PART 8 - FACILITATION OF CHANGE AND EMPLOYMENT SECURITY |
| 246 | Regular opportunities to consider general workplace relations matters including proposed significant workplace changes with senior management will be provided through the Joint Consultative Forum (JCF). |
| 247 | The JCF will be advisory to the Vice Chancellor. Membership of the Forum will normally comprise four representatives from management, a Chair nominated by the Vice Chancellor, and the Staff Consultative Group (SCG), which will be made up of: |
| | a) | one member of academic staff elected by and from the staff of the University; |
| | b) | one member of general staff elected by and from the staff of the University; |
| | c) | one employee nominated by the SCU branch President of the CPSU; and |
| | d) | one employee nominated by the SCU branch President of the NTEU. |
| 248 | The Forum will meet at two monthly intervals, but should significant issues arise between the scheduled meetings of the Forum, further meetings may be arranged. Agenda items are normally to be submitted to the Forum Secretary at least seven days prior to a meeting. |
| 249 | Should a significant issue arise between the scheduled forum meetings which affects only academic staff or only general staff, a relevant employee or, where the employee chooses, their employee representative from within the University may raise the matter directly with the Vice Chancellor or the Forum Chair, either of whom may require a core Forum group, consisting of the Chair, two members from management and two relevant employees or at their request, employee representatives, to meet to consult on the specific issue and, if appropriate, to advise the Vice Chancellor. |
| 250 | The Director of Human Resources or nominee will act as Secretary to Forum meetings, and minutes of scheduled Forum meetings and appropriate advice will be submitted to the Vice Chancellor. |
| 251 | Observers who are members of staff may attend meetings of the JCF. Such observers may be invited by the Chair to speak. |
| 252 | Persons external to the University may be invited to attend and/or participate with the agreement of the Chair. |
| 253 | Whilst change is a normal part of the modern University workplace, from time to time the University may decide to implement change that may have a significant effect on its employees. Such significant change may include but not be limited to: |
| a) | outcomes of the same level of consequence as termination of employment; |
| b) | changes to the composition of the workforce or a reduction in the size of a work unit; |
| c) | alterations to formal hours of work agreements for identified groups of employees; |
| d) | outsourcing of services; |
| e) | changes that involve redundancy, or forced relocation or forced transfer of identified groups of employees; |
| f) | introduction of significant technological change; |
| g) | other significant changes to formal employment conditions affecting identified groups of employees. |
| 254 | The University is committed to averting or minimising redundancies; however, should circumstances warrant a reduction to the staffing profile, the following measures will be considered in the first instance: |
| a) | staffing levels may be reduced through natural attrition and/or limiting external recruitment action; |
| b) | redeployment and retraining; |
| c) | application of job redesign; |
| d) | utilisation of leave entitlements; |
| e) | voluntary conversion to part-time work; |
| f) | offering voluntary redundancy or pre-retirement contracts to any employee or category of employees, and/or call for expressions of interest therein. |
| 255 | If a significant organisational change is being considered through the delegated decision-making procedures and bodies of the University, the management of the University will consult with the employees who will be affected by the change, and at their request their employee representative. The relevant unions, and the SCG will also be consulted. |
| 256 | As part of the consultation process the University will prepare and distribute to affected employees and the SCG a change proposal that outlines: |
| a) | rationale and nature of the change proposed, including expected impact of change, expected benefits and adverse effects, and details of any measures taken to avert job losses; |
| b) | anticipated timeframe for change and implementation, including anticipated timeframe for consultation and response; |
| c) | any redeployment opportunities, training requirements and staff development opportunities; |
| d) | where relevant, current and proposed organisational charts. |
| 257 | The University will ensure that the documentation is provided to affected employees who are currently on leave or secondment. |
| 258 | Affected employees and the SCG will be given ten working days to respond in writing to the change proposal. |
| 259 | Responses to the change proposal will be provided to the Chair of the JCF who will collate the relevant feedback, consult with the relevant Executive Member, and provide a response to the Vice Chancellor. The outcome of the change proposal will be communicated to the affected employees and the SCG. |
