CONSULTATION ABOUT CHANGE. 13.1 The University will notify affected staff and the NTEU where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment.
CONSULTATION ABOUT CHANGE. 34.1 Purpose of Consultation Consultation means discussion of an issue(s) between the Company, Employees, their representatives and Union(s) with the intent of providing the employees, representatives and Union(s) with a bona-fide opportunity to influence the Company to make a better informed decision in their final assessment.
CONSULTATION ABOUT CHANGE. 6.1 The employer is obliged to engage in consultation where the employer:
CONSULTATION ABOUT CHANGE. Consultation Procedure
CONSULTATION ABOUT CHANGE. 37.1 This clause applies if the Employer:
CONSULTATION ABOUT CHANGE. 9.1 This clause applies if:
CONSULTATION ABOUT CHANGE. For the purposes of this clause consultation means the exchange of information about a matter or issue, explanation of the respective points of view, and taking into account the views of the other. Consultation does not necessarily mean that an agreement can be reached. If agreement cannot be reached the University will provide reasons in writing to the affected staff.
CONSULTATION ABOUT CHANGE. This Agreement recognises that the management of the Company is obligated to carry out its responsibilities in accordance with its policies and additionally, where such policies relating to production, program, organisation or technology may also affect the rights and interests of its Employees, management is also obligated to consider the rights and interests of its Employees in the implementation of such policies. Accordingly:
CONSULTATION ABOUT CHANGE. In line with the FW Act, the KLC supports consultation about major workplace changes.
CONSULTATION ABOUT CHANGE. The University will notify affected staff and the relevant Union(s) where a proposed significant or substantial change will affect staff. Such change includes, but is not limited to, outsourcing or contracting out and changes to University Policies that have a significant and substantial impact on staff terms and conditions of employment. Consultation will be initiated with the provision of a written document outlining the proposal and rationale for proposing the change and proposed impact on staff. Following initial consultation the University will provide written responses to the issues raised in writing by affected staff and/or the relevant Union(s). In order to facilitate this consultation, staff and the relevant Union(s) will be provided with up to two weeks to respond in writing to a proposal presented by management. If a decision to proceed is made by the University, management will consult with the affected staff and with the relevant Union(s) about the implementation of that change, particularly where the change is likely to have an impact on the work, conditions or career prospects of staff. The consultations will be conducted within a frame- work which acknowledges the statutory obligations and responsibilities of the University management and there will be no power of veto over the University's decision-making processes.
