Common use of Workload Management Clause in Contracts

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. 11.1 (a) The parties to this Agreement 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 resident care. 11.2 (b) To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (ai) Step 1: In the first instance, Employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (bii) Step 2: If a solution cannot be identified and implementedimplemented within 72 hours, the matter should be referred to an appropriate senior manager manager, within their work site/location, for further discussion. (ciii) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility General Manager or equivalent for further discussiondiscussion and possible consultation with specialist leads such as Human Resources, WHS, Clinical or other as required to determine a solution. (div) 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 affected Employees. 11.3 (c) Workload management must will 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: (ai) Clinical assessment of residents’ needs; (bii) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislation); (diii) The requirements of nurse regulatory relevant legislation; (eiv) Reasonable workloads (such as roster arrangements)Operational Requirements; (fv) Reasonable workloads; (vi) Accreditation standards; and (gvii) Budgetary considerations. 11.4 (d) If the issue is still unresolved, the Employee/s may advance the matter through clause 9 Clause 10 - 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 50.1 The parties to this Agreement acknowledge that Employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects affects that excessive workloads may have on Employee/s Employee(s) and the quality of resident/client care. 11.2 50.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management Management, the following procedures should be applied: (a) Step 1: In the first instance, Employee/s 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 service 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 50.3 Workload management must be an agenda item at residential 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 residentsclients’ needs; (b) The demand of the environment such as facility service layout; (c) Statutory obligation, (including, but not limited to, work workplace health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements)workloads; (f) Accreditation standards; and (g) Budgetary considerations. 11.4 50.4 If the issue is still unresolved, the Employee/s Employee(s) may advance the matter through clause 9 Dispute Resolution ProcedureClause 12 - Disputes Resolution. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.all parties.

Workload Management. 11.1 (a) The parties to this Agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employeeemployee/s and the quality of resident/client care. 11.2 (b) To ensure that Employee employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (ai) Step 1: In the first instance, Employeeemployee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutionssolutions at a local level, close to the source. (bii) Step 2: If a solution still cannot be identified and implemented, the matter should be referred to their line manager for further discussion. The line manager should respond in a reasonable timeframe, where practicable within 7 days. (iii) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager or Hospital CEO for further discussiondiscussions. The senior manager will respond in a reasonable timeframe, where practicable within 7 days. (civ) 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 Employeesemployees. 11.3 (v) If the matter is not settled within a reasonable period of time, the Employee (or their nominated Employee representative) may utilise the dispute settlement procedure of this Agreement. (c) 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: (ai) Clinical assessment of residentsacuity of patients’ needs; (bii) The demand of the environment such as facility layout; (ciii) Statutory obligation, (including, but not limited to, work health and safety legislation); (div) The the requirements of nurse regulatory legislationthe relevant professional association; (ev) Reasonable workloads (such as roster arrangements)workloads; (fvi) the mix of staff including skills, training and experience; (vii) Accreditation standards; and (gviii) Budgetary considerations; and (ix) Occupancy. 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 ‌ 30.1 The parties to this Agreement agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects affects that excessive workloads may have on Employeeemployee/s and the quality of resident/client care. 11.2 30.2 To ensure that Employee employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employeeemployee/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 the Service/Facility 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 more senior levels of executive management (as appropriate) 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 Employeesemployees. 11.3 30.3 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 workplace health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements)workloads; (f) Accreditation standards; and (g) Budgetary considerations. 11.4 30.4 If the issue is still unresolved, the Employeeemployee/s may advance the matter through clause 9 Dispute Clause 39 - Grievance and Disputes Resolution ProcedureProcedures. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.all parties.‌

Workload Management. 11.1 53.1 The parties to this Agreement 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 resident care. 11.2 53.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management 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 still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. The Facility Manager will respond within 48 hours. (c) 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 . The senior manager will respond within a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion48 hours. (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 53.3 Workload management must will be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must will 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 the demand of the environment such as facility layout; (c) Statutory statutory obligation, (including, but not limited to, work workplace health and safety legislation); (d) The the requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements)reasonable workloads; (f) Accreditation accreditation standards; (g) budgetary considerations; and (gh) Budgetary considerations.occupancy 11.4 53.4 If the issue is still unresolved, the Employee/s may advance the matter through clause 9 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.Resolution.

Workload Management. 11.1 The parties to this the Agreement acknowledge that Employees and management the Employer 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 Employer, 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 should, where possible, be referred to the Facility Manager or Home Care 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 affected Employees. 11.3 . At each of the steps above the parties should aim to agree on a reasonable time frame for response. Workload management must be an agenda item at staff meetings of Employees 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, obligation (including, but not limited to, work workplace health and safety legislation); (d) ; The requirements of nurse regulatory legislation; (e) ; Reasonable workloads (such as roster arrangements); (f) workloads; Accreditation standards; and (g) Replacement of Employees on leave; and Budgetary considerations. 11.4 . If the issue is still unresolved, the Employee/s may advance the matter through clause 9 Clause 50: 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 39.1 The parties to this Agreement agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employeeemployee/s and the quality of resident/client care. 11.2 39.2 To ensure that Employee employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employeeemployee/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 Residential Facility Manager or Home Services 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 Employeesemployees. 11.3 Workload e) At each of the steps above, the parties should aim to agree on a reasonable time frame for a response. 39.3 Where required workload management must will 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 residentsAssessed clients’ needs; (b) The demand of the environment such as facility centre layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislationincluding the requirements of Nursing Legislation). d) Reasonable workloads; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements); (f) Accreditation standards; and Quality standards of funding bodies and (gf) Budgetary considerations. 11.4 39.4 If the issue is still unresolved, the Employee/s employee(s) may advance the matter through clause 9 Dispute Clause 39 - Grievance and Disputes Resolution ProcedureProcedures. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.all parties.

Workload Management. 11.1 36.1 The parties to this Agreement agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads and/or scheduling of work may have on Employeeemployee/s and the quality of resident/client care. 11.2 36.2 To ensure that Employee employee concerns involving excessive workloads and/or scheduling of work are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employeeemployee/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 should, where possible be referred to the Facility Manager or Home Care 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 Employeesemployees. 11.3 (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 of employees 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 workplace health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements)workloads; (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 Replacement of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.employees on leave; and

Workload Management. 11.1 51.1 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 resident care. 11.2 51.2 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 Chief Executive Officer 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 51.3 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 DATED this day of workload management issues may only occur by agreement 2024 Signature Print Name Position I declare that I am authorised to sign this Agreement on behalf of the Employer 000-000 Xxxxxxx Xxxx, Xxxxxxxx XXX 0000 DATED this day of 2024 Witness Signature Print Name Position 000-000 Xxxxxxx Xxxx, Xxxxxxxx XXX 0000 DATED this day of 2024 I declare that I am an Employee of Holy Family Services and that my employment will be covered by the terms of the Holy Family Services Enterprise Agreement 2023. Signature Print Name Position 000-000 Xxxxxxx Xxxx, Xxxxxxxx XXX 0000 DATED this day of 2024 Witness Signature Print Name Position 000-000 Xxxxxxx Xxxx, Xxxxxxxx XXX 0000 Registered Nurse Level 1- Pay point 1 starts at Award rate PP 4 $40.74 $41.45 $42.49 $43.55 Registered Nurse Level 1- Pay point 2 $42.55 $43.29 $44.38 $45.49 Registered Nurse Level 1- Pay point 3 $44.38 $45.16 $46.29 $47.44 Registered Nurse Level 1- Pay point 4 $46.42 $47.23 $48.41 $49.62 Registered Nurse Level 1- Pay point 5 and thereafter $49.04 $49.90 $51.15 $52.42 Registered Nurse Level 2- Pay point 1 $49.22 $50.08 $51.33 $52.61 Registered Nurse Level 2- Pay point 2 $51.23 $52.13 $53.43 $54.77 Pay point 3 and thereafter $51.35 $52.25 $53.55 $54.89 Clinical Manager or similar RN Level 3 $67.82 $69.01 $70.73 $72.50 Personal Care Workers PCW 1 (ACE 2) $28.79 $29.30 $30.03 $30.78 PCW 2 (ACE 3) $30.69 $31.23 $32.01 $32.81 PCW 3 (ACE 4) $31.12 $31.67 $32.46 $33.27 PCW 4 (ACE 5) $32.38 $32.95 $33.77 $34.61 PCW 5 (ACE 7) $33.47 $34.06 $34.91 $35.78 NEW Agreement Classification HFS effective 10 July 2023 Pay point action from FFPPOA 1 January 2024 HF FFPPOA 1 July 2024 2.5% HF FFPPOA 1 July 2025 2.5% Aged Care Employees Aged Care Employee representativeLevel 1 (Support Services) $24.17 $24.59 $25.21 $25.84 Aged Care Employee Level 2 (Support Services) $25.28 $25.73 $26.37 $27.03 Aged Care Employee Level 3 (Support Services) $27.09 $27.56 $28.25 $28.96 Aged Care Employee Level 4 (Support Services) $27.48 $27.96 $28.66 $29.37 Aged Care Employee Level 5 - Notional $28.62 $29.12 $29.85 $30.60 Aged Care Employee Level 6 - notional $28.88 $29.38 $30.11 $30.87 Aged Care Employee Level 7 (Support Services) $29.04 $29.55 $30.29 $31.05 Cooking Services - Highest pay point ACE 1 Food services assistant <500 hours exp $24.15 $24.58 $25.19 $25.82 ACE 2 Food services assistant >500 hours exp $25.28 $25.72 $26.37 $27.02 ACE 3 Cook (unqualified) $26.24 $26.70 $27.37 $28.05 ACE 4 Senior Cook (trade) $30.28 $30.81 $31.58 $32.37 ACE 5 Chef $31.55 $32.10 $32.90 $33.73 ACE 6 Senior Chef $32.90 $33.47 $34.31 $35.17 ACE 7 Head Chef - Food Services Supervisor $33.57 $34.16 $35.01 $35.89 Item Allowance Current New Clause FFPPOA 1 January 2024 FFPPOA 1 July 2024 2.5% FFPPOA 1 July 2025 2.5% 1 Uniform Allowance when uniform is not supplied Per shift * 19.2 $1.35 $1.38 $1.42 Per week (to a maximum of) * 19.2 $6.45 $6.61 $6.78 2 Laundry Allowance (excluding Nursing Classifications) Per shift or part thereof * 19.2 $0.39 $0.40 $0.41 Per week (to a maximum of) * 19.2 $1.81 $1.86 $1.90 3 Laundry Allowance (Nursing Classifications Only) Per shift or part thereof * 19.2 $0.39 $0.40 $0.41 Per week (to a maximum of) * 19.2 $1.81 $1.86 $1.90 NOTE * Clothing and Laundry Allowances are currently combined and paid 0.6004 per hour 4 When required to work more than one hour beyond usual finishing time $14.14 19.3 $14.39 $14.75 $15.12 5 Further payment when overtime exceeds 4 hours $12.75 19.3 $12.97 $13.29 $13.63 6 Between rostered shifts Monday to Friday $25.04 19.4 $25.48 $26.12 $26.77 7 Between rostered shifts or on a Saturday $37.72 19.4 $38.38 $39.34 $40.32 8 Between rostered shifts or ordinary hours on a Sunday, which may include the union/s.public holiday or a day when not rostered to work $44.00 19.4 $44.77 $45.89 $47.04 9 Mileage Allowance $0.94 19.5 $0.96 $0.98 $1.01 Continuing Education Allowance (Nursing Classifications Only) 10 RN - post grad certificate in clinical field $20.04 19.6 $20.39 $20.90 $21.42 13 RN - post grad diploma or degree in clinical field $33.43 19.6 $34.01 $34.86 $35.73 14 RN - relevant master's degree in clinical field $40.08 19.6 $40.78 $41.80 $42.84

Workload Management. 11.1 37.1 The parties to this Agreement 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 resident care. 11.2 37.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management 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 still cannot be identified and implemented, the matter should be referred in writing to the Facility Manager for further discussion. The Facility Manager will respond within 3 business days. (c) 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 . The senior manager will respond within a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion4 business days. (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 37.3 Workload management must should be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must will 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 take into consideration the following criteria including factors (but not limited to:): (a) Clinical clinical assessment of residents’ needs; (b) The the demand of the environment such as facility layout; (c) Statutory statutory obligation, (including, but not limited to, work workplace health and safety legislation); (d) The the requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements)reasonable workloads; (f) Accreditation accreditation standards; (g) budgetary considerations; and (gh) Budgetary considerations.occupancy levels and hospital leave 11.4 37.4 If the issue is still unresolved, the Employee/s may advance the matter through clause 9 38-Dispute Resolution Procedure. Arbitration Procedure with the exception of workload management issues referring the matter to the FWC for arbitration, which may only occur by mutual agreement of the Employer and the Employee representative, which may include the union/s.relevant parties to this Agreement.

Workload Management. 11.1 (a) The parties to this Agreement 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 resident care. 11.2 (b) To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (ac) Step 1: In the first instance, Employeeemployee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutionsexploresolutions. (bd) Step 2: If a solution cannot be identified and implementedimplemented within 72 hours, the matter should be referred to an appropriate senior manager manager, within their work site/location, for further discussion. (ce) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility General Manager or equivalent for further discussiondiscussion and possible consultation with specialist leads such as Human Resources, WHS, clinical or other as required to determine a solution. (df) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and shouldbe recordedand fed back to backto the effected Employeesaffected employees. 11.3 (g) Workload management must will be an agenda item at staff meetings on meetingson 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 includingbut not limited to: (ai) Clinical assessment of residents’ ' needs; (bii) The demand demands of the environment such as facility layout; (ciii) Statutory obligation, (including, but not limited to, work health and safety legislation); (d) The the requirements of nurse regulatory relevant legislation; (eiv) Reasonable workloads (such as roster arrangements)Operational requirements; (fv) Reasonable workloads; (vi) Accreditation standards; and (gvii) Budgetary considerations. 11.4 (h) If the issue is still unresolved, the Employee/s may advance the matter through clause 9 the Dispute Settlement/ 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.Procedure set out in this Agreement.

Workload Management. 11.1 36.1 The parties to this Agreement agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employeeemployee/s and the quality of resident/client care. 11.2 36.2 To ensure that Employee employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employeeemployee/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 should, where possible be referred to the Facility Manager or Home Care 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.employees. At each of the steps above the parties should aim to agree on a reasonable time frame for response 11.3 36.3 Workload management must be an agenda item at staff meetings of employees 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 workplace health and safety legislation); (d) ; The requirements of nurse regulatory legislation; (e) ; Reasonable workloads (such as roster arrangements); (f) workloads; Accreditation standards; and (g) Replacement of employees on leave; and Budgetary considerations. 11.4 36.4 If the issue is still unresolved, the Employeeemployee/s may advance the matter through clause 9 Dispute Clause 44 - Grievance and Disputes Resolution ProcedureProcedures. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.all parties.

Workload Management. 11.1 (a) The parties to this Agreement agreement acknowledge that Employees Caregivers and management have a responsibility to maintain a balanced workload and recognise the adverse effects affects that excessive workloads may have on EmployeeCaregiver/s and the quality of resident/client care. 11.2 (b) To ensure that Employee Caregiver concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (ai) Step 1: In the first instance, EmployeeCaregiver/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (bii) Step 2: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. The facility manager will respond within 48 hours. (iii) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. The senior manager will respond within a further 48 hours. (civ) 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 EmployeesCaregivers. 11.3 (c) Workload management must will be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must will 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: (ai) Clinical assessment of residents’ needs; (bii) The demand of the environment such as facility layout; (ciii) Statutory obligation, (including, but not limited to, work workplace health and safety legislation); (div) The requirements of nurse regulatory legislation; (ev) Reasonable workloads (such as roster arrangements)workloads; (fvi) The mix of staff including skills, training and experience (vii) Accreditation standards; (viii) Budgetary considerations; and (gix) Budgetary considerationsOccupancy. 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 46.1 The parties to this Agreement agreement acknowledge that Employees employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employeeemployee/s and the quality of resident/client care. 11.2 46.2 To ensure that Employee employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employeeemployee/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 should, where possible be referred to the Facility Manager or Home Care 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.employees. At each of the steps above the parties should aim to agree on a reasonable time frame for response 11.3 46.3 Workload management must be an agenda item at staff meetings of employees 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 workplace health and safety legislation); (d) ; The requirements of nurse regulatory legislation; (e) ; Reasonable workloads (such as roster arrangements); (f) workloads; Accreditation standards; and (g) Replacement of employees on leave; and Budgetary considerations. 11.4 46.4 If the issue is still unresolved, the Employeeemployee/s may advance the matter through clause 9 Dispute Resolution Procedure54. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.all parties.