Common use of Organisational Change Clause in Contracts

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 consultation with, and provision of information to, affected staff and the Unions. The Consultation Paper will address: (i) an explanation of the University’s rationale, process and quantifications that lead to the requirement for change; (ii) means and timeframe for change; (iii) identification of the positions affected and the stakeholders on whom the change will impact; (iv) financial, staffing and training implications; and (v) the measures to be taken to avert or mitigate adverse impact on staff. 17.5 The University will meet with affected staff and the Union(s) to discuss the Consultation Paper. 17.6 The Consultation Paper will be placed on the University website and staff and the Union(s) will be given the opportunity to provide comments, recommendations and submissions. 17.7 The University will consider the comments, recommendations and submissions and provide feedback to the staff member(s) and the Union(s). 17.8 The Consultative Committee(s) will have an opportunity to comment on the process of consultation that has occurred and the issues raised and make any recommendation(s). These recommendations will be considered and reflected in the Proposal referred to in Clause 17.9. 17.9 The University will prepare a formal Proposal which includes the details specified in Clause 17.4 above and the outcome of any consultations. 17.10 The University will forward the Proposal to affected staff and the Union(s). The Proposal will also be published on the University website. 17.11 The Proposal and any recommendations will be forwarded to the Vice-Chancellor for consideration and determination.

Organisational Change. 17.1 18.1 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 18.2 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. 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 Union(s) 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 18.3 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 18.4 to 17.11 18.11 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 18.4 The University will draft a Consultation Paper to facilitate consultation with, and provision of information to, affected staff and the UnionsUnion(s). The Consultation Paper will address: (i) an explanation of the University’s rationale, process and quantifications that lead to the requirement for change; (ii) means and timeframe for change; (iii) identification of the positions affected and the stakeholders on whom the change will impact; (iv) financial, staffing and training implications; and (v) the measures to be taken to avert or mitigate adverse impact on staff. 17.5 18.5 The University will meet with affected staff and the Union(s) to discuss the Consultation Paper. 17.6 18.6 The Consultation Paper will be placed on the University website and staff and the Union(s) will be given the opportunity to provide comments, recommendations and submissions. 17.7 18.7 The University will consider the comments, recommendations and submissions and provide feedback to the staff member(s) and the Union(s). 17.8 18.8 The Consultative Committee(s) ), will have an opportunity to comment on the process of consultation that has occurred and the issues raised and make any recommendation(s). These recommendations will be considered and reflected in the Proposal referred to in Clause 17.918.9. 17.9 18.9 The University will prepare a formal Proposal which includes the details specified in Clause 17.4 18.4 above and the outcome of any consultations. 17.10 18.10 The University will forward the Proposal to affected staff and the Union(s). The Proposal will also be published on the University website. 17.11 18.11 The Proposal and any recommendations will be forwarded to the Vice-Chancellor for consideration and determination.

Organisational Change. 17.1 20.1 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)Unions. 17.2 20.2 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 impact 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 20.3 The University will draft a Consultation Paper to facilitate consultation with, and provision of information to, affected staff and the Unions. The Consultation Paper will address: (i) an explanation of the University’s rationale, process and quantifications that lead to the requirement for change; (ii) means and timeframe for change; (iii) identification of the positions affected and the stakeholders on whom the change will impact; (iv) financial, staffing and training implications; and (v) the measures to be taken to avert or mitigate adverse impact on staff. 17.5 20.4 The University will meet with affected staff and the Union(s) Unions to discuss the Consultation Paper. 17.6 20.5 The Consultation Paper will be placed on the University website and staff and the Union(s) Unions will be given the opportunity to provide comments, recommendations and submissions. 17.7 20.6 The University will consider the comments, recommendations and submissions and provide feedback to the staff member(s) and the Union(s). 17.8 20.7 The Consultative Committee(s) will have an opportunity to comment on the process of consultation that has occurred and the issues raised and make any recommendation(s). These recommendations will be considered and may be reflected in the Proposal referred to in Clause 17.920.8. 17.9 20.8 The University will prepare a formal Proposal which includes the details specified in Clause 17.4 20.3 above and the outcome of any consultations. 17.10 20.9 The University will forward the Proposal to affected staff and the Union(s)Unions. The Proposal will also be published on the University website. 17.11 20.10 The Proposal and any recommendations will be forwarded to the Vice-Chancellor for consideration and determination.

Organisational Change. 17.1 20.1 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 20.2 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 Union(s) 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 20.3 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 20.4 to 17.11 20.11 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 20.4 The University will draft a Consultation Paper to facilitate consultation with, and provision of information to, affected staff and the UnionsUnion(s). The Consultation Paper will address: (i) an explanation of the University’s rationale, process and quantifications that lead to the requirement for change; (ii) means and timeframe for change; (iii) identification of the positions affected and the stakeholders on whom the change will impact; (iv) financial, staffing and training implications; and (v) the measures to be taken to avert or mitigate adverse impact on staff. 17.5 20.5 The University will meet with affected staff and the Union(s) to discuss the Consultation Paper. 17.6 20.6 The Consultation Paper will be placed on the University website and staff and the Union(s) will be given the opportunity to provide comments, recommendations and submissions. 17.7 20.7 The University will consider the comments, recommendations and submissions and provide feedback to the staff member(s) and the Union(s). 17.8 20.8 The Consultative Committee(s) will have an opportunity to comment on the process of consultation that has occurred and the issues raised and make any recommendation(s). These recommendations will be considered and reflected in the Proposal referred to in Clause 17.920.9. 17.9 20.9 The University will prepare a formal Proposal which includes the details specified in Clause 17.4 20.4 above and the outcome of any consultations. 17.10 20.10 The University will forward the Proposal to affected staff and the Union(s). The Proposal will also be published on the University website. 17.11 20.11 The Proposal and any recommendations will be forwarded to the Vice-Chancellor for consideration and determination.