Common use of Workload Management Clause in Contracts

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. 53.1 Employers are committed have a duty to providing provide a safe and healthy work environment and will must not require Employees to undertake an unreasonable workload workloads 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 must take reasonable steps to ensure that Employees: (a) do not work excessive or unreasonable hours; (b) are able to can 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 can be reasonably expected of them. 53.5 Relevant indicators of workload will must 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 days off 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 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. 53.6 Where Employee performance issues are identified these are managed in accordance with an Agency’s performance management policy and consider: (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. 53.7 With the exception of identified Employee performance issues, any workload issues, including workload indicators and the associated monitoring and recording of those indicators, must be dealt with as a function of the JCC. 53.8 Any disputes in relation to this clause are resolved in accordance with clause 62 – Dispute Settlement Procedure of this Agreement. 53.9 Where potential workload issues are identified by the Union or the Employer, a review team is convened within 21 days of a written request from either party. The review team is made up of representatives nominated by the Employer and the Union. 53.10 Once established, the review team must conduct a workload survey of affected Employees covered by this Agreement. 53.11 The review team determines the content and scope of the workload survey based upon relevant criteria stated in clause 53.5. 53.12 A workload survey can only be conducted where one has not been completed in the previous 12 months. 53.13 The collated results of the survey, together with the report outlining the findings of the review team, must be provided to the parties to this Agreement within two months of the commencement of the survey.

Workload Management. 53.1 Employers are 25.1 Main Roads 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. 53.2 25.2 The objective of this clause is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 Employers 25.3 Main Roads 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 25.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 53.5 25.5 Relevant indicators of workload will be monitored and recorded by the Employer Main Roads 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’ workers compensation claims lodged; (k) personal leave usage; (l) early retirement records; (m) referral rates to the Employee assistance program providers Assistance Program (EAP) provider and general feedback regarding workload issues, if raised, from EAP counsellors; (n) exit information regarding workload, if raised; and (o) summary information on the results of Employee workload surveys if conducted. 25.6 Where Employee performance issues are identified these will be managed in accordance with Main Roads’ Performance Improvement Process Guidelines 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. 25.7 With the exception of identified Employee performance issues, any workload issues, including workload indicators and the associated monitoring and recording of those indicators, shall be dealt with as a function of the JCC. 25.8 Any disputes in relation to this clause will be resolved in accordance with clause 64 – Dispute Settlement Procedure of this Agreement. 25.9 Where potential workload issues are identified by the Union or Main Roads, a review team will be convened within 21 days of a written request from either party. The review team will be made up of representatives nominated by Main Roads and the Union. 25.10 Once established, the review team will conduct a workload survey of affected Employees covered by this Agreement. 25.11 The review team will determine the content and scope of the workload survey based upon relevant criteria stated in clause 25.5. 25.12 A workload survey may only be conducted where a workload survey has not been completed in the previous 12 months. 25.13 The collated results of the survey, together with the report outlining the findings of the review team, will be provided to the parties to the Agreement within two (2) months of the commencement of the survey. 25.14 Broader consultation on the workload survey results, and the findings of the review team may be undertaken through the JCC.

Workload Management. 53.1 52.1 Employers are committed have a duty to providing provide a safe and healthy work environment and will must not require Employees to undertake an unreasonable workload workloads in the ordinary discharge of their duties. 53.2 52.2 The objective of this clause is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 52.3 Employers shall must take reasonable steps to ensure that Employees: (a) do not work excessive or unreasonable hours; (b) are able to can clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the Applicable Award and this Agreement. 53.4 52.4 Employees are required to perform, attain or sustain a standard of work that may can be reasonably expected of them. 53.5 52.5 Relevant indicators of workload will must 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. 52.6 Where Employee performance issues are identified these are managed in accordance with an Agency’s performance management policy and consider: (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. 52.7 With the exception of identified Employee performance issues, any workload issues, including workload indicators and the associated monitoring and recording of those indicators, must be dealt with as a function of the JCC. 52.8 Any disputes in relation to this clause are resolved in accordance with clause 61 – Dispute Settlement Procedure of this Agreement. 52.9 Where potential workload issues are identified by the Union or the Employer, a review team is convened within 21 days of a written request from either party. The review team is made up of representatives nominated by the Employer and the Union. 52.10 Once established, the review team must conduct a workload survey of affected Employees covered by this Agreement. 52.11 The review team determines the content and scope of the workload survey based upon relevant criteria stated in clause 52.5. 52.12 A workload survey can only be conducted where one has not been completed in the previous 12 months. 52.13 The collated results of the survey, together with the report outlining the findings of the review team, must be provided to the parties to the Agreement within two months of the commencement of the survey. 52.14 Broader consultation on the workload survey results, and the findings of the review team can be undertaken through the JCC. Responding to work-related information and communications outside of work hours 52.15 In this clause:

Workload Management. 53.1 Employers are 38.1 The employer is committed to providing a safe and healthy work environment and will not require Employees employees to undertake an unreasonable workload in the ordinary discharge of their duties. 53.2 38.2 The objective of this clause principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 Employers 38.3 The employer shall take reasonable steps to ensure that Employeesemployees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leaveaccrued leave entitlements; and (c) are paid or otherwise recompensed for work as provided for under the Applicable Award and this General Agreement. 53.4 38.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 53.5 Relevant 38.5 All relevant indicators of workload will should be monitored and recorded by the Employer on an ongoing basismonitored. Indicators may include but are not limited toinclude: (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; (fd) volume of work; (ge) level of performance; (hf) turnover; (ig) accident rate; (jh) workers’ compensation claims lodgedincidence of workers compensation; (ki) personal leave usagesickness absence; (lj) early retirement records; (mk) 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 (ol) summary information on exit information. 38.6 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. 38.7 Workload issues may be dealt with as a function of the results agency joint consultative committee. 38.8 With the exception of Employee employee performance related issues, where workload surveys if conductedissues are identified a review team agreed by the parties will be convened within 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. 53.1 Employers are ‌ 29.1 Main Roads 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. 53.2 29.2 The objective of this clause is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 Employers 29.3 Main Roads 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 this Agreement and the Applicable Award and this AgreementAward. 53.4 29.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 53.5 29.5 Relevant indicators of workload will be monitored and recorded by the Employer on an ongoing basisMain Roads. Indicators may include but are not limited to: (a) nature of work; (b) work patterns; (c) hours of work including accrued RDOs, level of flex 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’ workers compensation claims lodged; (k) personal leave usage; (l) early retirement records; (m) referral rates to the Employee assistance program providers Assistance Program (EAP) provider and general feedback regarding workload issues, if raised, from EAP counsellors; (n) exit information regarding workload, if raised; and (o) summary information on the results of Employee employee workload surveys if conducted. 29.6 Where Employee performance issues are identified these will be managed in accordance with Main Roads’ Performance Improvement Process Guidelines 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. 29.7 Workload issues, including the relevant indicators and the associated monitoring and recording, shall be dealt with as a function of Main Roads’ Joint Consultative Committee (JCC). 29.8 With the exception of Employee performance related issues, where workload issues are identified by the JCC, a review team agreed by the parties will be convened within 21 days of a written request from either party. 29.9 The review team once established will conduct a workload survey for affected Employees covered by this Agreement. 29.10 The review team will determine the content and scope of the workload survey based upon the criteria stated in subclause 29.5. 29.11 A workload survey may only be conducted where a workload survey has not been completed in the previous 12 months. 29.12 The collated results, together with the findings of the review team, will be provided to the JCC 29.13 Broader consultation of the findings of the review team can be undertaken through the JCC.

Workload Management. 53.1 Employers are (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. 53.2 (2) The objective of this clause principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 Employers (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 with time off in lieu for work as provided for under the Applicable Award and this Agreement. 53.4 (4) Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 53.5 Relevant (5) All relevant indicators of workload will should be monitored and recorded by the Employer on an ongoing basismonitored. Indicators may include but are not limited toinclude: (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; (fd) volume of work; (ge) level of performance; (hf) turnover; (ig) accident rate; (jh) workers’ compensation claims lodgedincidence of workers compensation; (ki) personal leave usageillness and injury absence; (lj) early retirement records; (mk) referral rates to exit information. (6) Where Employee assistance program providers performance issues are identified, these will be managed in accordance with the Employer’s performance management policy and general feedback regarding workload issues, if raised, from counsellorsshould take into account: (a) training and development; (nb) exit information regarding workload, if raisedapplication of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (oe) summary information on communication and feedback. (7) Workload issues may be raised and addressed as a function of the results joint consultative committee. (8) With the exception of Employee performance-related issues, where workload surveys if conductedissues are identified, a review team agreed by the parties will be convened within 10 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. 53.1 37.1 Employers are committed to providing a safe and healthy work environment and will not require Employees employees to undertake an unreasonable workload in the ordinary discharge of their duties. 53.2 37.2 The objective of this clause principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 53.3 37.3 Employers shall take reasonable steps to ensure that Employeesemployees: (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 General Agreement. 53.4 37.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 53.5 Relevant 37.5 All relevant indicators of workload will should be monitored and recorded by the Employer on an ongoing basismonitored. Indicators may include but are not limited toinclude: (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; (fd) volume of work; (ge) level of performance; (hf) turnover; (ig) accident rate; (jh) workers’ compensation claims lodgedincidence of workers compensation; (ki) personal leave usagesickness absence; (lj) early retirement records; (mk) 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 (ol) summary information on exit information. 37.6 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. 37.7 Workload issues may be dealt with as a function of the results agency joint consultative committee. 37.8 With the exception of Employee employee performance related issues, where workload surveys if conductedissues are identified a review team agreed by the parties will be convened within 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.