Common use of Change Impact Statement Clause in Contracts

Change Impact Statement. (Step 1)‌ Prior to consultation regarding Major Change required by this clause, the Employer will provide affected Employee/s and their Union/s with a written Change Impact Statement setting out all relevant information including: (a) the details of proposed change; (b) the reasons for the proposed change; (c) the possible effect on Employees of the proposed change on workload and other occupational health and safety impacts; (d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects. (e) the expected benefit of the change; (f) measures the Employer is considering that may mitigate or avert the effects of the proposed change; (g) the right of an affected Employee to have a representative including a Union/s representative at any time during the change process, and (h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or cannot be disclosed under the Health Services Act 1988 or other legislation.

Change Impact Statement. (Step 1)‌ Prior to consultation regarding Major Change required by this clause, the Employer will provide affected Employee/s and their Union/s with a written Change Impact Statement setting out all relevant information including: (a) the details of proposed change; (b) the reasons for the proposed change; (c) the possible effect on Employees of the proposed change on workload and other occupational health and safety impacts; (d) where occupational health and safety impacts are identified, a risk assessment of the potential effects of the change on the health and safety of Employees, undertaken in consultation with HSRs, and the proposed mitigating actions to be implemented to prevent such effects. (e) the expected benefit of the change; (f) measures the Employer is considering that may mitigate or avert the effects of the proposed change; (g) the right of an affected Employee to have a representative including a Union/s Union representative at any time during the change process, and (h) other written material relevant to the reasons for the proposed change (such as consultant reports), excluding material that is commercial in confidence or cannot be disclosed under the Health Services Act 1988 or other legislation.