Common use of Workload Management Clause in Contracts

Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should should, where possible be referred to the Facility Manager or Home Care Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings of employees on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 55.1. The parties to this agreement Agreement acknowledge that employees and management Warrigal have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s employees and the quality of resident/client customer care. 36.2 55.2. To ensure that employee concerns involving excessive workloads are effectively dealt with by Management Warrigal, the following procedures should be appliedprocedure applies: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriatepossible, explore possible solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior the employee/s immediate manager for further discussion.; (c) If a solution cannot be identified and implemented, the matter should be referred to the Employee Relations Advisor for further discussion; d) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager relevant Executive Leader for further discussion.discussions; and (de) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employeesaffected employee/s informed. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 55.3. Workload management must issues will be an agenda item raised at staff meetings which are conducted on at least a quarterly regular basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. any workload issues. Resolution of workload issues should be based on the following criteria including including, but not limited to: (a) Clinical assessment of residents’ resident’s needs; (b) The demand of the environment environment, such as facility Residential Care Home layout; (c) Statutory obligationRegulatory obligations, (including, but not limited to, workplace work health and safety and nursing legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (fe) Accreditation standards; (gf) Replacement of employees on leave; and

Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager appropriate senior manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; ; (e) Reasonable workloads; (f) Accreditation standards; (g) Reasonable workloads; Accreditation standards; Replacement of employees on leave; andand 36.4

Workload Management. ‌ 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should should, where possible be referred to the Facility Manager or Home Care Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings of employees on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 39.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 39.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected affected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame timeframe for response. 36.3 39.3 Management will monitor absenteeism, occupancy and staff turnover and their effect on the overall staffing levels. 39.4 Workload management must be an agenda item at staff meetings on at least a quarterly basis. As part of the efforts of the employer to ensure a balanced workload, management will present to the staff meeting a summary of the records kept under clause 39.3 and seek the feedback of employees present about the adequacy of the staff levels to ensure care levels are met. 39.5 Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads workload issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical clinical assessment of residents’ needs; (b) The the demand of the environment such as facility layout; (c) Statutory statutory obligation, (including, including but not limited to, to workplace health and safety legislation; (d) The the requirements of nurse regulatory legislation; (e) Reasonable reasonable workloads; (f) Accreditation accreditation standards; (g) Replacement replacement of employees on leave; and

Workload Management. 36.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ ‘ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 46.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 46.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If a solution still cannot be identified and implemented, the matter should should, where possible be referred to the Facility Manager or Home Care Manager for further discussion. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 46.3 Workload management must be an agenda item at staff meetings of employees on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation; (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leave; and

Workload Management. 36.1 10.1 The parties to this agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects affects that excessive workloads may have on employee/s and the quality of resident/client care. 36.2 10.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. The facility manager will respond within 48 hours. (c) If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) If . The senior manager will respond within a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion48 hours. (d) The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. (e) At each of the steps above the parties should aim to agree on a reasonable time frame for response 36.3 10.3 Workload management must will be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must will be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, workplace health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads; (f) Accreditation standards; (g) Replacement of employees on leaveBudgetary considerations; and