41. Work Allocation

41.1 The University is committed to providing for all employees a stimulating, supportive and safe work environment. The equitable and transparent distribution of work allocations among employees and ensuring work allocations are fair and reasonable are fundamental to this commitment. Supervisors and managers will:

  •  take all reasonable steps to ensure that employees do not work unreasonable or excessive hours;
  • consult with employees in planning and reviewing annual work allocations;
  • recognise the importance of a balance between working life and family/social responsibilities;
  • provide reasonable funds for employee development activities to ensure access by all employees and in recognition of the importance of ongoing employee development for individual and organisational growth; and
  • ensure that employees can take annual leave and long service leave in a timely manner so that employees have adequate breaks from work.

41.2 An employee, or their nominated representative, can bring concerns about their work allocation to the Executive Director for consideration.

41.3 The USQ Work Allocation Policy provides further details and guidance for supervisors and employee in relation to the application of this clause. The Policy will not be changed without consultation with employees and the Unions through the Staff Consultative Committee.

41.4 Professional Employee Work Allocation

41.4.1 Professional employees will be allocated a work allocation that is manageable within the ordinary hours of work (36 hours per week) and will not be required to work excessive overtime. No employee will be required to work extended or continuous periods of overtime as a pattern of work allocation.

41.4.2 Managers and supervisors, when determining work allocations for professional employees, must consider the operational requirements of the work area in addition to a number of factors, including but not limited to, the ordinary hours of work, the span of hours, rest pauses, meal breaks, overtime, time off in lieu arrangements and leave arrangements.

41.5 Academic Employee Work Allocation

41.5.1 Academic work allocation encompasses activities in any or all of the following three areas: teaching and teaching related activities; research and scholarship; and service to the University, community and profession.

41.5.2 Each Faculty has a Work Allocation Model that recognises the nature of the academic work within the Faculty and covers the factors listed in the USQ Work Allocation Guidelines for Academic Employees. Standards for reasonable work allocations are prescribed in the USQ Work Allocation Guidelines for Academic Employees as at 18 June 2010. The Work Allocation Guidelines for Academic Employees can be found in Human Resources Policies and Procedures. Non-Faculty academic departments are also required to have a Work Allocation Model which recognises the nature of academic work and the factors listed in the Work Allocation Guidelines for Academic Employees. There is an expectation that the Work Allocation Model will be reviewed periodically to ensure that the Model meets the needs of the Faculty/Department and academic employees in the Faculty/Department.

41.5.3 The Faculty Work Allocation Model will be developed or reviewed in consultation with the staff in the Faculty/Department. The consultation will include a meeting to which all academic employees are invited, but is not confined to this. An employee may be assisted by a nominated representative during this consultation process.

41.5.4 Each Faculty’s Work Allocation Model will include a Faculty mechanism for work allocation based upon the standard for reasonable work allocation prescribed in the USQ Work Allocation Guidelines for Academic Employees as at 18 June 2010.

41.5.5 Copies of the Work Allocation Model are to be provided to the Staff Consultative Committee on a regular basis. The Staff Consultative Committee may seek further information and clarification in relation to the Model and can provide comments and advice to Faculties/Departments about the Model.

41.5.6 Individual work allocations will be determined in consultation with the employee’s manager/supervisor (or equivalent) and will be transparent, equitable and consistent with the work allocation model of the Faculty/Department. To ensure that the work expected and required of academic staff is fair and reasonable, the work allocation across the three areas for individual academic employees will not exceed the standards of reasonable work allocations prescribed in the USQ Work Allocation Guidelines for Academic Employees as at 18 June 2010.

41.6 Work Allocation Disputes

41.6.1 An employee(s) should raise any concerns regarding work allocation/s with their supervisor. Options and strategies to address the work allocation concerns can be discussed and where agreed, implemented and monitored. Where discussions with the supervisor fail to resolve work allocation concerns, the employee/s, or their nominated representative, may seek a review of the work allocation.

41.6.2 The employee(s), or their nominated representative, will raise the concerns regarding work allocation with the Dean/Manager. The Dean/Manager, having regard to the relevant guidelines and standards, will review the concerns in consultation with the employee(s), their nominated representative, and their supervisor(s). Where a meeting is held with the Dean/Manager to discuss the concerns, the employee may be assisted by their nominated representative.

41.6.3 Where the work allocation concerns remain unresolved, an employee(s), or their nominated representative, can make a case in writing to a Work Allocation Review Panel, comprising the Executive Director, and an employee nominated by the employee representatives on the Staff Consultative Committee for a review of the work allocation.

41.6.4 The review will be conducted expeditiously, having access to all relevant information, and records and have regard to the relevant guidelines and standards. The Panel will consult with the employee(s), and their nominated representative, and relevant supervisors. Where a meeting is held with the Dean/Manager to discuss the concerns, the employee may be assisted by their nominated representative.

41.6.5 The Panel will provide a work allocation review report on whether or not the work allocation(s) of the employee(s) are reasonable and equitable and whether or not the relevant principles and standards of this Agreement and the Work Allocation Policy have been followed. The report will, where necessary, make recommendations to the Dean/Manager to ensure the relevant principles and standards are appropriately applied and that work allocations are reasonable and equitable. The Dean/Manager will liaise with the supervisor to ensure any recommendations are implemented.