1

All Staff

1.2

The University will use its best endeavours to allocate workloads in a fair and equitable manner.

1.3

Supervisors will be responsible for allocating workloads, and are directly responsible to the Delegate for compliance with these principles.

1.4

The University has a duty to care for, and to protect, the health and welfare of staff in relation to the performance of their duties.

1.5

The University and its staff recognise the importance of a balance between working life and family/social responsibilities. The University will not make workload demands of staff that are inconsistent with this principle.

1.6

No staff member should be pressured, either directly or indirectly, whether by supervisors, management or other staff, to undertake excessive workloads.

1.7

Those responsible for originating and implementing new initiatives are required to give fair and proper consideration of the workloads implications.

1.8

Recreation leave and Long Service Leave are benefits to both the University and staff. Staff members and supervisors should ensure that these types of leave are taken in a timely manner to ensure that staff members have adequate breaks from work.

1.9

Workloads will be addressed regularly between the staff member and their supervisor. Staff members are encouraged to raise workload issues with their supervisor whenever there is a genuine concern or problem about such issues.

1.10

A staff member’s inability to meet unreasonable workloads does not constitute unsatisfactory performance.

1.11

The University will ensure that there are transparent mechanisms through which workloads can be monitored.

1.12

The University will ensure that there is a transparent mechanism through which staff members can address workload issues and pursue grievances.

1.13

A supervisor who becomes aware of unacceptably high workloads across his/her area of responsibility should notify his/her supervisor (or area Delegate) of this situation in writing. This notice should include any action taken to date to address the issue eg seeking additional resources and/or determining work priorities.

1.14

Upon being informed by a supervisor that an area’s workloads are unacceptably high, the Delegate must initiate measures to address the issues. Such measures may include the initiation of an area workflow analysis.

2

Academic Staff

2.1

The University recognises that academic work involves a reasonable balance between self-directed and assigned activities. These may include:

2.1.1

Teaching;

2.1.2

Supervision of research students;

2.1.3

Research and scholarly activity or professional practice in the visual or performing arts;

2.1.4

Leadership, mentoring and pastoral care of students

2.1.5

Administration;

2.1.6

Associated professional work and service to the community; and,

2.1.7

Securing and managing externally funded projects.

2.2

The level of assigned activities should not be so great as to preclude a reasonable balance between self-directed and assigned activities.

2.3

When monitoring academic workloads, the Supervisor will take into account the whole range of academic work duties.

3

General Staff

3.1

General staff employees should be allocated a workload that is manageable within ordinary hours of duty of the employee.

3.2

The ordinary hours of duty (exclusive of meal times) for all categories of full time general staff, will be 35 per week, except that the ordinary hours of work for staff members employed in the Hospitality Stream at University House shall be 38 per week.

3.3

No employee shall be required to work excessive overtime.