It is important to recognize that librarians and archivists, after many years of working under current employment conditions, should not be required to suddenly adopt new obligations, including research, without the administration consulting  with the member and the union. The Association of University Professors of Ottawa provides for consultation in the event a librarian position may be transformed:

31.4.1.3     When the University Librarian considers transforming a position, she shall solicit the opinion of the Library Council and shall give proper consideration to said opinion. This opinion shall be forwarded to the Administrative Committee or to its delegate when the University Librarian forwards her own recommendation, if she intends to carry out her plan. The University Librarian shall also inform the Library Council of any action she may have taken consequent to its opinion.³⁴

Members should be offered the training and admistrative support they identify as being necessary for a successful transition. For instance, the McMaster University Academic Librarians Association provides:

 21.4     In the event of a re-assignment under Article 21.02, then not later than 1 month after the meeting referenced in Article 21.02 and following discussion with the employee, the supervisor will finalize a training plan, which will then be implemented. The training plan will include at least 2 scheduled reviews of the employee's performance and progress, which will be provided to the employee in writing. The University will pay 100% of the cost of approved training initiatives.

21.5     An employee who is reassigned shall not be subject to any reduction in benefits, rank, salary, or seniority.³⁵

Associations should consider including transitional measures and options as part of their bargaining approach in order to manage change in a way that is fair to all members. Members may want to have their terms of employment grand-parented or be able to select from one or more workload configurations that best suit their expertise, experience, and interests. The University of Guelph Faculty Association’s collective agreement ensures that a member’s rank, salary, benefits and leaves are not lost or reduced upon redeployment.

24.10    All existing entitlements, including, but not limited to rank, salary, benefits, leaves, and seniority shall be transferred with the Member(s).³⁶

In the event that a member’s duties substantially change as a result of a reorganization, the member’s new position should have a clearly defined path for promotion and tenure, or the same opportunities for advancement.