Workload Dispute Resolution Between Team Members
Resolve unfair workload perceptions.
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Help me resolve a workload dispute. People involved and workloads as each describes them: [PEOPLE_AND_WORKLOADS]. Actual task data available: [TASK_DATA]. Team priorities: [PRIORITIES]. Produce: a fact-finding plan (list tasks per person with estimated hours per week, using data rather than perception, and show the arithmetic of totals and shares); a comparison table: Person | Tasks | Hours/week | Complexity | Visibility | Perceived fairness; questions to explore each person's view; and options for rebalancing (reassign, rotate undesirable tasks, automate, drop low-value work, add capacity). Add a facilitation outline for a joint conversation (agree facts, then options), a decision rule, a communication of the outcome (100 words), and a review after six weeks. Warn against assuming bad intent. Where workloads relate to health, working-time limits, or discrimination, involve HR [VERIFY in [JURISDICTION]]. Provide a calculation example comparing two people's weekly hours, a script to open the joint conversation without blame, and a review date after rebalancing to check that both feel the load is fair. Nothing here is legal or HR advice; it is a draft to be reviewed. Get any legal, contractual or policy point reviewed by an employment lawyer or HR professional who knows [JURISDICTION] before relying on it.
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