What should happen if the Arbitrator finds that the employer's workload direction was onerous?

When an arbitrator determines that the employer's workload direction is onerous, it indicates that the demands placed on the workers are unfair or excessively burdensome. In this scenario, the most appropriate and just response is that workers should be compensated for standby time. This is because, despite the workload being unreasonable, employees should still be recognized for the time they were available and ready to work, even if the conditions did not allow for productive work to occur.

Compensating workers for standby time reflects a recognition of their readiness to perform their duties and the understanding that workers should not be penalized for situations that are beyond their control. This approach maintains fair labor standards and protects workers' rights in the face of unreasonable employer demands.

The other options do not address the needs and rights of the workers under such circumstances. Stopping all work immediately could lead to further disruptions without addressing the compensation issue, while reallocating work might not suffice to ameliorate the burden imposed on the employees. Not paying the workers undermines their entitled earnings for the time they are on standby, against the background of unfair workload directions.