should formally advise their manager. Where practicable to do so the employee should suggest how their allocated tasks can be prioritised. A manager who has been advised in accordance with sub-clause (c) should respond promptly to the employee’s concerns. Where the manager acknowledges the workload is excessive the response should include a plan to reduce the workload to a manageable level. If the manager does not accept that the workload is excessive the response should outline such reasons. To minimise workload issues the employer is to make every effort to ensure vacancies are filled within three months. If it appears likely this period will be exceeded supervisors and/or managers will consult affected employees, giving the reasons why the vacancy will not be filled and advising how the workloads will be managed having regard to (a) and (b) above. In most circumstances temporary vacancies will be filled as they arise. Where a vacancy is not to be filled supervisors and managers will consult affected employees, giving the reasons why the vacancy will not be filled and advising how the workload will be managed having regard to (a) and (b) above. 3. GRIEVANCE AND DISPUTE RESOLUTION (a) When a possible dispute or grievance arises the employee(s) should in the first instance discuss the issue(s) with their immediate supervisor. (b) The employee(s) may choose to be represented or assisted with the issue(s) by a workplace union delegate or by another person. (c) If the meeting is not resolved a further discussion is to be arranged between the employee and more senior level of management. (d) Should discussions fail to resolve the grievance /dispute, the issue(s) may be referred to the appropriate union (if applicable) and to management representatives. (e) If the issue(s) remains unresolved, either party may refer the dispute /grievance to the Tasmanian Industrial Commission for conciliation /arbitration and settlement. (f) Whilst a dispute/grievance is being dealt with through this process the status quo will remain and work will continue without disruption. (g) However where a safety issue is involved immediate priority will be given to the resolution of it having regard to recognised safety standards and relevant legislation. This may involve the cessation of work where an employee’s safety is at immanent risk.
should formally advise their manager. Where practicable to do so the employee should suggest how their allocated tasks can be prioritised. A manager who has been advised in accordance with sub-clause (c) should respond promptly to the employee’s concerns. Where the manager acknowledges the workload is excessive the response should include a plan to reduce the workload to a manageable level. If the manager does not accept that the workload is excessive the response should outline such reasons. To minimise workload issues the employer is to make every effort to ensure vacancies are filled within three months. If it appears likely this period will be exceeded supervisors and/or managers will consult affected employees, giving the reasons why the vacancy will not be filled and advising how the workloads will be managed having regard to (a) and (b) above. In most circumstances temporary vacancies will be filled as they arise. Where a vacancy is not to be filled supervisors and managers will consult affected employees, giving the reasons why the vacancy will not be filled and advising how the workload will be managed having regard to (a) and (b) above. 3. GRIEVANCE AND DISPUTE RESOLUTION (a) When a possible dispute or grievance arises the employee(s) should in the first instance discuss the issue(s) with their immediate supervisor. (b) The employee(s) may choose to be represented or assisted with the issue(s) by a workplace union delegate or by another person. (c) If the meeting is not resolved a further discussion is to be arranged between the employee and more senior level of management. (d) Should discussions fail to resolve the grievance /dispute, the issue(s) may be referred to the appropriate union (if applicable) and to management representatives. (e) If the issue(s) remains unresolved, either party may refer the dispute /grievance to the Tasmanian Industrial Commission for conciliation /arbitration and settlement. (f) Whilst a dispute/grievance is being dealt with through this process the status quo will remain and work will continue without disruption. (g) However where a safety issue is involved immediate priority will be given to the resolution of it having regard to recognised safety standards and relevant legislation. This may involve the cessation of work where an employee’s safety is at immanent risk.
T14479_of_2017_Nurses_and_Midwives_Tasmanian_State_Service_Award_-_S198.docx