These procedures should only commence after the staff member has brought a workloads issue to the attention of his/her supervisor and where the issue has not been resolved through the ordinary course of the supervisor/staff member relationship.

1. The staff member should submit his/her concerns, in writing, to the supervisor, with a copy to the Delegate. If the staff member has practical suggestions as to how his or her concerns may be alleviated, then he or she is encouraged to set these out also.
   
2. The supervisor must provide a written response to the staff member, which is copied to the Delegate. Ideally, the supervisor will have met with the staff member in an attempt to resolve the concerns before preparing a written response, and any resolution agreed between them will be reflected in such written response.
   
3. Within 10 working days of receipt of the staff member’s written concerns, the Delegate will follow up with both the staff member and the supervisor to ensure that the matter has been resolved to their mutual satisfaction. If this is not the case, then the Delegate will attempt to facilitate an equitable outcome. In doing so, the Delegate may discuss relevant matters more widely within the work area, may seek outside expertise to advise on, for example, work flow improvements, or may issue written directions to either the supervisor or the staff member, or both. In attempting to facilitate an outcome that is conducive to a productive and harmonious relationship, the Delegate will be guided by the University’s Principles on Workloads.
   
4. Staff can seek the advice of their staff representative, and may ask a staff representative or another person to accompany them to any discussions with the supervisor or the Delegate.

A staff member who believes that the problem has not been adequately resolved can seek redress through Formal Grievance and Mediation.