Redundancy disputes. (a) Clauses (b) and (c) below impose additional obligations on an Employer where an Employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute). These additional obligations do not apply to Employers who employ fewer than 15 Employees.
Redundancy disputes. 21.9.1. Sub clauses 22.9.2 and 22.9.3 impose additional obligations on an employer where an employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute). These additional obligations do not apply to employers who employ fewer than 15 employees.
Redundancy disputes. 3.2.4(a) Subclauses 3.2.4(b) and 3.2.4(c) impose additional obligations on an employer where an employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute).
Redundancy disputes. 37.2.1 Where a redundancy dispute arises, and if it has not already done so, an Employer must provide the affected Employee(s) and the Employee’s representative (if requested by any affected Employee) in good time, with relevant information:
Redundancy disputes. 10.5.1 Clauses 10.5.2 and 10.5.3 impose additional obligations on the company where the company contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute).
Redundancy disputes. 35.8.1 Where a redundancy dispute arises, and if it has not already done so, the YWCA Canberra must provide affected employees and their representatives (if requested by any affected employee) in good time, with relevant information including: the reasons for any proposed redundancy; the number and categories of workers likely to be affected; and the period over which any proposed redundancies are intended to be carried out.
Redundancy disputes. [12.2 inserted by PR951586 ppc 23Aug04]
Redundancy disputes. Where a redundancy dispute arises, and if it has not already done so, the Employer must provide affected employees and the union (if requested by any affected employee) in good time, with relevant information including: the reasons for any proposed redundancy; the number and categories of workers likely to be affected; and the period over which any proposed redundancies are intended to be carried out. Where a redundancy dispute arises and discussions occur in accordance with this clause the Employer will, as early as possible, consult with the affected employees or their elected representative on measures taken to avert or to minimise any proposed redundancies and measures to mitigate the adverse affects of any proposed redundancies on the employees concerned.
Redundancy disputes. 18.16.1. Subclauses 11.16.2 and 11.16.3 impose additional obligations on the Employer where the Employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute). These additional obligations do not apply to the Employer if it employs fewer than 15 Employees.
Redundancy disputes. 7.5.10 The following additional obligations on an employer apply where an employer contemplates termination of employment due to redundancy. RIG must, if it has not already done so, provide affected employees and the HSUA (if requested by any affected employee) in good time, with relevant information including:
