Hi all, I will try to keep this brief.
I am employed in an individual agreement (as are 200 others) on week on/week off. The company is scaling back production on one site and wishes to redeploy (in lieu of redundancy) me to a new site (similar locality) but changed to roster B, which will cost me around $8000 p.a. in extra travel costs plus less time at home, as I don't reside locally.
My agreement does state that "you agree to work any new roster implemented during the course of employment" but only relates to the original site.
My question - is there a requirement under employment law to consult re: changes to roster/significant effects, if I am employed on an individual contract, i.e., override the requirement to consult contained within the black coal award?
Clear as mud?
Thanks in advance,
I am employed in an individual agreement (as are 200 others) on week on/week off. The company is scaling back production on one site and wishes to redeploy (in lieu of redundancy) me to a new site (similar locality) but changed to roster B, which will cost me around $8000 p.a. in extra travel costs plus less time at home, as I don't reside locally.
My agreement does state that "you agree to work any new roster implemented during the course of employment" but only relates to the original site.
My question - is there a requirement under employment law to consult re: changes to roster/significant effects, if I am employed on an individual contract, i.e., override the requirement to consult contained within the black coal award?
Clear as mud?
Thanks in advance,
