: Queensland Health Building, Engineering & Maintenance Services Certified Agreement (No.5) 2011
Organisational Change and Restructuring. 4.1 Organisational change and restructuring
4.1.1 Prior to implementation, all organisational change will need to demonstrate clear benefits such as enhanced service delivery to the community, improved efficiency and effectiveness and will follow the agreed change management processes as outlined in the “Queensland Health Organisational Change Management Guidelines”” (the Guidelines), as amended from time to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a reviewreview relating to organisational change and/or restructure, union Union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant organisational change and/or restructuring that will impact on the workforce (e.g. e.g., job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology) will be subject to the employer Employer establishing such benefits in a business case which will be tabled for the purposes of consultation at the Hospital and Health Service Consultative Forum HHS consultative forum (or equivalent). A business case is not required for minor changes or minor restructuring, however however, consultation shall still occur.
4.1.5 It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) in a timely manner manner, either party may refer the matter to the MOCA 5 VMO1 Oversight Committee.
4.1.6 The emphasis will be on minimum disruption to the workforce and maximum placement of affected staff within employersa Service. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the above, the parties acknowledge that where the implementation of workplace change results in fewer employees Employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unionsthe Unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty of employment of employeesEmployees, such changes will be subject to consultation with the relevant unionUnion/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees Employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees Employees which will have regard to the circumstances of the individual employeeEmployee/s affected. This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse to participate or cooperate in deployment/redeployment and retraining processes, the full provisions for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering of Voluntary Early Retirements (VERs) to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout the life of the Agreement to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unions.
4.1.12 In addition, any changes to hours of operation Core Hours will be subject to consultation, subject to ‘Part 11 8 Employment Conditions’.
4.1.13 Industrial entitlements and award 4.1.11 Applicable industrial entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks breaks, will continue to apply in the event of a change to hours of operationCore Hours.
Appears in 1 contract
Samples: Visiting Medical Officers' Employees (Queensland Health) Certified Agreement (No. 1) 2023
Organisational Change and Restructuring. 4.1.1 Prior (1) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(2) These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services contained at Appendices 3 and 4 of this Agreement. Without limiting or enhancing the existing policies, all the employer acknowledges that where operational decisions or contracting out of services decisions result in organisational change will or restructure, the policies provide for: the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; Where the employer has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through the ACC or relevant CC forums; Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the Government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology3) will be subject The employer shall provide in writing to the members of ACC or the relevant CC of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (4) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) relevant CC in a timely manner manner, either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (5) The emphasis will be parties agree that the employer should report to unions on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the abovequarterly basis, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty current status of employment of employees, such changes will be subject to consultation with practices within the relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddepartment. This will occur in report should be provided on a reasonable manner.
4.1.10 Where individuals unreasonably refuse to participate or cooperate in deployment/redeployment and retraining processesquarterly basis at the ACC. Specifically, the full provisions for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where report should detail the offering of Voluntary Early Retirements (VERs) to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout the life of the Agreement to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unions.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.following:
Appears in 1 contract
Organisational Change and Restructuring. 4.1.1 Prior (1) The Government is committed to implementationproviding stability to the public sector by limiting organisational restructuring and contracting-out of services.
(2) These commitments are effected through the Government’s policy on Employment Security and the Contracting-Out of Government Services contained at Appendices 5 and 6 of this Agreement. Without limiting or enhancing the existing policies, all the employer acknowledges that where operational decisions or contracting out of services decisions result in organisational change will or restructure, the policies provide for: • the need to demonstrate clear benefits such as and enhanced service delivery to the community, improved efficiency ; • avoid unnecessary change that will not deliver demonstrable benefit to the Government or the community; • Cabinet approval is required for all major organisational change and effectiveness and will follow restructuring in entities in accordance with the agreed change management processes as considerations outlined in the “Queensland Health Organisational Change Management Guidelines”, as amended from time policies; • where the employer has made a decision to time. While ensuring the spirit of the guidelines is maintained in applying the document, the parties acknowledge that it has been designed as a guideline to be applied according to the circumstances.
4.1.2 When it is decided to conduct a review, union representatives will be advised as soon as practicable and consulted from the outset. All parties will participate in a constructive manner.
4.1.3 Furthermore, details will be included that provide for encouraging employees to participate in the consultative processes by allowing adequate time to understand, analyse and respond to various information that would be needed to inform employees and their unions.
4.1.4 All significant introduce major organisational change and/or restructuring or restructuring, it will notify affected employees/unions and discuss the changes as early as practicable. This may be undertaken through the ACC or relevant CC forums. • Cabinet approval for contracting-out proposals that will meet specified criteria including significant impact on the Government’s workforce in terms of job losses.
(e.g. job reductions, deployment to new locations, major alterations to current service delivery arrangements, the introduction of new technology3) will be subject The employer shall provide in writing to the members of ACC or the relevant CC of their intention to implement organisational changes that may affect the employment security of employees, prior to the commencement of any planned changes. This shall include all information required to be provided in accordance with the “Introduction of changes” and “Redundancy” clauses of relevant awards. The employer establishing such benefits in is also required where requested to provide relevant unions with a business case which will be tabled for listing of the purposes of consultation at the Hospital affected staff comprising name, job title and Health Service Consultative Forum (or equivalent). A business case is not required for minor changes or minor restructuring, however consultation shall still occurwork location.
4.1.5 (4) It is acknowledged that management has a right to implement changes to ensure the effective delivery of health care public services. The consultation process will not be used to frustrate or delay the changes but rather ensure that all viable options are considered. If this process cannot be resolved at the Hospital or Health Service level (or equivalent) relevant CC in a timely manner manner, either party may refer the matter to the MOCA 5 Oversight CommitteeACC for resolution.
4.1.6 (5) The emphasis will be parties agree that the employer should report to unions on minimum disruption to the workforce and maximum placement of affected staff within employers. Organisational restructuring should not result in a large scale 'spilling' of jobs.
4.1.7 Subject to the abovequarterly basis, the parties acknowledge that where the implementation of workplace change results in fewer employees being required in some organisational units, appropriate job reduction strategies will be developed in consultation with relevant unions.
4.1.8 Prior to the implementation of any decision in relation to workplace change likely to affect security and certainty current status of employment practices within the department. This report should be provided on a quarterly basis at the ACC. Specifically, the report should detail the following:
(a) a snapshot of the current workforce including the total number of employees, such the number of employees by appointment type (permanent, temporary and casual), stream allocation;
(b) a report on the variance from the previous quarter in the use of casuals, temporaries and the number of people engaged through labour hire;
(c) the number of people engaged through labour hire;
(d) any significant variance in the number of permanent employees;
(e) the conversion of temporary employees to tenured status.
(6) Permanent employees will not be forced into unemployment as a result of organisational change or changes in employer priorities. Where changes to employment arrangements are necessary, there will be subject active pursuit of retraining and alternative placement opportunities. There is a responsibility on the employee to consultation meaningfully participate in the opportunities made available. The employer and employees will comply with the all relevant union/s. The objective of such consultation will be to minimise any adverse impact on security and certainty of employment.
4.1.9 After such discussions have occurred and it is determined that fewer employees are required, appropriate job reduction strategies will be developed that may include non-replacement of resignees and retirees and the deployment/redeployment and retraining of excess employees which will have regard to the circumstances of the individual employee/s affecteddirectives (as amended). This will occur in a reasonable manner.
4.1.10 Where individuals unreasonably refuse an employee refuses to participate or cooperate in deployment/redeployment and retraining these processes, the full provisions of the directive
(7) Provisions and entitlements relating to organisational change and restructuring can be found in the directives relating to early retirement, redundancy and retrenchment (as amended) which will apply for managing redundancies will be followed. No employee will be redeployed against their will. In those cases where the offering life of Voluntary Early Retirements this Agreement.
(VERs) 8) The employer must provide relevant information to selected employees is necessary, this will occur in full consultation with the relevant union/s.
4.1.11 To ensure consultative processes are effective, these guidelines will be reviewed and monitored throughout s when it intends to apply the life provisions of the Agreement directive (as amended) relating to early retirement, redundancy and retrenchment where an employee may be genuinely redundant or is to possibly be retrenched. Such information must be provided at the same time the employer’s intentions are communicated to the employee. An affected employee must be provided with notice of the employer’s intention to make redundant or retrench the employee sufficient to allow the employee to seek relevant independent advice.
(9) The parties recognise the cultural diversity, rights, views and expectations of Aboriginal and Xxxxxx Xxxxxx Islander peoples in the delivery of culturally appropriate services and that additional consultation may be required if changes to these services are proposed to ensure their effectiveness. Unions will be consulted as part of the review process. Consultative arrangements required to be followed in the management of any organisational change and restructuring proposal will be in accordance with the "Queensland Health Organisational Change Management Guidelines", as amended from time to time, which includes consultation with all relevant unionsthere is a community benefit.
4.1.12 In addition, any changes to hours of operation will be subject to consultation, subject to ‘Part 11 Employment Conditions’.
4.1.13 Industrial entitlements and award entitlements, including, but not limited to, shift work allowances, penalty rates, overtime and breaks will continue to apply in the event of a change to hours of operation.
Appears in 1 contract
Samples: Child Safety and Youth Justice Certified Agreement 2019
