REDUNDANCY CONSULTATION. (a) Where a redundancy situation arises the employer shall commence consultation with the relevant signatory trades unions in line with statutory requirements, or as soon as reasonably practicable thereafter given the short-term changes in circumstances commonly experienced in engineering construction.
(b) Arrangements for collective consultation do not remove any separate, legal requirement for individual consultation.
REDUNDANCY CONSULTATION. 9.1 The Council shall if so requested prior to the Services Commencement Date fully co-operate with Hoople regarding any pre-transfer consultation that Hoople wishes to undertake with representatives of any Employees for the purposes of sections 188 to 198 of TULR(C)A 1992 and shall, for the purposes of section 198A(3)(a) of TULR(C)A 1992, provide its agreement to Hoople as requested.
9.2 Hoople shall if so requested at any time during the last [insert number] months of the Term fully co- operate with the Council and any Successor Supplier regarding any pre-transfer consultation that the Council or any Successor Supplier wishes to undertake with representatives of any Hoople Personnel for the purposes of sections 188 to 198 of TULR(C)A 1992 and shall, for the purposes of section 198A(3)(a) of TULR(C)A 1992, provide its agreement to the Council or any Successor Supplier as requested.
REDUNDANCY CONSULTATION. This clause also applies where Xxxxx Australia has made a definite decision that Xxxxx Australia will no longer employ an employee for operational reasons as defined by the Fair Work Act 2009.
REDUNDANCY CONSULTATION. 10.8.1 Where a definite decision has been taken to introduce major changes (as defined in the Award), Emirates will discuss with and provide in writing to the affected employees and their elected representative(s) relevant information regarding:
a) the reasons for any proposed redundancy; and
b) the number and categories of employees likely to be affected; and
c) the period over which any proposed redundancies are intended to be carried out; and
d) measures taken to avert or mitigate the effects of changes on the employees.
REDUNDANCY CONSULTATION. (a) Where Bunnings has made a definite decision it no longer wishes 15 or more Team Members to do the jobs they have been doing to be done by anyone else and that decision may lead to termination of employment, Bunnings will hold discussions with the Team Members directly affected and where applicable with the Union.
(b) Where Bunnings has made a definite decision it no longer wishes between one and 14 Team Members to do the job they have been doing to be done by anyone and that decision may lead to termination of employment, Bunnings will hold discussions with the Team Members directly affected.
(c) The discussions will take place as soon as is practicable and will cover, amongst other matters the reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the Team Members concerned.
(d) For the purposes of the discussion Bunnings will, as soon as practicable, provide in writing to the team members concerned and the Union, if applicable, all information relevant to the proposed terminations. Provided Bunnings will not be required to disclose confidential information detrimental to Bunnings’ interests.
REDUNDANCY CONSULTATION a. The Company will meet as a minimum its statutory obligations to consult the employee(s) and where the employee (s) choose their chosen representative, on matters relating to redundancies including the measures to avert and minimise redundancies.
b. Before implementing any compulsory redundancies the Company will investigate, provide information to and consult with the affected employees in relation to the following options: • termination of all casual and temporary positions from the Company before making full- time or part-time positions redundant; • seeking expressions of interest from employees for voluntary redundancies; • re-deployment of employees to other positions within the Company; • employees taking extended leave and exhausting accumulated leave; • employees taking periods of unpaid leave; and • Full-time employees converting to part-time or job share. Only after the options listed above have been explored a process of selection of employees for compulsory redundancy, based on an assessment of each position, will take place.
REDUNDANCY CONSULTATION. When the Company has made such a decision, it will provide in writing to the employees and, if requested by the employee to their representative, relevant information about the proposed terminations. The Company will then hold discussions with the affected employees (and if requested by the employee with their representative).
REDUNDANCY CONSULTATION. Consultation involves the statement of a proposal not yet finally decided upon. The consultation process will give employees affected, or likely to be affected, by any significant change to staffing, structures or work practise, and the Union the opportunity to put forward their views on any proposals or options developed for change prior to any final decision being made. From time to time, directives will be received from government and other external bodies, or through legislative change. On such occasions, the consultation will be related to the implementation process of these directives. If as a result of the review the Employer disestablishes an employee’s position Home Support North shall in the first instance consider redeploying affected employees elsewhere in the organisation, depending upon the skills, experience, and suitability of the support worker for the available roles. A redundant employee who is not able to be redeployed will receive four weeks’ notice of the termination of their employment. This notice is instead of and not in addition to the notice provided in clause 34. Where an employee is made redundant support shall be made available in the form of CV writing, interview skills training and EAP. During the notice period employees will be allowed paid leave to attend job interviews provided that satisfactory evidence is produced if required by the Employer. Employees may accept other employment during the notice period, in which case employees may be paid for the un-worked portion of the notice period at the discretion of the Employer.
REDUNDANCY CONSULTATION. (a) Where the Company has made a definite decision that the Company no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary turnover of labour and that decision may lead to termination of employment the Company shall hold discussions with the employees directly affected (and their representative if requested by the affected employee).
(b) The discussions shall take place as soon as is practicable after the Company has made a definite decision, and shall cover, any reasons for the proposed terminations, measures to minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned.
REDUNDANCY CONSULTATION. Where the employer has made a definite decision that it no longer wishes a particular job to be done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the employer must hold discussions with the employees directly affected and with the employee’s representatives/union.
(A) The discussions must take place as soon as practicable prior to the employer making a definite decision under clause 45.5, and will cover, among other things, any reasons for the proposed reduction, measures to avoid or minimise terminations and measures to mitigate any adverse effects of any terminations on the employee(s) concerned.
(B) For the purposes of the discussion the employer must, as soon as practicable, provide in writing to the employee(s) concerned and the employee’s representatives/union:
(i) all relevant information about the proposed changes including the reasons for the proposed changes.
(C) Under clause 45.5(B), the company must not be required to disclose confidential information the disclosure of which would harm the company’s interests.
(D) Provided that nothing in the operation of this clause seeks to override or limit the intent and operation of clause 45.4.
(E) The consultation process including consideration of alternative measures referred to in 45.2 and options such as voluntary redundancy and voluntary redeployment shall be five weeks excepting that:
(i) The period of consultation will be extended by a further two weeks if circumstances exist within a specific trade area to warrant agreement between the parties failing agreement either party may seek a determination by FWC in accordance with clause 42 (Dispute Resolution).
(ii) The period of consultation may be reduced further if the employees engaged within a specific trade area hold a vote to reduce the consultation period. The majority of employees within that trade area must vote in favour of the proposal before the consultation period can be reduced.
