Employment Contract Clause Explained

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Summary

An employment contract clause allows employers to change job roles, duties, responsibilities, reporting structure, and salary after consultation. The contract remains valid unless changes are agreed upon in writing. Employees should ensure they are part of the consultation process and insist on written documentation for any changes. If disagreements arise, employees can seek advice from a trade union or lawyer, submit a formal complaint, or lodge a case with the Fair Work Commission. If salary is downgraded but scope is expanded, negotiation and legal advice are recommended.

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What should the consultation process entail?
The consultation process should:
- Be in a formal setting.
- Give you a clear understanding of any proposed changes.
- Allow you to express any concerns.
- Seek your input on the changes.
- Document all discussions and agreed changes in writing.
If the employee disagrees with the proposed changes to their role, what is the next course of action.
If an employee disagrees with the proposed changes in Australia, they can:
- Seek advice from a trade union or lawyer.
- Submit a formal complaint to their employer.
- If unresolved, they may consider lodging a case with the Fair Work Commission.
What advice do you have if the salary is being downgraded but scope is being expanded?
In Australia, if your salary is being downgraded but scope is being expanded, you can:
- Consult with your trade union or legal advisor for guidance.
- Negotiate with your employer regarding the changes.
- If unresolved, consider lodging a case with the Fair Work Commission.