The Employer must Sample Clauses

The Employer must. 4.6.1 Receive memoranda when invited to do so by a Union. 4.6.2 Prior to or at the onset of the picketing, liaise with one or more of the participant’s available representatives who are designated as the convener, marshals, shop stewards and union officials to ensure compliance with this agreement.

The Employer must. (a) discuss with the relevant Employees the introduction of the change; and (b) for the purposes of the discussion, provide to the relevant Employees: (i) information about the proposed change (for example, information about the nature of the change to the Employee’s regular roster or ordinary hours of work and when that change is proposed to commence); and (ii) information about what the Employer reasonably believes will be the effects of the change on the Employees; and (iii) information about any other matters that the Employer reasonably believes are likely to affect the Employees; and (c) 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 Employer must. (i) provide to the Employee or Employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the Employee’s regular roster or ordinary hours of work and when that change is proposed to commence); (ii) invite the Employee or Employees affected and their representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and (iii) consider any views about the impact of the proposed change that are given by the Employee or Employees concerned and/or their representatives.

The Employer must. (a) advise the Employee of the unsatisfactory work performance; (b) outline the standard required of the Employee; and (c) provide the Employee with an opportunity to respond within a reasonable timeframe; and (d) provide the Employee with an opportunity to improve within a reasonable timeframe.

The Employer must. (a) consider organisational or personal factors that play a role in the Employee’s unsatisfactory work performance and consider alternatives to the unsatisfactory work performance process to address the problem; and (b) have a reasonable expectation that the Employee is capable of meeting the required level of performance. Where the Employer and Employee agree that the Employee is not capable of meeting the required level of performance the Employer may transfer the Employee to a suitable alternative position where reasonably practicable.

The Employer must i. Provide in writing to the employees affected and the union, or any other representative if any, information about the proposed change (for example, information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence); ii. Invite the employees affected and the union, or any representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities) and allow them a reasonable time to respond; and iii. Give consideration to any views about the impact of the proposed change that are given by the employees concerned and/or the union or any other representatives.

The Employer must. (a) provide to the Employee or Employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the Employee’s regular roster or ordinary hours of work and when that change is proposed to commence), save that the Employer is not required to disclose confidential information the disclosure of which would be contrary to the Employer’s interests; (b) invite the Employee or Employees affected and their representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and (c) give consideration to any views about the impact of the proposed change that are given by the Employee or Employees concerned and/or their representatives.

The Employer must. 16.2.1 Provide to the Employee or Employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the Employee's regular roster or ordinary hours of work and when that change is proposed to commence); 16.2.2 Invite the Employee or Employees affected and their representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and 16.2.3 Give consideration to any views about the impact of the proposed change that are given by the Employee or Employees concerned and/or their representatives.

The Employer must. 23.4.1 Give each employee at least seven days' notice of the date from which annual leave shall be taken; 23.4.2 Pay the pay and loading entitlements for the leave period in advance to each employee before the employee's leave commences.

The Employer must consider the information provided by the Employee; provide three (3) alternative XXXx for consideration by the Employee; notify the Employee of the practitioner the Employer has decided will undertake the IME; and include the reasons for their decision.