ENTERPRISE BARGAINING ~WORKLOAD~ Jenny Robertson Manager HR Services & Employee Relations

PROPOSED CLAUSE Workload needs to be:  Reasonable  Within scope of agreed position description  Balanced with family / social responsibilities  Fair and equitable  Clearly understood

POLICY FOR ASSESSING A WORKLOAD CLAIM Four stage Process: 1. Submission of workload claim 2. Claim substantiation / assessment 3. Response / Recommendations 4. Dispute resolution [if required]

STAGE 1 – SUBMISSION OF WORKLOAD CLAIM  Employee brings matter to attention of supervisor  Criteria to be considered: Increase in work volume due to compliance or systems initiatives, Increase in work volume due to compliance or systems initiatives, Increased scope of work under position description or team allocation, and Increased scope of work under position description or team allocation, and Increased volume of work due to expansion of Faculty / School / Section. Increased volume of work due to expansion of Faculty / School / Section.

STAGE 2 – SUBSTANTIATION / ASSESSMENT  If supervisor agrees with claim, they refer it to their line manager  Line manager & supervisor form assessment, including efficiency measures to alleviate workload such as Staff training Staff training Procedures manual Procedures manual Reviewing priorities Reviewing priorities Clear delegations Clear delegations Activities calendar for the academic year Activities calendar for the academic year

STAGE 3 – RESPONSE / RECOMMENDATIONS Following the assessment:  The manager to issue response to claim made, including Recommendations regarding workloads and efficiencies {where required} Recommendations regarding workloads and efficiencies {where required}

STAGE 4 – DISPUTE RESOLUTION If the workload issue remains in dispute, refer to Dispute Resolution Procedure in Agreement Employee & immediate supervisor discuss Refer matter to manager, union rep may be involved Refer to AIRC Refer to Director HR or their Nominee, and Union Rep 3 days5 days3 days

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