Managing change in the workplace
PART 9: MANAGING CHANGE AT MACQUARIE
44. MANAGING CHANGE IN THE WORKPLACE
44.1 Sound management of workplace change includes the involvement of all people who will be affected by the change. The University is committed to a transparent workplace change process, which ensures that it is able to adapt to changing circumstances while minimising any adverse effects to the University community.
44.2 The University will, usually and where appropriate, discuss with Staff issues that might lead to change before developing a formal change proposal/paper as required under sub-clause 44.5 below. Nothing in the clause will prevent the University from undertaking a feasibility assessment of possible workplace change before engaging in a consultative process with Staff.
44.3 Staff will be entitled to be represented by the Union or other Representative at any stage of discussion of the workplace change.
44.4 Where the University is considering workplace change that could reasonably be expected to have significant effects on Staff they will engage in a consultative process with all affected Staff and their Unions. Significant effects may arise from, but are not limited to:
(a) the need to transfer Staff to other work or locations including transfer to a new employer;
(b) a reduction in the number of positions;
(c) the alteration of hours of work across a work unit;
(d) the alteration of the way in which work is performed and organised within a work unit which may be due, but not limited to, the introduction of new technology or other changes to programs or organisation structure;
(e) the closure of a University work unit or part of a University work unit;
(f) any proposal to contract out the work currently being performed by any Staff Member, or to commence using (or increase the use of) independent contractors or labour hire workers to perform types of work currently being performed by Staff; or
(g) changes that invoke the clause dealing with Redundancy, Redeployment and Retrenchment.
44.5 During the Consultation process, for change involving significant effects on Staff, the University will provide, to all affected Staff and their Unions, a formal change paper that provides relevant information about the proposed workplace changes. The information will include but is not limited to:
(a) documentation setting out recommended changes and the rationale for the change, including objectives and aims of the change;
(b) the likely effects of the change on Staff, including changes to positions, structures, proposed redundancies and/or redeployments, and/or closure of a University work unit or part of a University work unit;
(c) the proposed timelines for implementation;
(d) the financial implications of the proposed change.
Concurrent consultation process
44.6 In circumstances where proposed workplace changes do not involve a reduction in the number of positions or create redundancies or downgraded positions, the University may concurrently undertake the procedures set out at sub-clause 44.5 with those set out at sub-clause 44.8.
44.7 As part of the Consultation process affected Staff and their Unions will be given reasonable time to provide a response to the proposed changes and to any further recommendations made by the University as a consequence of Consultation. A response may include an alternative proposal for the provision of current services. The University will consider the submissions and respond to affected Staff and their Unions before making a decision whether or not to proceed with the workplace change.
44.8 When the University confirms a decision to proceed with the change proposal, it will:
(a) inform affected staff and their Unions;
(b) confer with affected staff and their Unions with a view to reaching agreement about the implementation of the change, including the timeline of implementation and measures to mitigate any negative consequences for staff arising from the change and a process for monitoring the effects of the change after implementation;
(c) undertake an assessment of the potential impacts on women, staff with disabilities, LGBTQI staff, culturally and linguistically diverse staff, Indigenous employment strategies and the job security of Staff in the affected area; and
(d) where necessary, undertake an assessment of Staff training needs arising from the change.
44.9 Where implementation of workplace change leads to a position becoming redundant, the University will implement the redundancy provisions of this Agreement.
44.10 In circumstances were the University intends to change a Staff Member’s regular roster or ordinary hours of work, the University will:
(a) provide information to the Staff Member about the change;
(b) invite the Staff Member to give their views about the change; and
(c) consider any views given by the Staff Member about the impact of the changes.
44.11 Staff may be represented by the Union/s or other representative at any stage of the discussion of roster changes.