Overview:

Clause 18.1- The University does not encourage or condone a workplace culture that requires staff to work hours that are regularly in excess of their ordinary hours of work. Supervisors will ensure workloads for staff are realistic and reasonable, distributed as equitably as possible and the process used in allocation is open, consultative, and accountable.

Indicators of an unreasonable workload may include:

• An ongoing requirement to work excessive hours.
• Unsustainable work patterns.
• Inequitable distribution of tasks within a team or work unit.
• Inability to take annual leave without adversely affecting workloads.
• Excessive work volume.
• High levels of staff turnover.
• Decline in a staff members’ motivation or performance.

How do you enforce your right to a fair workload?

Workload Assessments-

The Enterprise Agreement provides a ‘workload assessment’ process for staff members or groups of staff that have a concern about their workload. Once a workload concern is raised the process compels the University to examine these concerns and attempt to resolve the matter.

Why it pays to be union-

There are stages in this process which allow for staff to escalate their concerns if the workload issues remain unresolved. As an NTEU member you and your colleagues have guidance and support through this process, and assistance with escalating concerns when necessary.