The relevant employees may appoint a representative for the purposes of the procedures in this term. If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation and the employee or employees advise IP Australia of the identity of the representative, IP Australia must recognise the representative. As soon as practicable after making its decision, IP Australia must discuss with the relevant employees the introduction of the change, the effect the change is likely to have on the employees, and measures IP Australia is taking to avert or mitigate the adverse effect of the change on the employees. For the purposes of the discussions IP Australia will provide in writing to the relevant employees all relevant information about the change including the nature of the change proposed, information about the expected effects of the change on the employees, and any other matters likely to affect the employees. However, IP Australia is not required to disclose confidential or commercially sensitive information to the relevant employees. IP Australia must give prompt and genuine consideration to matters raised about the major change by the relevant employees. In this term a major change is likely to have significant effects on an employee if it results in: The termination of employment of employees; major changes to the composition, operation or size of IP Australia’s workforce or in the skills required of employees; or the elimination or diminution of job opportunities (including opportunities for promotion or job tenure); or the alteration of hours of work; or the need to retrain employees; or the need to relocate employees to another workplace; or the restructuring of jobs. For the purposes of a change referred to in clause 92) b) IP Australia must notify the relevant employees of the proposed change, and the procedures in clauses 102) to 106) will apply. The relevant employees may appoint a representative for the purposes of the procedures in this term. If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation and the employee or employees advise IP Australia of the identity of the representative, IP Australia must recognise the representative. As soon as practicable after proposing to introduce the change, IP Australia must discuss with the relevant employees the introduction of the change, all relevant information about the change including the nature of the change, information about what IP Australia reasonably believes will be the effects of the change on the employees and invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities).
The relevant employees may appoint a representative for the purposes of the procedures in this term. If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation and the employee or employees advise IP Australia of the identity of the representative, IP Australia must recognise the representative. As soon as practicable after making its decision, IP Australia must discuss with the relevant employees the introduction of the change, the effect the change is likely to have on the employees, and measures IP Australia is taking to avert or mitigate the adverse effect of the change on the employees. For the purposes of the discussions IP Australia will provide in writing to the relevant employees all relevant information about the change including the nature of the change proposed, information about the expected effects of the change on the employees, and any other matters likely to affect the employees. However, IP Australia is not required to disclose confidential or commercially sensitive information to the relevant employees. IP Australia must give prompt and genuine consideration to matters raised about the major change by the relevant employees. In this term a major change is likely to have significant effects on an employee if it results in: The termination of employment of employees; major changes to the composition, operation or size of IP Australia’s workforce or in the skills required of employees; or the elimination or diminution of job opportunities (including opportunities for promotion or job tenure); or the alteration of hours of work; or the need to retrain employees; or the need to relocate employees to another workplace; or the restructuring of jobs. For the purposes of a change referred to in clause 92) b) IP Australia must notify the relevant employees of the proposed change, and the procedures in clauses 102) to 106) will apply. The relevant employees may appoint a representative for the purposes of the procedures in this term. If a relevant employee appoints, or relevant employees appoint, a representative for the purposes of consultation and the employee or employees advise IP Australia of the identity of the representative, IP Australia must recognise the representative. As soon as practicable after proposing to introduce the change, IP Australia must discuss with the relevant employees the introduction of the change, all relevant information about the change including the nature of the change, information about what IP Australia reasonably believes will be the effects of the change on the employees and invite the relevant employees to give their views about the impact of the change (including any impact in relation to their family or caring responsibilities).
ip_australia_-_draft_ea_version.docx