Common use of Workloads Clause in Contracts

Workloads. 23.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 DOH management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 Subject to clause 23.4, management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / classifications, use of work-life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 Management will respond in writing the employee/s concerned in a timely manner.

Workloads. 23.1 53.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 53.2 An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 DOH 53.3 Department management, Principals, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 53.4 The parties recognise there may be unavoidable peak work periods where employees’ employee’s workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 Managers 53.5 Principals and employees should therefore ensure that employees’ employee workloads are reasonable. 23.7 53.6 Subject to clause 23.453.4, management Principals will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / levels/ classifications, use of work-work life balance arrangements, and any other relevant indicators within the workplace;. (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 Employee/s 53.7 Employees may request in writing for management Principals to review ongoing and sustained workload issues in the workplace. Where so requested, management Principals will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 Management 53.8 Principals will respond in writing to the employee/s employee(s) concerned in a timely manner. 53.9 An employee who considers their workload to still be excessive or unacceptable after the above processes have occurred may apply in writing to the relevant manager to have their workloads reviewed. 53.10 When the need is identified, the Department will, as far as practicable, provide assistance to the employee through the Employee Assistance Program (EAP) and other appropriate interventions. 53.11 In circumstances in which a dispute over workloads affects office-based employees working in a corporate setting or regional office, then references to principals will be read as a reference to the relevant manager or director, however called.

Workloads. 23.1 1. The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 2. An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 3. DOH management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 4. The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 5. Subject to clause 48 51A (Additional Hours and Overtime) and sub-clause 51.1(b53.1(b) (Overtime), employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 6. Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 7. Subject to sub-clause 23.451B.4, management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / classifications, use of work-life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 8. Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 9. Management will respond in writing the employee/s concerned in a timely manner.

Workloads. 23.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 . An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 . DOH management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 . The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 . Subject to clause 48 49 (Additional Hours and Overtime) and clause 51.1(b52.1(b) (Overtime), employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 . Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 . Subject to clause 23.4, 24.4 management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / classifications, use of work-life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 . Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 . Management will respond in writing the employee/s concerned in a timely manner.

Workloads. 23.1 47.1 The parties Parties support the principle that employees Employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 47.2 An appropriate balance between an employee’s work and personal life: (a) contributes Contributes toward healthy and productive workplaces; (b) helps Helps build a positive morale in the workplace; and (c) assists Assists in strengthening an individual’s social and family relationships. 23.3 DOH 47.3 Agency management, employees Employees and employee Employee representatives play a positive role in ensuring employee Employee workloads are reasonable. 23.4 47.4 The parties Parties recognise there may be unavoidable peak work periods where employeesEmployees’ workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees 47.5 Employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 47.6 Managers and employees Employees should therefore ensure that employeesEmployees’ workloads are reasonable. 23.7 47.7 Subject to sub-clause 23.447.4, management will: (a) ensure employees Ensure Employees have sufficient and appropriate resources to undertake their jobs; (b) ensure Ensure the tasks allocated to employees Employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee Monitor Employee workloads, work patterns, priorities, staffing levels / classifications, use of work-life balance arrangements, and any other relevant indicators within the workplace; (d) implement Implement strategies to ensure workloads remain reasonable; (e) monitor Monitor vacant positions and fill vacancies in a timely manner; and (f) consult Consult with employees Employees and their nominated representatives over workload issues. 23.8 47.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 47.9 Management will respond in writing to the employee/s concerned in a timely manner.

Workloads. 23.1 33.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 33.2 An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 DOH 33.3 Agency management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 33.4 The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees 33.5 Employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 33.6 Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 33.7 Subject to clause 23.433.4, management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / levels/ classifications, use of work-work life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 33.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 33.9 Management will respond in writing to the employee/s concerned in a timely manner.

Workloads. 23.1 26.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 26.2 An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 DOH 26.3 Agency management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 26.4 The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees 26.5 Employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 26.6 Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 26.7 Subject to clause 23.426.4, management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours;; NTPS Aboriginal Health Practitioner 2022 - 2025 Enterprise Agreement (c) monitor employee workloads, work patterns, priorities, staffing levels / levels/ classifications, use of work-work life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 26.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 26.9 Management will respond in writing to the employee/s concerned in a timely manner.

Workloads. 23.1 26.1 The parties support the principle that employees should be able to achieve an appropriate balance between their work and personal lives. 23.2 26.2 An appropriate balance between an employee’s work and personal life: (a) contributes toward healthy and productive workplaces; (b) helps build a positive morale in the workplace; and (c) assists in strengthening an individual’s social and family relationships. 23.3 DOH 26.3 Agency management, employees and employee representatives play a positive role in ensuring employee workloads are reasonable. 23.4 26.4 The parties recognise there may be unavoidable peak work periods where employees’ workloads increase; however, this should be the exception rather than the norm. 23.5 Subject to clause 48 (Additional Hours and Overtime) and clause 51.1(b) (Overtime), employees 26.5 Employees are to be properly compensated for additional hours worked, either through overtime payments, time off in lieu of overtime arrangements, or other flexible working arrangements. 23.6 26.6 Managers and employees should therefore ensure that employees’ workloads are reasonable. 23.7 26.7 Subject to clause 23.426.4, management will: (a) ensure employees have sufficient and appropriate resources to undertake their jobs; (b) ensure the tasks allocated to employees can reasonably be performed in the hours for which they are employed, including reasonable additional hours; (c) monitor employee workloads, work patterns, priorities, staffing levels / levels/ classifications, use of work-work life balance arrangements, and any other relevant indicators within the workplace; (d) implement strategies to ensure workloads remain reasonable; (e) monitor vacant positions and fill vacancies in a timely manner; and (f) consult with employees and their nominated representatives over workload issues. 23.8 26.8 Employee/s may request in writing for management to review ongoing and sustained workload issues in the workplace. Where so requested, management will consider the workload factors and issues raised, consider their effect on the workplace, and if necessary, implement strategies to ensure reasonable workloads are maintained. 23.9 26.9 Management will respond in writing to the employee/s concerned in a timely manner.