Changes to regular rosters or ordinary hours of work. (a) The School will consult with Teachers about a change to their regular roster or ordinary hours of work.
Changes to regular rosters or ordinary hours of work. (a) The Employer will consult with Employees about a change to their regular roster or ordinary hours of work.
Changes to regular rosters or ordinary hours of work. 6.1 The School will consult with Teachers about a change to their regular roster or ordinary hours of work.
Changes to regular rosters or ordinary hours of work. Where the ACTPS proposes to introduce a change to the regular roster or ordinary hours of work of employees, the following will apply: the Chief Executive must notify the relevant employees of the proposed change; the Chief Executive must recognise the affected employee(s) union or other representative; as soon as practicable after proposing to introduce the change, the Chief Executive must: discuss with the relevant employees the introduction of the change; and for the purposes of the discussion, provide to the relevant employees: all relevant information about the change, including the nature of the change; and information about what the Chief Executive reasonably believes will be the effects of the change on the employees; and information about any other matters that the Chief Executive reasonably believes are likely to affect the employees; and invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities). However, the Chief Executive is not required to disclose confidential or commercially sensitive information to the relevant employees. The Chief Executive must give prompt and genuine consideration to matters raised about the change by the relevant employees. These provisions are to be read in conjunction with other consultative obligations detailed in the Agreement. Note: In this term "relevant employees" means the employees who may be affected by a change referred to in subclause G1.7. In addition, the employer undertakes that, for the purposes of subclause G1.2, the Chief Executive will recognise and consult with the affected employee(s), their union or other representative. Dispute Avoidance/Settlement Procedures The objective of these procedures is the prevention and resolution of disputes about: matters arising in the workplace, including disputes about the interpretation or implementation of the Agreement; and the application of the National Employment Standards. For the purposes of this clause, except where the contrary intention appears, the term ‘parties’ refers to ‘parties to the dispute’. All persons covered by this Agreement agree to take reasonable internal steps to prevent, and explore all avenues to seek resolution of, disputes. An employee who is a party to the dispute may appoint a representative, which may be a relevant union, for the purposes of the procedures of this clause. In the event there is a dispute, the following processes wil...
