Common use of Organisational Change Clause in Contracts

Organisational Change. (1) Security of employment is important for the University to function effectively and achieve its strategic goals and enhance quality. However, the parties to the Agreement recognise that change is a normal activity within the operational context of the University. The following processes shall be adopted when significant change is being proposed by the University. (2) Significant change may involve outcomes of the same level of consequence as, but not limited to, termination of employment (including redundancy); changes to the composition or size of the workforce; closure of a University work unit/s; significant changes to work practices, core duties and times and/or hours of operation of employees’ work units; relocating employees to another campus; and a significant reduction in employment or significant adverse impact on employment opportunities (including redeployment). (3) For successful implementation of organisational change there needs to be consultation. Consultation means: a. the sharing of relevant information with employees and their representative b. that employees be given the opportunity to express their views and to contribute in a timely fashion c. that the views of the employees are valued and taken into account by the University. (4) The University will consult employees directly affected by proposed organisational change, including those employees on leave or secondment. Employees are directly affected if the change is likely to have a significant impact on their work practices, working conditions or employment prospects. (5) Employees directly affected, may choose to have the advice, representation and support of their representative during consultation. (6) The University will develop a written change proposal using the template in Appendix 7 if there is more than one ongoing or fixed-term employee directly affected by proposed organisational change. (7) The University may talk to employees about issues that might lead to the change before developing a change proposal. (8) If a change proposal involves a reduction in the number of ongoing employees, the University will seek to use the following measures to mitigate any negative consequences for employees directly affected: a. natural attrition b. voluntary conversion to a reduced employment fraction for a fixed period or on a continuing basis c. voluntary transfer to another work unit d. secondment e. pre-retirement contracts f. voluntary swaps of positions

Organisational Change. (1) Security of employment is important for the University to function effectively and effectively, achieve its strategic goals and enhance quality. However, However the parties to the Agreement recognise that change is as a normal activity within the operational context of the University. The following processes shall be adopted when significant change is being proposed by the University. (2) The University will consult with employees directly affected by proposed significant organisational change, including those employees on leave or secondment. Employees are directly affected if the change is likely to have a significant impact on their work practices, working conditions and/or employment prospects. (3) Significant change may involve outcomes of the same level of consequence as, but not limited to, termination of employment (including redundancy); changes to the composition or size of the workforce; closure of a University work unit/s; introduction of significant technological change; changes to course or unit offerings which change the staffing profile required to teach and/or support the delivery of the course or unit or will significantly impact upon the workload of staff significant changes to work practices, core duties and times and/or hours of operation of employees’ work units; relocating employees to another campus; and a significant reduction in employment or significant adverse impact on employment opportunities (including redeployment). (34) For successful implementation of organisational change there needs to be consultation. Consultation means: a. (a) the sharing of relevant information with employees and their representative b. the Unions (b) that employees be given the opportunity to express their views and to contribute in a timely fashion c. fashion (c) that the views of the employees and the Unions are valued and taken into account by the University. (45) The parties acknowledge that many changes that take place in the workplace can be relatively minor and consequently will be addressed at the workplace level through direct local discussion with individual employees and/or the work unit. In cases of a proposed minor change a formal change process will not apply where all employees in a work area directly affected by minor change have been involved in discussion and consideration of the change, and all of those employees agree with the proposed change. (6) If affected employees advise the University, either directly or through their Union representative that they do not agree with the proposed minor change the formal change process will then commence. (7) The process of academic planning, including decisions on the academic offerings of the University, do not require consultation under the operation of this clause unless a decision taken as part of academic planning leads to a proposal for significant change. (8) The University will consult discuss with employees directly affected by proposed organisational change, including those issues that might lead to change before developing a change proposal. Such discussions may include the preparation of an issues paper which would be made available to employees on leave or secondmentof the work unit prior to the development and release of a formal change proposal. Employees are directly affected if the The following processes shall be adopted when significant change is likely to have a significant impact on their work practices, working conditions or employment prospectsbeing proposed by the University. (59) Employees directly affectedaffected who are members of the Unions party to this Agreement, may choose to have seek the advice, representation and support of their representative Union during consultation. (610) The University will develop a written change proposal using the following template if significant organisational change is proposed. A change proposal will cover: (a) Type and nature of change (b) Reason for the change (c) Current staffing profile and/or current location (d) Proposed staffing profile, and proposed location changes (e) Impact on employees and their work in Appendix 7 if there is more than one ongoing or fixed-term employee the affected work unit (f) Evidence to support a case for outsourcing (g) Any impact on employees in another work unit (h) Any health and safety implications (i) Any equity implications (j) Budgetary impact (k) Proposed implementation plan, including indicative timeframes and any transitional arrangements (11) A change proposal will be sent to all directly affected by proposed organisational changeemployees and Unions of affected employees, including those on leave or secondment, allowing at least 2 weeks for feedback. (712) The University An employee occupying a position proposed to be discontinued may talk to employees about issues that might lead provide a submission directly to the Employment Executive within the consultation period about the proposed changes relating to the position they occupy. The Employment Executive will consider the employee’s submission and make a decision about the proposed discontinuation of the position within 7 days and advise the employee of the outcome of this review. (13) As soon as practicable after the release of a change before developing a proposal, the University will consult with all directly affected employees and the relevant Union/s. Where practicable, consultation will take the form of face to face meetings. (14) Following consultation and taking into account feedback from directly affected employees, the University will finalise the change proposal. (8) 15) The University will distribute the approved final change plan, together with a Management Response document to all directly affected employees before implementing the plan. (16) The University will consult with affected staff and the Union about the process of implementation of, and transition to, the change plan, including any measures identified in subclause (17) below. (17) If a change proposal plan involves a reduction in the number of ongoing employees, the University will seek to use the following measures to mitigate any negative consequences for employees directly affected: a. (a) natural attrition b. (b) voluntary conversion to a reduced employment fraction for a an agreed fixed period or on a continuing basis c. (c) voluntary transfer to another work unit d. secondment e. (d) voluntary secondment (e) pre-retirement contracts f. voluntary swaps of positionscontracts

Organisational Change. (1) Security of employment is important for the University to function effectively and achieve its strategic goals and enhance quality. However, the parties to the Agreement recognise that change is a normal activity within the operational context of the University. The following processes shall be adopted when significant change is being proposed by the University. (2) Significant change may involve outcomes of the same level of consequence as, but not limited to, termination of employment (including redundancy); changes to the composition or size of the workforce; closure of a University work unit/s; significant changes to work practices, core duties and times and/or hours of operation of employees’ work units; relocating employees to another campus; and a significant reduction in employment or significant adverse impact on employment opportunities (including redeployment). (3) For successful implementation of organisational change there needs to be consultation. Consultation means: a. the sharing of relevant information with employees employees, and where chosen, their representative representative. b. that employees be given the opportunity to express their views and to contribute in a timely fashion c. that the views of the employees are valued and taken into account by the University. (4) The University will consult employees directly affected by proposed organisational change, including those employees on leave or secondment. Employees are directly affected if the change is likely to have a significant impact on their work practices, working conditions or employment prospects. (5) Employees directly affected, may choose to have the advice, representation and support of their representative during consultation. (6) The University will develop a written change proposal proposal, using the template in Appendix 7 Schedule 8, if there is more than one ongoing or fixed-term employee directly affected by proposed organisational change. (7) The University may talk to employees about issues that might lead to the change before developing a change proposal. (8) If a change proposal involves a reduction in the number of ongoing employees, the University will seek to use the following measures to mitigate any negative consequences for employees directly affected: a. natural attrition b. voluntary conversion to a reduced employment fraction for a fixed period or on a continuing basis c. voluntary transfer to another work unit d. secondment e. pre-retirement contracts f. voluntary swaps of positions