Division Work Allocation Models Clause Samples

Division Work Allocation Models. 41.5.4.1 Each Division that employs academic staff will have an Academic Work Allocation Model that is consistent with the requirements of this Clause, the University’s Work Allocation Policy and Procedure and the Work Allocation Guidelines. 41.5.4.2 Each Work Allocation Model will be developed or reviewed in consultation with academic staff in the Division and will recognise the nature of the academic work within the Division including the factors listed in the USQ Work Allocation Guidelines for Academic Employees. The consultation will include a meeting to which all academic employees are invited, but is not confined to this. An employee may be assisted by a Nominated Representative during this consultation process. 41.5.4.3 The Work Allocation model will be reviewed periodically to ensure that the Model meets the needs of the relevant Division and academic employees within the respective Division. Copies of the Work Allocation Model are to be provided to the Staff Consultative Committee on a regular basis for review. The Staff Consultative Committee may seek further information and clarification in relation to the Model and can provide comments and advice to the respective Division about the Model. 41.5.4.4 Each Division’s Work Allocation Model will include a mechanism for work allocation of all expected and allocated work based upon the principles for reasonable work allocation prescribed in this Clause. The mechanism will prescribe allocation for work which reflects a fair average assessment of the time to perform the work to a professional standard.
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Division Work Allocation Models. 41.5.4.1 Each Division that employs academic staff will have an Academic Work Allocation Model that is consistent with the requirements of this Clause, the University’s Work Allocation Procedure and the Work Allocation for Academic Employees Schedule. 41.5.4.2 Each Work Allocation Model will be developed or reviewed in consultation with academic staff in the Division and will recognise the nature of the academic work within the Division including the factors listed in the Work Allocation for Academic Employees Schedule. The consultation will include a meeting to which all Academic Employees are invited, but is not confined to this. An Employee may be assisted by a Nominated Representative during this consultation process. Consultation will also occur with the NTEU, through the Staff Consultative Committee, on the development or review of each Work Allocation Model.
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Related to Division Work Allocation Models

  • Alternate Work Schedule An alternate work schedule is any work schedule where an employee is regularly scheduled to work five (5) days per week, but the employee’s regularly scheduled two (2) days off are NOT Saturday and Sunday.

  • Flexible Work Schedule A flexible work schedule is any schedule that is not a regular, alternate, 9/80, or 4/10 work schedule and where the employee is not scheduled to work more than 40 hours in the "workweek" as defined in Subsections F. and H., below.

  • Alternate Work Schedules Workweeks and work shifts of different numbers of hours may be established for overtime-eligible employees by the Employer in order to meet business and customer service needs, as long as the alternate work schedules meet federal and state law. When there is a holiday, employees may be required to switch from their alternate work schedules to regular work schedules.

  • Alternative Work Schedule An alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or for hospital personnel an eighty (80) hour workweek in a fourteen (14) day period and other mutually agreed upon schedules that comply with applicable federal and state law. Employee work schedules normally include two (2) consecutive days off.

  • Flexible Work Schedules An employee may request a modification of their current work schedule to another schedule. The Employer, or its designees, may approve or deny flexible work schedules and retain the responsibility for determining exemptions from, or terminations of, flexible work schedules which adversely affect the operation of the Minnesota Judicial Branch or the level of service to the public.