University of Adelaide Enterprise Agreement 2010-2013

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7.8 Major Organisational Change

7.8.1 For the purpose of this Agreement, major organisational change is characterised by, but not limited to, significant changes to the:

a) composition or profile of a School/Branch;
b) size or operation of the University;
c) skills/capabilities required of staff;
d) hours of operation;
e) major technological change;
f) Initiatives which may invoke involuntary redundancy and/or outsourcing.

7.8.2 General Principles

a) Throughout any change process the University will explore options and wherever reasonably practicable, adopt measures to avert job losses.
b) Staff members who are affected by major organisational change can be assisted or represented by a representative (as defined in Schedule 1 - Definition and Glossary of Terms) or union.
c) Affected staff members and the relevant unions will be provided with an opportunity to respond at all stages of the change process.

This clause sets out the stages to be followed in the development of workplace change proposals. While affected staff will be consulted, minor workplace changes may be made through a less formal process.

7.8.3 Major Organisational Change Process

a) Stage One - Information

Where the University proposes a major organisational change, the University will consult with the affected staff members and the relevant unions in advance of commencing any change process by providing information about the need for change and the development of a change process.

b) Stage Two - Formal Consultation

The University will consult in writing with affected staff members and the relevant unions, by providing relevant information about the proposed changes. This information will include:

i. the nature of the changes and the reasons for change;
ii. the anticipated effects upon the staff members;
iii. a proposed timeline for consultation;
iv. any other relevant information of which they should be made aware.

Following the provision of written documentation about the proposed changes, the University will convene a meeting for the purpose of allowing staff and the relevant unions to provide feedback on the change proposals. There will be at least 10 working days notice of the meeting to allow for maximum staff participation.

The University shall provide prompt and demonstrable consideration to matters raised by staff members and the applicable unions in relation to the change proposal.

c) Stage Three - Decision and Implementation

When a decision is taken to proceed with a major organisational change proposal, the University will notify the affected staff member and the relevant staff representatives/unions and consult with them about the implementation of that change.

Where the proposed change will result in a loss of position(s), staff members directly affected will be provided with 10 working days to submit an expression of interest in any of the measures referred to in clause 6.7 (a) of this Agreement.

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