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Other Provisions
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Section 4 - Other Provisions
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44. Performance of Duties
The Vice-Chancellor or nominee may direct an employee to carry out such duties as are within the limits of the employee’s skill, competence and training.
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45. Intellectual Property
The University's Intellectual Property Regulations, as varied or replaced, apply to and regulate intellectual property rights as between the University and its employees covered by this Agreement.
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46. Intellectual Freedom
46.1 The University is committed to act in a manner consistent with the protection and promotion of intellectual freedom within the University and in accordance with the University’s Code of Ethics and Code of Conduct.
46.2 Intellectual freedom includes:
46.2.1 the rights of all employees to be consulted in decision-making processes and structures within their institution, including the right to express opinions about the operations of that institution and higher education policy more generally;
46.2.2 the rights of employees to pursue critical and open inquiry and to discuss freely, teach, assess, develop curricula, publish and research;
46.2.3 the right to participate in public debates and express opinions about issues and ideas related to their discipline area;
46.2.4 the right of all employees to participate in professional and representative bodies, including industrial associations and to engage in community service without fear of harassment, intimidation or unfair treatment;
46.2.5 the right to express unpopular or controversial views, although this does not mean the right to harass, vilify or intimidate.
In the exercise of Intellectual Freedom, employees will act in a professional and ethical manner and will not harass, vilify, intimidate or defame the institution or its employees.
46.3 In relation to governance, the University will encourage employees to participate actively in the operation of the institution and in the community. The University will ensure that all governing bodies operate in a transparent and accountable manner, encouraging freedom of expression and thought. This does not prevent a University committee from considering a matter ‘in camera’.
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47. Workloads
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.
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