ENTERPRISE BARGAINING ~WORKLOAD~

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

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

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

4. 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, • Increased scope of work under position description or team allocation, and • Increased volume of work due to expansion of Faculty / School / Section.

5. 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 • Procedures manual • Reviewing priorities • Clear delegations • Activities calendar for the academic year

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

7. 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 Director HR or their Nominee, and Union Rep Refer to AIRC 3 days 3 days 5 days

8. QUESTIONS? THANK YOU FOR YOUR TIME