CONSULTATION REGARDING MAJOR WORKPLACE CHANGE Sample Clauses
The 'Consultation Regarding Major Workplace Change' clause requires an employer to engage in discussions with employees or their representatives before implementing significant changes in the workplace. This typically involves notifying affected staff about proposed changes, such as restructures, redundancies, or alterations to work practices, and providing an opportunity for feedback or negotiation. The core function of this clause is to ensure transparency and employee involvement in decision-making, helping to manage the impact of major changes and reduce potential disputes.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 8.1 Consultation Prior to a Definite Decision Being Made
(a) Where an Employer is considering making a decision to introduce major change, the Employer may choose to discuss with the Employees who may be affected and their Employee representative/s, which may include the Union/s, prior to making the decision to introduce change.
(b) It is agreed that Employees may be able to offer valuable solutions and/or alternative solutions before major changes are made.
(c) Where an Employer chooses to consult with Employees who are likely to be affected by a decision to introduce major change, consultation can be informal and is not required to be in writing.
8.2 Consultation After a Definite Decision has Been Made
(a) Where an Employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on Employees, the Employer must notify the Employees who may be affected by the proposed changes and their representatives, which may include the Union/s.
(b) Significant effects include termination of employment; major changes in the composition, operation or size of the Employer’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of Employees to other work or locations; and the restructuring of jobs. Provided that where the Agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. (1) This clause applies if a major workplace change is likely to have a significant effect or there is a change to the regular roster or ordinary hours of work on Employees (the relevant Employees).
(2) The Company must notify and provide information to the relevant Employees of:
(a) a major workplace change that is likely to have a significant effect on the Employees; or
(b) a change to their regular roster or ordinary hours of work.
(3) The Company must consult and invite the relevant Employees to give their views about:
(a) the timing and introduction of the change;
(b) the impact the change is likely to have on the Employees (including any impact in relation to their family or caring responsibilities); and
(c) measures the Company is taking to avert or mitigate the adverse effect of the change on the Employees.
(4) The Company is not required to disclose confidential or commercially sensitive information to the relevant Employees.
(5) The Company must consider matters raised about the major change or changes to their regular roster or ordinary hours of work by the relevant Employees.
(6) Where the Company proposes to introduce a change to the regular roster or ordinary hours of work of Employees on a particular site, the Company will:
(a) Provide information to the Employees about the change;
(b) Invite Employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities); and
(c) Consider any views given by the Employees about the impact of the change.
(7) The Company will discuss with the affected Employees the introduction of the change, all relevant information about the change, including the nature of the change, information about what the Company reasonably believes will be the effects of the change on the Employees and information about any other matters the Company reasonably believes are likely to affect the Employees.
(8) However, the Company is not required to disclose confidential or commercially sensitive information to the relevant Employees.
(9) The discussions will commence as soon as practicable after proposing to introduce the change and Employees will be invited to give their views about the impact of the change.
(10) The Company will give prompt and genuine consideration to matters raised about the change by the affected Employees.
(11) At any stage during the processes in this clause, an Employee may appoint a representative of their choice in writing. The Company...
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE.
2.2.1 Where an employer has made an in-principle decision to introduce major changes in production, program, organisation, structure and/or to introduce new technology that is likely to have significant effects on employees, the employer will notify the employees who may be affected by the proposed changes and will undertake consultation as provided in this clause.
2.2.2 If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation and advises the employer of the identity of the representative, then the employer must recognise the representative.
2.2.3 Consultation must commence as early as practicable after an in-principle decision has been made by the employer to make the changes referred to in clause 2.2.1.
2.2.4 The employer will consult with the employees affected and their representatives, if any, in relation to: the introduction of the changes referred to in clause 2.2.1; the effects the changes are likely to have on employees; and measures to avert or mitigate the adverse effects of such changes on employees. For the purposes of the consultation, such information will be provided to relevant employees (and their representative(s)) in writing, however, the employer is not required to disclose confidential or commercially sensitive information.
2.2.5 The employer will give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes as part of making a final decision.
2.2.6 In clause 2.2.1, “significant effects” include: termination of employment; major changes in the composition, operation or size of the employer’s workforce or in the skills required; the elimination or diminution of job opportunities (including promotion opportunities or job tenure); the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs.
2.2.7 If a term in this Agreement makes provision for a major change referred to in clause 2.2.1, then clauses 2.2.3 to 2.2.5 are taken not to apply.
2.2.8 Where an in-principle decision is made by the employing authority to contract out work currently being done by a school employee(s), that decision will be deemed to be a major change as encompassed by this clause. In such circumstances the employer will consult with the affected employee(s) and the relevant union(s) before a decision on this matter is finalised. Such consultation need not occur where contrac...
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 44.1 This clause applies if:
a) The employer has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
b) The change is likely to have a significant effect on employees of the enterprise.
44.2 The employer must notify the relevant employees, and their representatives, if any, of the decision to introduce the major change.
44.3 The relevant employees and the employer may appoint a representative for the purposes of the procedures in this clause if:
a) A relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
b) The employee or employees advise the organisation of the identity of the representative;
c) The employer must recognise the representative.
44.4 As soon as practicable after making its decision, the employer must discuss with the relevant employees:
a) The introduction of the change; and
b) The effect the change is likely to have on the employees; and
c) Measures the employer is taking to avert or mitigate the adverse effect of the change on the employees;
44.5 For the purposes of the discussion, the employer must provide, in writing, to the relevant employees:
a) All relevant information about the change including the nature of the change proposed; and
b) Information about the expected effects of the change on the employees; and
c) Any other matters likely to affect the employees.
44.6 Further to the obligations of clause 44.4 above, however, the employer is not required to disclose confidential or commercially sensitive information to the relevant employees.
44.7 The employer must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
44.8 In this clause, a major change is likely to have a significant effect on employees if it results in:
a) The termination of the employment of employees; or
b) Major change to the composition, operation or size of the employer’s workforce or to the skills required of employees; or
c) The elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
d) The alteration of hours of work; or
e) The need to retrain employees; or
f) The need to relocate employees to another workplace; or
g) The restructuring of jobs.
44.9 In this clause “relevant employees” mean the employees who may be affected by the major change.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 9.1 This clause 9 applies if:
a) The Company has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprises that is likely to have a significant effect on Employees of the Company; or
b) proposes to introduce a change to the roster or ordinary hours of work of the Employee(s).
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. (i) Employer to notify
(a) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must notify the employees who may be affected by the proposed changes and their representatives, if any.
(b) Significant effects include termination of employment; major changes in the composition, operation or size of the employer’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that where this agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
(ii) Employer to discuss change
(a) The employer must discuss with the employees affected and their representatives, if any, the introduction of the changes referred to in clause 21(i), the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.
(b) The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 21(i).
(c) For the purposes of such discussion, the employer must provide in writing to the employees and the Union, or other elected representative as nominated by the employees, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 31.1 This clause applies if:
(a) the Employer has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
(b) the change is likely to have a significant effect on Principals of the enterprise.
31.2 The Employer must notify the relevant Principals and the Union, of the decision to introduce the major change. The Employer will notify Principals of their right to appoint a representative for the purposes of consultation, and if a Principal advises the Employer of the identity of the representative, the Employer must recognise the representative.
31.3 As soon as practicable after making its decision, the Employer must:
(a) discuss with the relevant Principals:
(i) the introduction of the change;
(ii) the effect the change is likely to have on the Principals;
(iii) measures the Employer is taking to avert or mitigate the adverse effects of the change on the Principals; and
(b) for the purposes of the discussion — provide, in writing, to the relevant Principals, and where appointed as a representative, the Union:
(i) all relevant information about the change including the nature of the change proposed;
(ii) information about the expected effects of the change on the Principals;
(iii) where a change involves the termination of a Principal’s employment, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of Principals likely to be affected, and the number of Principals normally employed, and the period over which the terminations are likely to be carried out; and
(iv) any other matters likely to affect the Principals.
31.4 The Employer is not required to disclose confidential or commercially sensitive information to the relevant Principals or their representative.
31.5 The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Principals or their representative.
31.6 In this clause, a major change is likely to have a significant effect on Principals if it results in:
(a) the termination of the employment of Principals; or
(b) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Principals; or
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain Principals; or
(f) ...
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 8.1 Consultation Prior to a Definite Decision Being Made
(a) Where an employer is considering making a decision to introduce major change, the employer may choose to discuss with the employees who may be affected and their employee representative/s, which may include the Union/s, prior to making the decision to introduce change.
(b) It is agreed that employees may be able to offer valuable solutions and/or alternative solutions before major changes are made.
(c) Where an employer chooses to consult with employees who are likely to be affected by a decision to introduce major change, consultation can be informal and is not required to be in writing.
8.2 Consultation After a Definite Decision has Been Made
(a) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must notify the employees who may be affected by the proposed changes and their representatives, which may include the Union/s.
(b) Significant effects include termination of employment; major changes in the composition, operation or size of the employer’s workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that where this agreement makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 76.1 Any Employer with an existing organisational change agreement (however titled) with the Union that is reduced to writing will continue to apply the terms of that Agreement as though they were terms of Section 3. An Employer without such an agreement will, as a minimum, apply the following procedure.
76.2 Where an Employer has made a definite decision to implement major changes in its program organisation, structure or technology that are likely to have a significant impact on Employees, the Employer shall, as early as practicable, consult with Employees, the local representatives of the union and the ▇▇▇, before the introduction of any proposed changes.
76.3 The Employer shall discuss with the affected Employees, their union representatives at the workplace and the ▇▇▇, amongst other things:
76.3.1 the introduction of changes that are likely to have significant effect on Employees;
76.3.2 the effects such changes are likely to have on Employees; and
76.3.3 the reasons for any proposed redundancies and measures to avert or mitigate adverse effects of such changes on Employees.
76.4 For the purposes of such discussion, the Employer shall provide in writing to the affected Employees and their union representatives:
76.4.1 all relevant information about the changes, including the nature of the changes proposed;
76.4.2 reasons for any proposed redundancies and the number of Employees and categories likely to be affected; and
76.4.3 the expected effects of the changes on Employees and other matters that may impact on them, provided that the Employer is not required to disclose confidential information, the disclosure of which would be contrary to the Employer’s interests.
CONSULTATION REGARDING MAJOR WORKPLACE CHANGE. 6.1 This term applies if the Company:
(i) has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or
(ii) proposes to introduce a change to the regular roster or ordinary hours of work of employees.