Workload Management. 11.1 The parties to this Agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse affects that excessive workloads may have on employee/s and the quality of resident/client care.
11.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied:
(a) Step 1: In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions.
(b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion.
(c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion.
(d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees.
11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to:
(a) Clinical assessment of residents’ needs;
(b) The demand of the environment such as facility layout;
(c) Statutory obligation, (including, but not limited to, work health and safety legislation);
(d) The requirements of nurse regulatory legislation;
(e) Reasonable workloads (such as roster arrangements);
(f) Accreditation standards; and
(g) Budgetary considerations.
11.4 If the issue is still unresolved, the employee/s may advance the matter through Clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the employer and the employee representative, which may include the union/s.
Workload Management. 11.1 The parties to this Agreement acknowledge that Employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employee/s and the quality of resident/client care.
11.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied:
(a) Step 1: In the first instance, Employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions.
(b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion.
(c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion.
(d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected Employees.
11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to:
(a) Clinical assessment of residents’ needs;
(b) The demand of the environment such as facility layout;
(c) Statutory obligation, (including, but not limited to, work health and safety legislation);
(d) The requirements of nurse regulatory legislation;
(e) Reasonable workloads (such as roster arrangements);
(f) Accreditation standards; and
(g) Budgetary considerations.
11.4 If the issue is still unresolved, the Employee/s may advance the matter through clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.
Workload Management. 10.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse affects that excessive workloads may have on employee/s and the quality of resident/client care.
10.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied:
(a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions.
(b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion.
(c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion.
(d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees.
10.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to:
(a) Clinical assessment of residents’ needs;
(b) The demand of the environment such as facility layout;
(c) Statutory obligation, (including, but not limited to, workplace health and safety legislation;
(d) The requirements of nurse regulatory legislation;
(e) Reasonable workloads;
(f) Accreditation standards; and
Workload Management. (1) The employer is committed to working with its employees and relevant unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer should ensure safe work environments are not compromised, and that employer responsibilities under legislation including duty of care to all employees are complied with.
(2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL).
(3) The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees.
(4) The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employer-specific circumstances to ensure easier application of the tool
(5) In addition, the parties agree that relevant CCs will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following:
(a) To undertake research on local workload management issues;
(b) To address specific workload issues referred by staff of work units, union officials and/or management;
(c) To develop expedient processes for referral of workload issues to the CC;
(d) Based on research, develop strategies to improve immediate and long term workload issues;
(e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee;
(f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.
Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care.
36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied:
(a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions.
(b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion.
(c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion.
(d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees.
(e) At each of the steps above the parties should aim to agree on a reasonable time frame for response
36.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to:
(a) Clinical assessment of residents’ needs;
(b) The demand of the environment such as facility layout;
(c) Statutory obligation, (including, but not limited to, workplace health and safety legislation;
(d) The requirements of nurse regulatory legislation;
(e) Reasonable workloads;
(f) Accreditation standards;
(g) Replacement of employees on leave; and
Workload Management. 23.1 The Employer is committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties.
23.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety.
23.3 The Employer shall take reasonable steps to ensure that employees:
(a) do not work excessive or unreasonable hours;
(b) are able to clear annual leave; and
(c) are paid or otherwise recompensed for work as provided for under the Award and this General Agreement.
23.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them.
23.5 All relevant indicators of workload should be monitored. Indicators may include:
(a) nature of work;
(b) work patterns;
(c) environment in which work is performed;
(d) volume of work;
(e) level of performance;
(f) turnover;
(g) accident rate;
(h) incidence of workers compensation;
(i) illness or injury;
(j) early retirement records;
(k) referral rates and general feedback from counsellors; and
(l) exit information.
23.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account:
(a) training and development;
(b) application of skill and competencies;
(c) capacity to perform at a required level;
(d) individual accountability; and
(e) communication and feedback.
23.7 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within twenty-one (21) days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.
Workload Management. 10.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse affects that excessive workloads may have on employee/s and the quality of resident/client care.
10.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied:
(a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions.
(b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion.
(c) If a solution still cannot be identified and implemented, the matter should be referred to the Director of Nursing for further discussion.
(d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees.
10.3 Where agreement cannot be reached, the parties may exercise their rights pursuant to Clause 9 Dispute Resolution.
Workload Management. The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care.
Workload Management. 53.1 Employers are committed to providing a safe and healthy work environment and will not require Employees to undertake an unreasonable workload in the ordinary discharge of their duties.
53.2 The objective of this clause is to ensure workload allocation is fair, manageable and without risk to health and safety.
53.3 Employers shall take reasonable steps to ensure that Employees:
(a) do not work excessive or unreasonable hours;
(b) are able to clear annual leave; and
(c) are paid or otherwise recompensed for work as provided for under the Applicable Award and this Agreement.
53.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them.
53.5 Relevant indicators of workload will be monitored and recorded by the Employer on an ongoing basis. Indicators may include but are not limited to:
(a) nature of work;
(b) work patterns;
(c) hours of work including accrued RDOs, level of credit and banked hours, credit and banked hours lost each settlement period and overtime;
(d) levels of accrued annual and long service leave;
(e) environment in which work is performed;
(f) volume of work;
(g) level of performance;
(h) turnover;
(i) accident rate;
(j) workers’ compensation claims lodged;
(k) personal leave usage;
(l) early retirement records;
(m) referral rates to Employee assistance program providers and general feedback regarding workload issues, if raised, from counsellors;
(n) exit information regarding workload, if raised; and
(o) summary information on the results of Employee workload surveys if conducted.
Workload Management. 17.1 The Employer is committed to ensuring that staffing levels are appropriate, thus ensuring the delivery of quality resident care and keeping within the accreditation principles which take into account the level of care appropriate for the assessed needs of the resident.
17.2 Should any employee deem that the workloads are unreasonably heavy, on a regular basis, then they have a responsibility to discuss their concerns with their Manager. If appropriate action is not taken to address the workload issues, the employee may utilise the dispute resolution procedure of this Agreement.
