Consultative Arrangements. Commitment to Consultation NRMA recognises the important role played by elected union representatives and acknowledges that they will be the appropriate bargaining unit on all negotiations that affect Vehicle Inspectors’ employment and working conditions. NRMA, the AMWU and employees are committed to working together to ensure that the NRMA continues to grow and evolve into a successful global and personal services company through a relationship of mutual cooperation with all staff. Each party acknowledges the NRMA’s 10 year strategy and will support initiatives aimed at achieving its strategic objectives. In the event of significant NRMA investment in new technology within the life of this Agreement, NRMA, AMWU and the representatives will undertake consultation where this is likely to lead to any changes that may affect employees. Productivity gains achieved through new technology will be recognised in future enterprise agreement negotiations. Consultative Arrangements The parties recognise the value of consultation as a fundamental means of communication and decision making. To be effective, consultation must occur between NRMA, AMWU, employees and their representatives. The parties will consult on matters of both specific and general concern to NRMA, employees and AMWU relevant to Vehicle Inspections’ operations, including: (a) issues associated with the implementation, management and review of this Agreement, and consideration of issues for future Agreements (b) work organisation, which would include position descriptions, resourcing, work allocation, inspection times and voluntary trialing of new work arrangements, eg a Sunday work pilot (c) supporting reasonable measures to encourage available staffing resources via overtime when required (d) training and development, which may include improving job security and work opportunities, and assistance in identifying and developing training opportunities and training plans (e) workplace diversity (f) organisational change, which may include the introduction and promotion of NRMA products and services (g) occupational health and safety (h) the introduction of new technology, and (i) matters related to productivity, quality and efficiency, which may include performance measures, business planning and business improvement initiatives. The Consultative Committee will discuss workplace issues in a spirit of cooperation and trust to ensure employees not only receive information on workplace issues that affect them, but also have an opportunity to contribute their views on those major issues. At any time, employees or their union representatives may raise issues directly with managers. Regular meetings between managers and employees will provide a further avenue for sharing information and providing employees with the opportunity to be involved in workplace issues affecting them. Operation of the Consultative Committee The Consultative Committee: (a) will comprise up to four management, four elected union representatives and a union official (b) may invite additional participants to meetings where their attendance may assist the discussion or resolution of business (c) will meet at six week intervals, although either party may request additional meetings to discuss urgent business, and (d) will have an agenda for each meeting finalised and distributed to members at least a week prior to each meeting. Agenda items are to be supported by at least a brief explanation of the item allow the parties to consider matters beforehand. To maximise the opportunity to resolve issues at the earliest possible time, it is expected that wherever possible, employees and/or their representatives will raise issues with managers in the normal course of business. It is also expected that where possible, any matters referred to the Consultative Committee will have been discussed between the relevant employees and their manager, or between the representative and the manager. Mass Meetings Two half day mass meetings will be allowed per calendar year without loss of pay. One meeting may be carried over to the following year if not used. On occasions, additional meetings may be deemed beneficial by the parties. These occasions would be exceptional and would be considered only when otherwise available mass meetings had been exhausted. Union Representative Training Union representatives are each entitled to five days paid union training per calendar year. The parties agree that the full complement of union representatives will be eight in total, comprising six in Sydney, and one in Newcastle plus one representative from Canberra although this Canberra based employee is not covered by this Agreement. Union Membership The union and the representatives recommend that employees be union members. NRMA supports the decision of employees to join the union and will provide opportunities during new employee induction programs for representatives to explain this Agreement and the benefits of union membership. NRMA will deduct union fees from an employee member’s wage, where the employee so requests. 3.1 Resolving Workplace Issues Overview NRMA encourages managers to practice an open door policy so that employees feel free to take issues up at a higher level if they cannot resolve them with their immediate manager. Managers and employees are committed to resolving grievances or concerns at first point of contact where possible.
Appears in 1 contract
Sources: Enterprise Agreement
Consultative Arrangements. Commitment to Consultation NRMA recognises the important role played by elected union representatives and acknowledges that they will be the appropriate bargaining unit on all negotiations that affect Vehicle Inspectors’ employment and working conditions. NRMA, the AMWU and employees are committed to working together to ensure that the NRMA continues to grow and evolve into a successful global and personal services company through a relationship of mutual cooperation with all staff. Each party acknowledges the NRMA’s 10 year strategy and will support initiatives aimed at achieving its strategic objectives. In the event of significant NRMA investment in new technology within the life of this Agreement, NRMA, AMWU and the representatives will undertake consultation where this is likely to lead to any changes that may affect employees. Productivity gains achieved through new technology will be recognised in future enterprise agreement negotiations. Consultative Arrangements The parties recognise the value of consultation as a fundamental means of communication and decision making. To be effective, consultation must occur between NRMA, AMWU, employees and their representatives. The parties will consult on matters of both specific and general concern to NRMA, employees and AMWU relevant to Vehicle Inspections’ operations, including:
(a) issues associated with the implementation, management and review of this Agreement, and consideration of issues for future Agreements
(b) work organisation, which would include position descriptions, resourcing, work allocation, inspection times and voluntary trialing of new work arrangements, eg a Sunday work pilot
(c) supporting reasonable measures to encourage available staffing resources via overtime when required
(d) training and development, which may include improving job security and work opportunities, and assistance in identifying and developing training opportunities and training plans
(e) workplace diversity
(f) organisational change, which may include the introduction and promotion of NRMA products and services
(g) occupational health and safety
(h) the introduction of new technology, and
(i) matters related to productivity, quality and efficiency, which may include performance measures, business planning and business improvement initiatives. The Consultative Committee will discuss workplace issues in a spirit of cooperation and trust to ensure employees not only receive information on workplace issues that affect them, but also have an opportunity to contribute their views on those major issues. At any time, employees or their union representatives may raise issues directly with managers. Regular meetings between managers and employees will provide a further avenue for sharing information and providing employees with the opportunity to be involved in workplace issues affecting them. Operation of the Consultative Committee The Consultative Committee:
(a) will comprise up to four management, four elected union representatives and a union official
(b) may invite additional participants to meetings where their attendance may assist the discussion or resolution of business
(c) will meet at six week intervals, although either party may request additional meetings to discuss urgent business, and
(d) will have an agenda for each meeting finalised and distributed to members at least a week prior to each meeting. Agenda items are to be supported by at least a brief explanation of the item allow the parties to consider matters beforehand. To maximise the opportunity to resolve issues at the earliest possible time, it is expected that wherever possible, employees and/or their representatives will raise issues with managers in the normal course of business. It is also expected that where possible, any matters referred to the Consultative Committee will have been discussed between the relevant employees and their manager, or between the representative and the manager. Mass Meetings Two half day mass meetings will be allowed per calendar year without loss of pay. One meeting may be carried over to the following year if not used. On occasions, additional meetings may be deemed beneficial by the parties. These occasions would be exceptional and would be considered only when otherwise available mass meetings had been exhausted. Union Representative Training Union representatives are each entitled to five days paid union training per calendar year. The parties agree that the full complement of union representatives will be eight in total, comprising six in Sydney, and one in Newcastle plus one representative from Canberra although this Canberra based employee is not covered by this Agreement. Union Membership The union and the representatives recommend that employees be union members. NRMA supports the decision of employees to join the union and will provide opportunities during new employee induction programs for representatives to explain this Agreement and the benefits of union membership. NRMA will deduct union fees from an employee member’s wage, where the employee so requests.
3.1 Resolving Workplace Issues Overview NRMA encourages managers to practice an open door policy so that employees feel free to take issues up at a higher level if they cannot resolve them with their immediate manager. Managers and employees are committed to resolving grievances or concerns at first point of contact where possible.
Appears in 1 contract
Sources: Enterprise Agreement
Consultative Arrangements. Commitment to Consultation NRMA recognises the important role played by elected union representatives and acknowledges that they will be the appropriate bargaining unit on all negotiations that affect Vehicle Inspectors’ employment and working conditions. NRMA, the AMWU and employees are committed to working together to ensure that the NRMA continues to grow and evolve into a successful global and personal services company through a relationship of mutual cooperation with all staff. Each party acknowledges the NRMA’s 10 year strategy and will support initiatives aimed at achieving its strategic objectives. In the event of significant NRMA investment in new technology within the life of this Agreement, NRMA, AMWU and the representatives will undertake consultation where this is likely to lead to any changes that may affect employees. Productivity gains achieved through new technology will be recognised in future enterprise agreement negotiations. Consultative Arrangements The parties recognise that consultation at the value local level is the most effective way of consultation as a fundamental means of communication resolving issues. A reasonable and decision making. To be effective, consultation must occur effective relationship between NRMA, AMWU, all employees and their representatives. The parties will consult on matters of both specific nominated representatives is seen as desirable and general concern to NRMA, employees and AMWU relevant to Vehicle Inspections’ operations, including:
(a) issues associated with the implementation, management and review of this Agreement, and consideration of issues for future Agreements
(b) work organisation, which would include position descriptions, resourcing, work allocation, inspection times and voluntary trialing of new work arrangements, eg a Sunday work pilot
(c) supporting reasonable measures to encourage available staffing resources via overtime when required
(d) training and development, which may include improving job security and work opportunities, and assistance in identifying and developing training opportunities and training plans
(e) workplace diversity
(f) organisational change, which may include the introduction and promotion of NRMA products and services
(g) occupational health and safety
(h) the introduction of new technology, and
(i) matters related to productivity, quality and efficiency, which may include performance measures, business planning and business improvement initiatives. The Consultative Committee will discuss workplace issues in a spirit of cooperation and trust to ensure employees not only receive information on workplace issues that affect them, but also have an opportunity to contribute their views on those major issues. At any time, employees or their union representatives may raise issues directly with managers. Regular meetings between managers and employees will provide a further avenue for sharing information and providing employees with the opportunity to be involved in workplace issues affecting them. Operation of the Consultative Committee The Consultative Committee:
(a) will comprise up to four management, four elected union representatives and a union official
(b) may invite additional participants to meetings where their attendance may assist the discussion or resolution of business
(c) will meet at six week intervals, although either party may request additional meetings to discuss urgent business, and
(d) will have an agenda for each meeting finalised and distributed to members at least a week prior to each meeting. Agenda items are to be supported by at least a brief explanation of the item allow the parties to consider matters beforehand. To maximise the opportunity to resolve issues at the earliest possible time, it is expected that wherever possible, employees and/or their representatives will raise issues with managers in the normal course of business. It is also expected that where possible, any matters referred to the Consultative Committee will have been discussed between the relevant employees and their manager, or between the representative and the manager. Mass Meetings Two half day mass meetings will be allowed per calendar year without loss of pay. One meeting may be carried over to the following year if not used. On occasions, additional meetings may be deemed beneficial pursued by the parties. To assist this process, various consultative mechanisms are established to ensure appropriate consultation and input into any business change plans that considers issues, procedures and policies which would impact on employees. This will include consultation and monitoring of training package development and training delivery and access. ENERGEX is committed to consultation with employees and their nominated representatives, including unions, as a means of exchanging information through effective and proactive consultative forums. This includes identifying, addressing and resolving issues and providing appropriate feedback to employees and their nominated representative on issues raised. For the purposes of facilitating consultation, information share and issue resolution a number of consultative committees are currently in place. These occasions would committees include, but are not limited to: Divisional specific consultative committees (including in Energy Delivery, Business Support Services and Contact Centre Group); Professional Engineer Consultative Group (PECG); Energy Delivery Interact Committees; Operational Advisory Councils (OACs); Safety Operational Committee (SOC); and Industrial Relations Issues Forums. Where matters can not be exceptional and would resolved at the local level or through the relevant consultative committee, such matters may be considered only when otherwise available mass meetings had been exhaustedescalated to one of the following peak committees: Peak Safety Consultative Body (PSCB); or Peak Industrial Consultative Body (PICB). Union Representative Training Union representatives are each entitled to five days paid union training per calendar yearENERGEX, in consultation with the Unions, will develop or, if necessary, review existing terms of references for these committees. The parties agree that the full complement terms of union representatives reference will ensure: Appropriate membership composition; Regular meetings; Appropriate committee scope; Communication and feedback mechanisms; and Escalation arrangements. Access to relevant training and communication tools may be eight in total, comprising six in Sydney, and one in Newcastle plus one representative from Canberra although this Canberra based employee is not covered by this Agreement. Union Membership The union and the representatives recommend that employees be union members. NRMA supports the decision of employees provided to join the union and will provide opportunities during new employee induction programs for representatives to explain this Agreement and the benefits of union membership. NRMA will deduct union fees from an employee member’s wage, committee members where the employee so requestsneed is identified. Further consultative committees may be established from time to time to address specific industrial issues. The Committee will remain active until the specific industrial issue is resolved.
3.1 Resolving Workplace Issues Overview NRMA encourages managers to practice an open door policy so that employees feel free to take issues up at a higher level if they cannot resolve them with their immediate manager. Managers and employees are committed to resolving grievances or concerns at first point of contact where possible.
Appears in 1 contract
Sources: Union Collective Agreement