Common use of Change to duties Clause in Contracts

Change to duties. 15.1 By giving two weeks’ notice, the University may direct staff members to temporarily undertake duties outside the scope of their classification and position description or expectations, so long as the duties are within the staff member’s skill level and competency and it is safe to do so. 15.2 These may be higher-level or lower-level duties, but the staff member’s pay will not be affected (including that any existing temporary higher-level appointment or higher level allowance is unaffected), subject to the requirement that a staff member shall not at any time be paid at a rate less than that which would apply to that work under the relevant Award. 15.3 The consultation and managing change provisions in this Schedule and in the body of the Agreement (including in clauses 13 and 74) do not apply to these temporary assignments. 15.4 Where practicable, work which would otherwise be paid as overtime should be allocated to another staff member in order to make up a shortfall in the load of the latter staff member. 15.5 The existing academic workload clauses in the Agreement continue to apply, subject to the following. 15.6 To the extent that a staff member is unable to perform their research or other duties due to the impact of COVID-19, the University may allocate alternative work (including additional teaching work) to the staff member in order to make up a full workload allocation. The overall workload cap in the Agreement will continue to apply, but this might include re-arranging the academic staff member’s workload for the year. 15.7 A staff member whose fraction is reduced voluntarily in accordance with clause 16 will have a commensurate reduction in workload. 15.8 In addition to any procedural requirements contained in the Agreement, the University must discuss the alteration of the workload with sufficient time for the staff member to prepare for the change in workload allocation. 15.9 Any expectations in relation to research performance or output (as they relate to performance evaluation, or career progression, or promotion, or probation) must be adjusted to take account of any direction or reallocation made under this clause.

Change to duties. 15.1 By giving two weeks’ notice, the University may direct staff members employees to temporarily undertake duties outside the scope of their classification and position description or expectations, so long as the duties are within the staff memberemployee’s skill level and competency and it is safe to do so. 15.2 These may be higher-level or lower-level duties, but the staff memberemployee’s pay will not be affected (including that any existing temporary higher-level appointment or higher level allowance is unaffected), subject to the requirement that a staff member an employee shall not at any time be paid at a rate less than that which would apply to that work under the relevant Award. 15.3 The consultation and managing change provisions of the Agreement (including in this Schedule and in the body of the Agreement (including in clauses 13 and 74Agreement) do not apply to these temporary assignments. 15.4 Where practicable, work which would otherwise be paid as overtime should be allocated to another staff member employee in order to make up a shortfall in the load of the latter staff memberemployee. 15.5 The existing academic workload clauses in the Agreement continue to apply, subject to the following. 15.6 To the extent that a staff member an employee is unable to perform their research or other duties due to the impact of COVID-19, the University may allocate alternative work (including additional teaching work) to the staff member employee in order to make up a full workload allocation. The overall workload cap in the Agreement will continue to apply, but this might include re-arranging the academic staff memberemployee’s workload for the year. 15.7 A staff member An employee whose fraction is reduced voluntarily in accordance with clause 16 will have a commensurate reduction in workload. 15.8 In addition to any procedural requirements contained in the Agreement, the University must discuss the alteration of the workload with sufficient time for the staff member employee to prepare for the change in workload allocation. 15.9 Any expectations in relation to research performance or output (as they relate to performance evaluation, or career progression, or promotion, or probation) must be adjusted to take account of any direction or reallocation made under this clause.

Change to duties. 15.1 By giving two weeks’ notice, the University may direct staff members to temporarily undertake duties outside the scope of their classification and position description or expectations, so long as the duties are within the staff member’s skill level and competency and it is safe to do so. 15.2 These may be higher-level or lower-level duties, but the staff member’s pay will not be affected (including that any existing temporary higher-level appointment or higher level allowance is unaffected), subject to the requirement that a staff member shall not at any time be paid at a rate less than that which would apply to that work under the relevant Award. 15.3 The consultation and managing change provisions in this Schedule and in the body of the Agreement (including in clauses 13 and 74) do not apply to these temporary assignments. 15.4 Where practicable, work which would otherwise be paid as overtime should be allocated to another staff member in order to make up a shortfall in the load of the latter staff member. 15.5 The existing academic workload clauses in the Agreement continue to apply, subject to the following. 15.6 To the extent that a staff member is unable to perform their research or other duties due to the impact of COVID-19, the University may allocate alternative work (including additional teaching work) to the staff member in order to make up a full workload allocation. The overall workload cap in the Agreement will continue to apply, but this might include re-arranging the academic staff member’s workload for the year. 15.7 A staff member whose fraction is reduced voluntarily in accordance with clause 16 will have a commensurate reduction in workload. 15.8 In addition to any procedural requirements contained in the Agreement, the University must discuss the alteration of the workload with sufficient time for the staff member to prepare for the change in workload allocation. 15.9 15.8 Any expectations in relation to research performance or output (as they relate to performance evaluation, or career progression, or promotion, or probation) must be adjusted to take account of any direction or reallocation made under this clause.

Change to duties. Commented [SA18]: This provides the University with wide scope in the assignment of duties to employees as appropriate. 15.1 By giving two weeks’ notice, the University may direct staff members employees to temporarily undertake duties outside the scope of their classification and position description or expectations, so long as the duties are within the staff memberemployee’s skill level and competency and it is safe to do so. 15.2 These may be higher-level or lower-level duties, but the staff memberemployee’s pay will not be affected (including that any existing temporary higher-level appointment or higher level allowance is unaffected), subject to the requirement that a staff member an employee shall not at any time be paid at a rate less than that which would apply to that work under the relevant Award. 15.3 The consultation and managing change provisions in this Schedule and in the body of the Agreement (including in clauses 13 and 74) do not apply to these temporary assignments. 15.4 Where practicable, work which would otherwise be paid as overtime should be allocated to another staff member employee in order to make up a shortfall in the load of the latter staff memberemployee. 15.5 The existing academic workload clauses in the Agreement continue to apply, subject to the following. 15.6 To the extent that a staff member an employee is unable to perform their research or other duties due to the impact of COVID-19, the University may allocate alternative work (including additional teaching work) to the staff member employee in order to make up a full workload allocation. The overall workload cap in the Agreement will continue to apply, but this might include re-arranging the academic staff memberemployee’s workload for the year. 15.7 A staff member An employee whose fraction is reduced (whether voluntarily in accordance with clause 16 or by direction in accordance with clause 21) will have a commensurate reduction in workload. 15.8 In addition to any procedural requirements contained in the Agreement, the University must discuss the alteration of the workload with sufficient time for the staff member employee to prepare for the change in workload allocation. 15.9 Any expectations in relation to research performance or output (as they relate to performance evaluation, or career progression, or promotion, or probation) must be adjusted to take account of any direction or reallocation made under this clause.