28. Introduction of Organisational Change
28.1 The University acknowledges that sound management of substantial workplace change requires the involvement of all employees who will be directly affected by the change. As a result, the University will consult with all affected employees as soon as practicable after making an initial decision to propose substantial organisational change.
28.2 The University will consult directly with the affected employee, and where the affected employee requests, their nominated representative. The University will also consult with the relevant Unions through the Staff Consultative Committee. Consultation will include but is not limited to:
- the need for change;
- the proposed substantial organisational change, including any proposal involving the contracting out of work;
- any review process; and
- the mechanism for development of the change process.
28.3 If a decision is taken to proceed with substantial organisational change, University management will consult with the affected employees and, where an employee requests, their nominated representative. The University will also consult with the relevant Unions through the Staff Consultative Committee. Consultation will include, but is not limited to, the implementation of the change as it relates to work, conditions and career prospects.
28.4 The University will consider appropriate means of avoiding detrimental outcomes to affected employees and may enter into an agreement with an affected employee(s) relating to relocation and/or retraining. Where change is likely to lead to a reduction of one (1) or more positions being required by the University, the University will comply with Clause 29 Voluntary Severance and/or Clause 30 Redundancy.