WORKING TOGETHER:
Update on Negotiations
22 September 2009
At an enterprise bargaining meeting on 22 September 2009, the University presented a comprehensive proposal for a new enterprise agreement to the NTEU. The University’s move followed an intense period of bargaining since late June 2009 which saw the exchange of detailed draft clauses and productive discussions towards a new agreement. On 10 September, both parties exchanged the last of their draft clauses. In developing the proposed enterprise agreement, the University had costed and reviewed the NTEU’s claims and consulted with relevant stakeholders across the University.
The proposed enterprise agreement reflects the above discussions and provides significant but sustainable improvements in terms and conditions for staff. It maintains sector-competitive conditions whilst recognising the particular financial constraints on the University.
In summary, the University has proposed:
- a 15% salary increase over three years (including a 3% contingency component);
- a revised academic workloads clause that sets a target for maximum allocated hours? but retains a focus on discipline-specific workload models;
- University-tailored fixed-term employment categories, including an early career academic category of employment that offers training and support towards an academic career;
- a commitment to the goal of no overall reduction in staff numbers and greater emphasis on redeployment during times of restructure;
- an ongoing commitment to the University’s indigenous employment strategy and the establishment of a goal of proportionate representation to the wider community;
- improved conditions for casual staff - including a phased-in increase of the casual loading to 25%, provision that all directed marking be paid at the separate marking rate (except marking conducted during class times), an increase in superannuation to 9% for all casuals and recognition of casual service in determining long service leave entitlements;
- improved conditions for externally-funded fixed-term research staff, in the form of a new category of continuing employment for eligible staff, including access to full 17% superannuation;
- union representation on University committees and in the disputes procedure and further union rights entitlements; and
- provision to be paid out accrued long service leave upon cessation of employment after seven years (rather than ten years).
In exchange for the above, the University is seeking:
- agreement to review and improve the academic and professional staff career structures and the Performance Development Framework in accordance with a wider human resources strategy initiated in the University’s Refining Our Strategy discussion paper;
- agreement to the University’s proposals to extend parental leave entitlements to permanent carers and to expand the flexible work options available to University staff (eg. expanding the 48/52 flexible week arrangement to cover a range from 44/52 to 50/52 week arrangements);
- a lowered threshold for staff to be offered performance-based contracts;
- flexibility in professional staff hours of work, including revised hours of work for the Sports Centre and retention of the 25% substitution loading for staff who elect to work a Saturday or Sunday in substitution for a weekday; and
- enhanced senior executive staff exclusions from coverage (eg. the Provost).
Following the meeting with the NTEU on 22 September, the Acting Senior Vice-Principal emailed all staff to outline the proposal. As the Acting Senior Vice-Principal indicated in that email, staff can see the University’s full proposal via the following links:
- The University’s proposal to finalise EBA Negotiations (.pdf)
- Draft agreement reflecting the University’s proposal (.pdf)