Common use of Workload Management Clause in Contracts

Workload Management. (1) The employer is committed to working with its employees and relevant unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer should ensure safe work environments are not compromised, and that employer responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employer-specific circumstances to ensure easier application of the tool (5) In addition, the parties agree that relevant CCs will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1) 17.1. The employer Queensland Government is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer entities should ensure safe work environments are not compromised, and that employer entity responsibilities under legislation including duty of care to all employees are complied with. (2) 17.2. It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) 17.3. The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) 17.4. The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019this Agreement. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employerentity-specific circumstances to ensure easier application of the tool. (5) 17.5. In addition, the parties agree that relevant CCs the ACC will deal with the issue of workload management. The activities of the CC ACC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CCACC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. ‌ (1) The employer is committed to working with its employees and relevant unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer should ensure safe work environments are not compromised, and that employer responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employer-specific circumstances to ensure easier application of the tool. (5) In addition, the parties agree that relevant CCs will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1) The employer is committed to working with its employees and relevant unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer should ensure safe work environments are not compromised, and that employer responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employer-specific circumstances to ensure easier application of the tool. (5) In addition, the parties agree that relevant CCs will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) : To undertake research on local workload management issues; (b) ; To address specific workload issues referred by staff of work units, union officials and/or management; (c) ; To develop expedient processes for referral of workload issues to the CC; (d) ; Based on research, develop strategies to improve immediate and long term workload issues; (e) ; To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) ; To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1) The employer SDS is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer SDS should ensure safe work environments are not compromised, and that employer SDS’ responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is SDS are obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that SDS remains committed to the Queensland Government implementation of the workload management tool will be reviewed during the life of this agreement. The parties agree that a review of the State Government Entities Certified workload management tool in the first 12 months after certification of this Agreement 2019will occur through a joint union/PSC working party. In utilising the workload management tool, the employer is tool SDS are obliged to adapt the template tool to account for employerorganisational-specific circumstances to ensure easier application of the tool. (5) In addition, the parties agree that relevant CCs each Consultative Committee (CC) will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee;; and (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1) ‌ 17.1. The employer Queensland Government is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer entities should ensure safe work environments are not compromised, and that employer entity responsibilities under legislation including duty of care to all employees are complied with. (2) 17.2. It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) 17.3. The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) 17.4. The parties note that the Queensland Government workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019this Agreement. In utilising the workload management tool, the employer is obliged to adapt the template tool to account for employerentity-specific circumstances to ensure easier application of the tool. (5) 17.5. In addition, the parties agree that relevant CCs the ACC will deal with the issue of workload management. The activities of the CC ACC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management;management;‌ (c) To develop expedient processes for referral of workload issues to the CCACC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1a) The employer Queensland Government is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer entities should ensure safe work environments are not compromised, and that employer entity responsibilities under legislation including duty of care to all employees are complied with. (2b) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3c) The employer is obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4d) The parties note that the Queensland Government workload management tool will be reviewed during adapted to the life requirements of the State Government Entities Certified Agreement 2019. In utilising Department of Education in the workload management tool, the employer is obliged to adapt the template tool to account for employer-specific circumstances to ensure easier application first 12 months of the toolnew agreement. (5e) In addition, the parties agree that relevant CCs the ACC will deal with the issue of workload management. The activities of the CC ACC in the area of workload management should include, but not be limited to, the following: (ai) To undertake research on local workload management issues; (bii) To address specific workload issues referred by staff of work units, union officials and/or management; (ciii) To develop expedient processes for referral of workload issues to the CCACC; (div) Based on research, develop strategies to improve immediate and long term workload issues; (ev) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (fvi) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. (1) The employer Queensland Government is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer entities should ensure safe work environments are not compromised, and that employer entity responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is Entities are obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that the Queensland Government remains committed to the implementation of the workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019this A greementD etermination. In utilising the workload management tool, the employer is entities are obliged to adapt the template tool to account for employerentity-specific circumstances to ensure easier application of the tool. (5) In addition, the parties agree that relevant CCs each Consultative Committee (CC) will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.

Workload Management. ‌ (1) The employer Queensland Government is committed to working with its employees and relevant the public sector unions to address workload management issues. It is acknowledged that high workloads can in some circumstances lead to unsafe work practices, therefore the employer entities should ensure safe work environments are not compromised, and that employer entity responsibilities under legislation including duty of care to all employees are complied with. (2) It is recognised by the employer that unrealistic expectations should not be placed on employees by line management to consistently perform excessive working hours whereby no opportunities arise to utilise accrued time or time off in lieu (TOIL). (3) The employer is Entities are obliged to consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes. Management at the local level should undertake appropriate consultation with affected employees when implementing organisational initiatives including machinery of government changes that may have an impact on the workloads of affected employees. (4) The parties note that the Queensland Government remains committed to the implementation of the workload management tool will be reviewed during the life of the State Government Entities Certified Agreement 2019this Agreement. In utilising the workload management tool, the employer is entities are obliged to adapt the template tool to account for employerentity-specific circumstances to ensure easier application of the tool. (5) In addition, the parties agree that relevant CCs each Consultative Committee (CC) will deal with the issue of workload management. The activities of the CC in the area of workload management should include, but not be limited to, the following: (a) To undertake research on local workload management issues; (b) To address specific workload issues referred by staff of work units, union officials and/or management; (c) To develop expedient processes for referral of workload issues to the CC; (d) Based on research, develop strategies to improve immediate and long term workload issues; (e) To assess the implications of workloads from a workplace health and safety perspective and refer relevant matters to the workplace health and safety committee; (f) To consider the impacts on workloads when organisational change occurs, particularly those impacts arising from the introduction of new programs and from machinery of government changes, and make recommendations to affected workgroups on the management of potential workload issues where appropriate.