47.1 The University acknowledges that workload for all employees needs to be reasonable and within the scope of agreed position descriptions. The University and employees recognise the importance of a balance between working life and family/social responsibilities and workload demands should fit within this principle. The University will use its best endeavours to ensure the workload of all employees is reasonable.
47.2 Whether work is divided into teams or allocated to individuals, each supervisor is responsible for ensuring workload is fair, equitable and manageable. Balancing workload elements is a matter of judgement between the supervisor and the employee or group of employees. The total workload for each employee should be clearly understood.
47.3 Primary indicators of unreasonable workload may include ongoing need to work excessive hours and inability to clear accrued leave.
47.4 Other factors that may be considered when assessing whether workload is unreasonable include nature of the work, work patterns, environment in which the work is performed, volume of work, employee turnover and level of employee performance.
47.5 The General Staff Consultative Committee may be used as a forum to facilitate consultation between management and employees or employee representatives on matters concerning unreasonable workloads.
| 
