Workplace Consultation Clause Samples
Workplace Consultation. 8.1 This term applies if Fonterra:
(a) 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
(b) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
8.2 For a major change referred to in clause 8.1(a):
(a) Fonterra must notify the relevant Employees of the decision to introduce the major change; and
(b) sub-clauses 8.3 to 8.9 apply.
8.3 The Relevant Employees may appoint a representative for the purposes of the procedures in this term.
8.4 ▇▇▇▇▇▇▇▇ must recognise any appointed representative if:
(a) a Relevant Employee appoints, or Relevant Employees appoint, a representative for the purposes of consultation; and
(b) the Employee or Employees advise Fonterra of the identity of the representative;
8.5 As soon as practicable after making its decision, Fonterra must:
(a) discuss with the Relevant Employees:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the Employees; and
(iii) measures Fonterra is taking to avert or mitigate the adverse effect of the change on the Employees; and
(b) for the purposes of the discussion—provide, in writing, to the Relevant Employees:
(i) all relevant information about the change including the nature of the change proposed; and
(ii) information about the expected effects of the change on the Employees; and
(iii) any other matters likely to affect the Employees.
8.6 However, Fonterra is not required to disclose confidential or commercially sensitive information to the Relevant Employees.
8.7 Fonterra must give prompt and genuine consideration to matters raised about the major change by the Relevant Employees.
8.8 If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of Fonterra, the requirements set out in clause 8.2(a) and sub-clauses 8.3 and 8.5 are taken not to apply.
8.9 In this term, a major change is likely to have a significant effect on Employees if it results in:
(a) the termination of the employment of Employees;
(b) a major change to the composition, operation or size of Fonterra’s workforce or to the skills required of Employees;
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure);
(d) the alteration of hours of work;
(e) the need to re...
Workplace Consultation. 38.1 This term applies if:
(i) the Company has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise; and
(ii) the change is likely to have a significant effect on employees of the Company.
(iii) the company proposes to introduce a change to the regular roster or ordinary hours of work of employees.
38.2 The Company must notify the relevant employees of the decision to introduce the major change.
38.3 The relevant employees may appoint a representative for the purposes of the procedures in this term.
38.4 If:
(i) a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and
(ii) the employee or employees advise the Company of the identity of the representative; the Company must recognise the representative.
38.5 As soon as practicable after making its decision, the company must:
(a) discuss with the relevant employees:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the employees; and
(iii) measures the company is taking to avert or mitigate the adverse effect of the change on the employees; and
(b) for the purposes of the discussion provide, in writing, to the relevant employees:
(i) all relevant information about the change including the nature of the change proposed; and
(ii) information about the expected effects of the change on the employees; and
(iii) any other matters likely to affect the employees.
38.6 However, the Company is not required to disclose confidential or commercially sensitive information to the relevant employees.
38.7 The Company must give prompt and genuine consideration to matters raised about the major change by the relevant employees.
38.8 If a term in the enterprise agreement provides for a major change to production, program, organisation, structure or technology in relation to the operations of the Company, the requirements set out in subclauses 38.2, 38.3 and 38.5 are taken not to apply.
38.9 In this term, a major change is likely to have a significant effect on employees if it results in:
(i) the termination of the employment of employees; or
(ii) major change to the composition, operation or size of the Company's workforce or to the skills required of employees; or
(iii) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(iv) the alteration of hours of work; or
(v) the need to retrain em...
Workplace Consultation. The company and its employees are committed to maintaining and improving workplace communication, and to that end will continue to support and actively participate in consultation in the workplace.
Workplace Consultation. 6.4.1 This term 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) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
Workplace Consultation. 17.1 This clause applies if Qube:
a. 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
b. proposes to introduce a change to the regular roster or ordinary hours of work of Employees
17.2 For a major change referred to in paragraph 17.1(a):
(a) Qube must notify the relevant Employees of the decision to introduce the major change; and
(b) subclauses 17.3 to 17.9 apply.
17.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term.
17.4 If:
(a) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and
(b) the Employee or Employees advise Qube of the identity of the representative;
17.5 As soon as practicable after making its decision, Qube must:
(a) discuss with the relevant Employees:
(i) the introduction of the change; and
(ii) the effect the change is likely to have on the Employees; and
(iii) measures Qube is taking to avert or mitigate the adverse effect of the change on the Employees; and
(b) for the purposes of the discussion—provide, in writing, to the relevant Employees:
(i) all relevant information about the change including the nature of the change proposed; and
(ii) information about the expected effects of the change on the Employees; and
(iii) any other matters likely to affect the Employees.
17.6 However, Qube is not required to disclose confidential or commercially sensitive information to the relevant Employees.
17.7 Qube must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
17.8 If a term in this agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of Qube, the requirements set out in paragraph 17.2(a) and subclauses 17.3 and 17.5 are taken not to apply.
17.9 In this term, 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 Qube’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 a...
Workplace Consultation. The development of effective participative/consultative practices is important in the process of award restructuring and can lead to advantages for both employers and employees. It is therefore recommended that participative/consultative mechanisms at the enterprise level be implemented.
Workplace Consultation. 42.1 The parties agree that a precondition for the effective operation of this Agreement is the continued operation of the Consultative Committee.
42.2 The Consultative Committee shall consist of an equal number of management and workplace nominees, provided that the Committee consists of no less than two workplace nominees and two management representatives.
42.3 The Consultative Committee will hear reports by the management representative(s) and the employee representative(s) on a wide range of issues. Any initiative which is likely to impact the working conditions of the employees or their job security should be referred to the consultative committee for discussion.
Workplace Consultation.
8.1 The Company will consult with its employees at an individual and work location level regarding the ongoing organisation and performance of work arising from this Agreement.
8.2 Matters raised by the Company, employees or, at the request of an employee the Representative, that affect the ongoing organisation or performance of work will be dealt with as soon as practicable.
8.3 Consultation about changes to rosters or hours of work
(a) Where the Company proposes to change the employees’ regular roster or ordinary hours of work, the Company must consult with the employee or employees affected and their representatives, if any, about the proposed change.
(b) The Company must:
(i) provide to the employee or employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence);
(ii) invite the employee or employees affected and their representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and
(iii) give consideration to any views about the impact of the proposed change that are given by the employee or employees concerned and/or their representatives.
(c) The requirement to consult under this clause does not apply where an employee has irregular, sporadic or unpredictable working hours.
(d) These provisions are to be read in conjunction with other agreement provisions concerning the scheduling of work and notice requirements
Workplace Consultation. 8.1 This clause will apply if an Employer:
(a) 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 Employees; or
(b) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
8.2 For a major change referred to in clause 6.1(a):
(a) the Employer must notify the relevant Employees of the decision to introduce the major change; and
(b) subclauses 6.3 to 6.6, and clause 6.10, will apply.
8.3 As soon as practicable after making its decision, the Employer must: (a) discuss with the relevant Employees (or their representatives):
(i) the introduction of the major change;
(ii) the effect the change is likely to have on the Employees; and
(iii) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and
Workplace Consultation. This clause is to be read in conjunction with clause 7. The parties are committed to the effective operation of each Shipboard Management Committee, the Works Committee and Health and Safety Committee. This will include further progress to a team approach and to openness and consultation through proper channels. The consultative process will enhance involvement and understanding of the employees in the process of continuous improvement while providing a basis to resolve issues and ensure the intent of the Agreement is realised.