Common use of Workload Management Clause in Contracts

Workload Management. 42.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 Employers are 23.1 The Employer is committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 23.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 Employers 23.3 The Employer shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 23.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 23.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absenceillness or injury; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 23.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 23.7 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 twenty-one (21) days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 Employers are 32.1 The employer is committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 32.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 Employers 32.3 The employer shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 32.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 32.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers workers’ compensation; (i) sickness absenceabsence due to personal illness or injury; (j) early retirement records; (k) referral rates and general feedback from counsellorsthe Insurance Commission’s Employee Assistance Program provider; and (l) exit survey information. 42.6 32.6 Where employee performance issues are identified these will be managed in accordance with an agencythe Insurance Commission’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 32.7 Workload issues may be dealt with as a function of the agency joint consultative committeeJoint Consultative Committee. 42.8 32.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 44.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 44.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 44.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 44.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 44.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 44.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 44.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 44.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 38.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 38.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 38.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 38.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 38.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 38.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 38.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 38.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 26.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 26.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 26.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 26.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 26.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness illness and injury absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 26.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 26.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 26.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 Employers are 35.1 The Authority is committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 35.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 Employers 35.3 The Authority shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 35.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 35.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 35.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 35.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 35.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 26.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 26.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 26.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 26.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 26.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 26.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 26.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 26.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 34.1 Employers are committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 34.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 34.3 Employers shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 34.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 34.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 34.6 Where employee performance issues are identified these will be managed in accordance with an agency’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 34.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 34.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.

Workload Management. 42.1 Employers are 25.1 The employer is committed to providing a safe and healthy work environment and will not require employees to undertake an unreasonable workload in the ordinary discharge of their duties. 42.2 25.2 The objective of this principle is to ensure workload allocation is fair, manageable and without risk to health and safety. 42.3 Employers 25.3 The employer shall take reasonable steps to ensure that employees: (a) do not work excessive or unreasonable hours; (b) are able to clear annual leave; and (c) are paid or otherwise recompensed for work as provided for under the applicable Award and this General Agreement. 42.4 25.4 Employees are required to perform, attain or sustain a standard of work that may be reasonably expected of them. 42.5 25.5 All relevant indicators of workload should be monitored. Indicators may include: (a) nature of work; (b) work patterns; (c) environment in which work is performed; (d) volume of work; (e) level of performance; (f) turnover; (g) accident rate; (h) incidence of workers compensation; (i) sickness absence; (j) early retirement records; (k) referral rates and general feedback from counsellors; and (l) exit information. 42.6 25.6 Where employee performance issues are identified these will be managed in accordance with an agencythe employer’s performance management policy and should take into account: (a) training and development; (b) application of skill and competencies; (c) capacity to perform at a required level; (d) individual accountability; and (e) communication and feedback. 42.7 Workload issues may be dealt with as a function of the agency joint consultative committee. 42.8 With the exception of employee performance related issues, where workload issues are identified a review team agreed by the parties will be convened within 21 days of a written request from either party. Broader consultation of the findings of the review team can be undertaken through the joint consultative committee.PART 8: CONSULTATIVE MECHANISMS