11. Fundamental principles

11.1 Certain fundamental principles sustain employment relations at the University of Melbourne. The University will maintain policy consistent with these principles. Nothing in this clause prevents the alteration of relevant policy, provided that it is consistent with the principles in clause 11.2.

11.2 These principles are:

• upholding the scholarly values of intellectual freedom, honesty, openness and rigour, consistent with the University’s vision;
• providing a workplace based on fair and equitable treatment, including freedom from bullying, harassment and unlawful discrimination;
• recognising the moral and economic rights of academic staff employed in either research or teaching including the rights of creators of online teaching and learning programs; and
• promoting indigenous employment, consistent with clause 12 and the University’s Indigenous Employment Strategy.

11.3 Intellectual freedom means the freedom of academic staff, and, to the extent consistent with their employment obligations and role, professional staff, to engage in critical inquiry, intellectual discourse and public controversy without fear or favour, but does not include the right to harass, intimidate or vilify.

11.4 Staff will have access to a network of advisors who will be available to assist staff identify and access the appropriate complaint based mechanisms relating to the protection of the above principles.

Disputes arising from the implementation of the policies relating to the above principles will not be referred through the dispute settling procedures of this Agreement.

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12. Indigenous employment

12.1 The University is committed to furthering the employment of Indigenous Australians. During the life of the Agreement, and commencing in 2010 the University will implement The Indigenous Employment Framework 2010—2013, a comprehensive policy initiative that seeks to expand and enhance the University’s Indigenous Employment Strategy and to develop and promote Indigenous employment opportunities across the University.

12.2 The Indigenous Employment Framework 2010—2013 will be developed and implemented in consultation with the NTEU and appropriate Indigenous Australian staff members and community representatives. To facilitate this commitment, an implementation committee will include representation from the NTEU and appropriate Indigenous Australian staff members. Any amendments to the Framework (or any other policies relating to Indigenous Australians) will be made in consultation with the NTEU and appropriate Indigenous Australian staff members and community representatives.

12.3 In support of the Indigenous Employment Framework:

1. The University will endeavour to increase Indigenous Australian employment and participation at all levels of work activity of the University to reflect the general principle that the workforce profile of the University will reflect the diversity of the broader community profile in relation to Indigenous Australians;
2. The University will use all reasonable endeavours to secure the appointment of at least five additional Indigenous Australian employees per year for the life of this Agreement. These appointments will be in addition to the maintenance of existing numbers of Indigenous Australian employees if staff members leave; and
3. The University supports the participation of Indigenous Australians in activities of a cultural or ceremonial nature, and recognises paid leave for such purposes in clause 77.2 is directly related to the effectiveness of people as employees and is therefore of direct benefit to the University.

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13. Environmental sustainability

13.1 The parties share a commitment to embracing environmental sustainability goals in respect of University activities, including to enhance the profile of the University and its staff.

13.2 The University will continue to develop, implement and maintain policies and procedures that aim to minimise the University’s environmental impact and to ensure compliance with environmental legislative obligations.

13.3 The University will provide opportunities for staff to have input into sustainability initiatives, including consultation on environmental policy development and input into the establishment of environmental management plans.

13.4 The NTEU may nominate a staff representative who will sit as the Union representative on the University’s sustainability advisory committee.

13.5 The University will keep staff regularly informed of the University’s carbon emission, water and energy consumption levels and this information will be reported publicly.

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