Excessive Workloads Sample Clauses
The Excessive Workloads clause is designed to address situations where an employee is assigned more work than is reasonable or manageable within their role. Typically, this clause outlines the process for employees to report excessive workloads to management and may require the employer to assess and redistribute tasks or provide additional support. Its core function is to protect employee well-being and productivity by ensuring workloads remain fair and sustainable, thereby reducing the risk of burnout and maintaining workplace efficiency.
Excessive Workloads. (a) The Managing Director will ensure that managers/supervisors are aware that the tasks allocated to employees must not exceed what can reasonably be performed in the hours for which they are employed.
(b) The Managing Director will ensure that managers/supervisors monitor the hours worked by the lecturers they supervise and where the lecturers regularly work hours in excess of 37.5 hours must in consultation with the lecturer implement measures that reduce that lecturer’s workload.
(c) Where vacancies arise in an area, which creates additional workload for lecturers working in that area supervisors/managers will consult with affected lecturers regarding how the workload will be managed in accordance with sub-clause 37.5 of this clause.
(d) A lecturer who believes that her or his workload may be excessive can seek a review. Whilst the review is taking place the status quo will remain.
(e) Any request for a review is to be made to the manager/supervisor in writing in the first instance with a view to resolving the matter at that level.
(f) If the matter is not able to be resolved by the manager/supervisor and lecturer within 5 days, the matter will be referred to the College FHA working party for resolution. A process for establishing College FHA working parties will be developed through STERC. The FHA working party will consist of an equal number of College representatives and Union representatives.
(g) Where the matter is not resolved within 5 days the lecturer may seek to have the matter resolved through Clause 13 - Dispute and Grievance Resolution Procedure.
(h) Any review of the reasonableness of workloads will be assessed having regard to all the relevant circumstances of the case. Those circumstances may include:
(i) the requirements of the workplace, team, or client;
(ii) the equitable distribution of duties across team members;
(iii) the skills, competencies, knowledge and experience of the lecturer;
(iv) the adequacy of preparation and planning time to enable delivery;
(v) the level of duties required in undertaking workplace delivery;
(vi) employee health and safety;
(vii) the employee’s personal circumstances; and
(viii) the matters referred to in sub-clauses 37.4 (c) and 37.4 (d).
Excessive Workloads. Workloads and management of workloads is an im portant issue. In order to identify, minimise and deal with instances of excessive workloads:
(a) The employer is to ensure that supervisors and managers are aware that the tasks allocated to employees must not exceed what can reasonably be performed in the hours for which they are employed. .
(b) The employer is to ensure that supervisors and managers implement procedures to monitor the hours worked of the employees they supervise and where employees regularly work hours in excess of the hours for which they are employed to perform their jobs, changes (technology, responsibility, extra resources) are to be implemented.
(c) In most circumstances vacant positions are to be filled within three months. If it appears likely that is not to be the case, supervisors and/or managers are to consult affected employees, giving the reasons why the position are not to be filled and advising how the workloads are to be managed having regard to (a) and (b) above.
(d) In most circumstances temporary vacancies are to be filled as they arise. Where a position is not to be filled supervisors and managers are to consult affected employees, giving the reasons why the position are not to be filled and advising how the workload is to be managed having regard to (a) and (b) above. (2004)