INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 8.1 Employer's duty to notify
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 10.1 The Employer may institute a Workplace Relations Committee (WRC), it would be a joint employee and management committee whose purpose could be to oversee implementation of this Agreement, and facilitate consultation between Coolrest Pty Ltd and its employees.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 17.1 Company’s Duty to Notify
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 8.1 Changes in work procedures, programme organisation, structure and technology that are likely to have significant effects on employees will be notified to employees affected by the proposed changes.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 2.1.1 Employer's duty to notify Where the employer has made a definite decision to introduce major change in production, program, organisation, structure or technology that is likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the employee representatives of the affected employees’ choice, which may include the union. Significant effects include redundancy, 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. Where the agreement makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. The University will notify affected staff and where a staff member chooses, the affected staff member’s Representative(s), and the JCC, where a proposed significant and substantial change will affect staff. “Significant and substantial change” will include, but not be limited to, outsourcing or contracting out and changes to university employment policies that have a significant and substantial impact on staff terms and conditions of employment. If a decision to proceed is made by the University, then management will consult with the affected staff and where the staff members choose, with their Representative(s), or where the staff members choose, with the JCC about the implementation of that change. The consultations will be conducted within a framework 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.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. (1) This term applies if the employer:
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 10.1.1 In order to avoid disputation, the following procedure will be undertaken when major change is to take place within the workplace.
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE. 7.1. Where SPAR Australia Limited 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, or proposes to introduce a change to the regular roster or ordinary hours of work of employees, SPAR Australia Limited shall notify the employees who may be affected by the proposed changes, and the Union or other nominated employee representative, no later than twenty-eight
INTRODUCTION OF MAJOR CHANGE IN THE WORKPLACE
