Document Chunk
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Section : Consultation about changes to rosters or hours of work
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing the legal requirements for employers to consult with employees regarding changes to their regular rosters or ordinary hours of work. It outlines the specific obligations employers must fulfill during the consultation process, emphasizing the importance of providing information, inviting feedback, and considering employee views, while also noting the necessity to adhere to any existing rules in awards related to rostering.
Text Content
An employer who intends to change regular rosters or ordinary hours of work at a workplace must consult with employees affected by the change first. The employer must:
- provide employees and their representatives with information about the proposed change
- invite the employees and their representatives (including unions) to give their views about the impact of the proposed change, including any impact on family and caring responsibilities
- consider any views given by the employees or their representatives. If the award also has rules about rostering and ordinary hours (for example in a different clause), the employer needs to follow those rules first. This means that if the award says that the employer needs the employee's consent to make any changes to their roster or ordinary hours, this applies. They can't make the changes without consent by just using the consultation clause.
- What must an employer do before changing regular rosters or ordinary hours of work?
- Who should be consulted regarding changes to rosters or ordinary hours?
- What information must the employer provide to employees about the proposed changes?
- Why is it important for employees to give their views on the proposed changes?
- What should an employer do if there are existing rules in an award regarding rostering?
- Can an employer make changes to rosters without employee consent if the award requires it?
- What types of impacts should employees consider when providing their views on proposed changes?
- How does the consultation process benefit both the employer and the employees?
- What role do employee representatives and unions play in the consultation process?
- What are the potential consequences for an employer who fails to follow the consultation requirements?