REDUNDANCY AND RESTRUCTURING. (a) The parties recognise the serious consequences of loss of employment. The employers undertake to engage in full and early consultation with affected workers before any restructuring takes place. The purpose of this consultation is to explore alternatives and minimise the adverse affects, if any, on workers. Consultation involves the statement of a proposal not yet finally decided upon, listening to what others have to say, considering their responses and then deciding what will be done. Consultation clearly requires more than prior notification. The requirement for consultation should not be treated perfunctorily or as a mere formality. The person(s) to be consulted must be given sufficient opportunity to express their view or to point to difficulties or problems. If changes are proposed and such changes need to be preceded by consultation, the changes must not be made until after the necessary consultation has taken place. Both parties should keep open minds during consultation and be ready to change. Sufficiently precise information must be given to enable the person(s) being consulted to state a view, together with a reasonable opportunity to do so – either orally or in writing. Consultation requires neither agreement nor consensus, but the parties accept that consensus in a desirable outcome. The consultation process will give employees affected, or likely to be affected, by any significant change to staffing, structures or work practices and the union delegates, the opportunity to put forward their views on any proposals or options developed for change prior to any final decision being made. The process shall be as follows:
REDUNDANCY AND RESTRUCTURING. (a) The parties recognise the serious consequences of loss of employment. The employer undertakes to engage in full and early consultation with affected employees before any restructuring takes place. The purpose of this consultation is to explore alternatives and minimise the adverse affects, if any, on employees.
