Employee Protection Provisions. 35.14.1 The parties acknowledge that Section 69M of the Employment Relations Act requires all collective agreements to contain provisions in relation to the protection of employees where their employer's business is restructured. It is agreed that these provisions exist within the current collective agreement (e.g. Clause 35.1 Management of Change and Clause 35.13 Change of Ownership) or by virtue of the statutory provisions set out in Sections 19, 20 and 21 of Schedule 1B of the Employment Relations Act.
Employee Protection Provisions. 8.5.1 Where work undertaken by an employee covered by this Agreement will be, or is likely to be undertaken by a new employer the employer will: • Provide the new employer with details of the work currently performed by the employees concerned together with details of the terms and conditions of their employment; and • Seek a proposal for the employment (if any) of the affected employees by the new employer, including the terms and conditions upon which those employees would be offered employment by the new employer; and • Arrange to meet with the new employer for the purpose of negotiating on the proposal; and • Notify the National Office of the union where any affected employees are union members; and Note that the notice provisions of the surplus staffing provisions in this Agreement shall apply.
Employee Protection Provisions. The provisions of this clause shall apply in the event of the contracting out of any work of the employees covered by this agreement, or in the event of the sale or transfer of ownership of all or part of the business, except where the incoming employer offers employees employment on terms and conditions no less favourable, then the employee shall be deemed not to have been made redundant and shall not be entitled to any redundancy compensation on termination of employment.
Employee Protection Provisions. The parties acknowledge that Section 69M of the Employment Relations Act 2000 requires all collective agreements to contain provisions in relation to the protection of employees where their employer’s business is restructured. It is agreed that these provisions exist within the current collective agreement (e.g., clause 10 (Management of Change) and clause 10.8 (Change of Ownership) or by virtue of the statutory provisions set out in Sections 19, 20 and 21 of Schedule 1B of the Employment Relations Act 2000. 11 Administration pay system This section sets out how the national health administration workers’ pay system works. It includes: • Starting rates • Pay scales • Pay progression • Pay structure rules
Employee Protection Provisions. 36 Section 23.1 Liability Insurance 36 Section 23.2 Employer Responsibility 36 Section 23.3 Legal Representation 36 Section 23.4 Cooperation 36 Section 23.5 Applicability 36
Employee Protection Provisions. Paragraph F of the Extension & Eleventh Amendment Agreement of Contract Serial Nos. 0070, 8107, 8108, G8805, G8891 and G9325 and ARTICLE 45 of contracts under Serial No. 7165 is hereby amended to read as follows:
Employee Protection Provisions. Howick Baptist Healthcare Ltd shall, when considering to contract out, sell or lease or transfer all or any part of Howick Baptist Healthcare Limited, follow the process outlined below: meet with the unions party to this agreement to discuss the proposal to contract out, sell, lease or transfer all or part of its operation and set time frames for this process; after receiving proposals from the potential purchasers, leasors or contractors shall meet with the unions to discuss and consult about the proposals, including the advantages and disadvantages in relation to costs and benefits which would result from selling, leasing or contracting out; If Howick Baptist Healthcare Ltd decides to contract out, sell, lease or transfer all or any part of its operations at Howick Baptist Healthcare Limited, use its best endeavours to ensure employees are offered employment with the same terms and conditions with the new employer, including recognition of service as continuous. This information will then be included in the sale and purchase agreement. All affected employees must be given a reasonable opportunity to exercise their right to elect to transfer to the new employee, or not transfer. Where Howick Baptist Healthcare Ltd is unable to secure continuity of employment with the Purchaser, it shall meet with the unions to discuss options available to affected employees, including:
Employee Protection Provisions. 13.1 Where the Employer proposes to restructure its business by:
Employee Protection Provisions. The parties acknowledge that Section 69M of the Employment Relations Act 2000 requires all collective agreements to contain provisions in relation to the protection of employees where their employer’s business is restructured. It is agreed that these provisions exist within the current collective agreement (e.g., clause 10 (Management of Change) and clause 10.8 (Change of Ownership) or by virtue of the statutory provisions set out in Sections 19, 20 and 21 of Schedule 1B of the Employment Relations Act 2000. Commented [RW64]: Administration and Clerical Pay Equity Settlement 7 June 2022 11 Administration pay system This section sets out how the national health administration workers’ pay system works. It includes: • Starting rates • Pay scales • Pay progression • Pay structure rules
Employee Protection Provisions. This clause applies where a worker is being made redundant by reason only of the sale, transfer, or lease of the whole or part of Fonterra. In such an event Fonterra will use its best endeavour to secure employment with the new employer for all staff affected. Fonterra will consult with the Union at the earliest opportunity. The Union undertakes to respect the fact that Fonterra will require some of this information to be kept confidential. In negotiating with the prospective employer Fonterra’s objective will be to arrange for workers’ continued employment by them on their existing terms and conditions of employment. As soon as possible after the sale and purchase is formalised, the workers and the Union will be provided with information about the new employer, whether affected staff will be offered employment by the new employer, the basis of any such offer, the proposed timetable for the transition, and to consult with the Union wherever the proposal affects its members. If any worker whose role is directly affected does not receive an offer of employment from the new employer, the provisions of clause 10 apply.
