TECHNOLOGICAL/ORGANIZATIONAL CHANGE Clause Examples
The TECHNOLOGICAL/ORGANIZATIONAL CHANGE clause defines how changes in technology or organizational structure within a company are managed under the agreement. It typically outlines the procedures for notifying the other party of significant changes, such as the adoption of new systems, restructuring, or mergers, and may specify how these changes affect ongoing obligations or service delivery. This clause ensures that both parties remain informed and can adapt to shifts that might impact their contractual relationship, thereby minimizing disruption and maintaining clarity in expectations.
TECHNOLOGICAL/ORGANIZATIONAL CHANGE a) i) Technological change includes the Company’s introduction of equipment, material or work processes not previously used in its operations, Company’s enhancement of equipment, material or work processes and any change in the manner in which the Company carries on its work, undertaking or business that is related to the introduction or enhancement of the equipment, material or work processes.
TECHNOLOGICAL/ORGANIZATIONAL CHANGE. 29.01 The Employer may make adjustments in the number and assignment of its workers as a result of technological and organizational changes and make any such changes which are necessary to maintain efficient operations and optimal service to the public. In recognition of the impact that any such major changes may have upon workers and the concern of the parties regarding workers who may be affected, the following will apply:
(a) The Employer undertakes to advise the Union as soon as they become aware, but at least three
TECHNOLOGICAL/ORGANIZATIONAL CHANGE. Where it is reasonably able to do so, the Employer will provide the Union with at least thirty (30) calendar day’s written notice of any technological and/or organizational change that directly impacts the bargaining unit. Such notice will include information regarding the nature of the change and the anticipated date of such change. The parties agree the notice under this provision can run concurrently with the notice of layoff to the Union and the employees under Articles 15.01 and 15.
TECHNOLOGICAL/ORGANIZATIONAL CHANGE. 15.1 15.1.1 Should CLS find it necessary to introduce technological change by altering methods or utilizing different equipment, and if such change will displace employees in the bargaining unit, CLS will notify HSAA with as much advance notice as possible of such change and will meet and discuss reasonable measures to protect the interests of employees so affected.
TECHNOLOGICAL/ORGANIZATIONAL CHANGE. Section A. Thirty (30) days in advance of a major reorganization of a Department(s), or Division(s) within a Department, the State shall notify the Union of its decision and meet to discuss the impact of such reorganization.
1. Thirty (30) days in advance of a substantial change in technology, the State shall notify the Union of its decision and meet to discuss the impact of such technological change.
2. The State commits to provide training to current employees it requires to use new technologies.
3. If an overtime eligible employee is required to take training to learn new technologies necessary to retain their current position, the State shall compensate the employee for hours spent in that required training.
Section C. Whenever organizational changes occur, the State shall make a good faith effort to place affected employees in the changed operations.
Section D. Whenever the State considers any type of privatization that will result in the lay-off of any permanent full-time bargaining unit employees, the State shall notify the union ninety (90) days in advance of taking such action.
TECHNOLOGICAL/ORGANIZATIONAL CHANGE. (i) For the purpose of this article, Technological/ Organizational change shall be defined as the introduction of equipment or methods of operation which are significantly different from that previously utilised.
(ii) The employer shall notify the union sixty (60) days in advance of its intentions of such change. Where the delay in introducing the technological change would have a significant adverse affect on the employer's operations, the notice shall be provided to the union as expeditiously as possible.
(iii) The union and the employer shall meet at either party's request to discuss special provisions relating to employees beyond those contained in the Collective Agreement.
(iv) Where a position is changed and the incumbent employee requires training, the employer will provide a period of up to ninety (90) days for the retraining during which time the employee must acquire the skills required in the changed position. This training will normally be during working hours and the employee shall maintain the current rate of pay.
(v) Any employee affected by technological/ organizational change who declines retraining when the position is changed, or who is unable to acquire the necessary skills through retraining, shall be eligible for provisions of Article 9.
(vi) Where a position is deemed surplus as a result of the change, employees so affected shall receive notice as provided for in Article 9.01.