Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:3:p2
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 3 (pt 2/8)
Character Range: 35432–39690

light, noise, climate, vibration); and design, quality, and management practices for accommodation facilities that compromise the amount and quality of sleep and rest.

Low job control                                            Workers have little control over aspects of the work including how or when the job is done.

                                                           Workers have limited ability to adapt the way they work to changing or new situations.

                                                           Workers have limited ability to adopt efficiencies in their work. Tightly scripted or machine/computer paced work.

                                                           Prescriptive processes which do not allow workers to apply their skills and judgement.

                                                           Levels of autonomy not matched to workers' abilities.

                                                           Examples: requiring permission before progressing routine tasks; excessive monitoring of work tasks and/or breaks; unpredictable working hours; little or no involvement or input into decisions that affect workers, insecure or precarious work, or work that involves uncertainty over the length of the job such as casual, labour hire or rolling fixed-term contract work.

Job Insecurity                                             Employment where workers lack the assurance that their jobs will remain stable from day to day, week to week, or year to year.

                                                           Workers are engaged in insecure, precarious, and contingent work arrangements such as fixed-term contracts, seasonal, casual, freelance and gig work.

                                                           Examples: jobs where there is little or no job security, little or no entitlements or benefits (e.g. sick leave, pay rates), low levels of control or need to work multiple jobs.

Poor support                                               Tasks or jobs where workers have inadequate support including practical assistance and emotional support from managers and colleagues, or inadequate training, tools and resources for a task.

                                                           Examples: poorly maintained or inadequate access to equipment/tools or supervisory support, lack of functional or adequate IT systems, limited opportunities to engage with co-workers during the work shift, no constructive feedback, inadequate response to issues raised

Lack of role clarity                                       Uncertainty, frequent changes, conflicting roles or ambiguous responsibilities and expectations.

                                                           Examples: nil or poor job description, a worker being told one task is a priority, but another manager disagrees, a worker being given multiple priority tasks from different managers, a worker being given conflicting information about work standards and performance expectations.

Poor organisational change management                      Insufficient consultation, consideration of new hazards or performance impacts when planning for, and implementing, change.

                                                           Insufficient support, information or training during change.

                                                           Not communicating key information to workers during periods of change.

                                                           Examples: not consulting workers on changes in the workplace that affect them (e.g., not communicating with workers about the change or genuinely considering their views), lack of practical support for workers during implementation of workplace changes.

Inadequate reward and recognition                          Jobs with low positive feedback or imbalances between effort and recognition.

                                                           High level of unconstructive negative feedback from managers or customers.

                                                           Low skills development opportunity or underused skills.

                                                           Examples: not