Employee to be informed. 27.1.1 Where the Employer has decided to take action that is likely to have a significant effect on an employee, the employee is entitled to be informed by the Employer, as soon as reasonably practicable after the decision has been made.
Employee to be informed. (a) Where the employer has decided to make an employee redundant, the employee is entitled to be informed by the employer, as soon as reasonably practicable after the decision has been made, of the action or redundancy, as the case may be. Discussion to occur
Employee to be informed. At the time of engagement, Seqwater will inform each employee of the terms of their engagement including their employment category in accordance with Clause 3.1.
Employee to be informed. Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing. Status of employee An employee whose job functions are modified or who is reassigned shall be deemed to continue to hold the job that she held at the time of making the request under subsection 204(1), and shall continue to receive the wages and benefits that are attached to that job.
Employee to be informed. Where the employer has decided to take action that is likely to have significant effect on an employee or to implement redundancies, each employee is entitled to be informed by the employer (as soon as reasonably practicable) when a decision is likely to be made of the action or the redundancy, as the case may be. The employer shall and discuss with the employee the likely effects of the action or the redundancy on the employee and measures that may be taken by the employee or the employer to avoid or minimise a significant effect, as the case may be.
Employee to be informed. Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing. Status of employee An employee whose job functions are modified or who is reassigned shall be deemed to continue to hold the job that she held at the time of making the request under subsection 204(1), and shall continue to receive the wages and benefits that are attached to that job. E mployee’s right to leave An employee referred to in subsection (4) is entitled to and shall be granted a leave of absence for the duration of the risk as indicated in the medical certificate.
Employee to be informed. Where the employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the employer shall so inform the employee in writing. Status of employee An employee whose job functions are modified or who is reassigned shall be deemed to continue to hold the job that she held at the time of making the request under subsection 204(1), and shall continue to receive the wages and benefits that are attached to that job. Employee’s right to leave An employee referred to in subsection (4) is entitled to and shall be granted a leave of absence for the duration of the risk as indicated in the medical certificate.
Employee to be informed. Where the Employer has decided to: - ♦ Take action that is likely to have significant effect on an employee; or ♦ Implement redundancies, Employee are entitled to be informed by the Employer (as soon as reasonably practicable), when a decision is likely to be made of the action or the redundancy, as the case may be, and discuss with Employee the following matters: ♦ The likely effects of the action or the redundancy; and ♦ Measures that may be taken by Employee or the Employer to avoid or minimise a significant effect, as the case may be.
Employee to be informed in writing‑‑Recorded interviews. In the case of any major investigation and before any interview commences, the employee to be interviewed shall be informed in writing of the nature of the investigation including information necessary to reasonably apprise him/her of the allegations of any complaint and the employee shall be afforded an opportunity and facilities to contact and consult privately with an attorney of his/her own choosing before being interviewed. Such employee may request that the interview be recorded, either mechanically or by a stenographer, and no questions shall be asked "off the record." Upon request, the officer under investigation shall be provided an exact copy of any written statement he/she has signed and a verbatim transcript of any interview of such employee.
