James Cook University Branch
Welcome to the homepage of the James Cook University Branch of the National Tertiary Education Union (NTEU). The NTEU represents academic and general staff at James Cook University. If you are new to the NTEU, take a moment to explore the many features of our integrated website.
This page contains links to JCU-specific news, advice, and contacts.
- Collective Bargaining claims 2009
- Consultative Committee Elections
- Collective Bargaining
- Contacts
- Join the NTEU
- Financial Statements
Collective Bargaining claims 2009
NTEU seeks a Collective Agreement, to be known as the NTEU and James Cook University Agreement 2009 - 2011 (“the Agreement”) with the University, and:
1. Salary Increases
That the salary rates for all NTEU members employed by the University be increased by 20% for the 2008 – 2011 period.
2. Expiry Dates and Three-Year Framework
That the parties agree a comprehensive Union Collective Agreement operating from the date of lodgement until 30 June 2011.
3. Restoration of Employment Rights lost due to HEWRRs and WorkChoices
That rights lost or moved to policy, in the negotiation of HEWRR-compliant Agreements, whether individual or collective, substantive or procedural, be restored in full, including but not limited to Termination of Employment, Job Security, Discipline Procedures, and Types of Employment.
That the limitations imposed by the HECE Award on the use of fixed term employment (as amended to 2006) be restored.
That in relation to enhanced severance for fixed term contract employees, rights to conversion, or rights to further employment, and like matters, the Agreement provide for retention of these provisions to the extent that they are relevant following the reinstatement of limitations on the use of fixed-term employment.
4. Casual Employment
That, in relation to casual employees, the Agreement provide for:
a) Monetary Issues:
· A significant improvement in casual academic pay, including pay for all duties performed and hours worked
· Improved definition of duties and roles for the full range of casual academic employees
· An increase in preparation time for casual lectures
· Improved superannuation
· Incremental progression
b) Career Paths and Job Security:
· A limitation on the extent of casual employment
· Arrangements allowing designated casuals access to more secure forms of employment and career development opportunities
c) Resources and Collegiality:
· Improved facilities and, where appropriate, necessary allowances.
· Inclusion of casual academic staff in the collegiate activities and life of the relevant academic work unit.
5. Grant funded Research Staff
That the Agreement provide more secure forms of employment, and improved employment conditions for fixed term staff funded by special grants and other forms of “soft money.”
6. Parental Leave
That the Agreement provide for:
a) improved parental leave, including more flexible arrangements to take leave as well as more flexible return to work arrangements;
b) if the Government’s Australian paid parental leave Scheme requires absorption of the Government-funded paid parental leave payment by employers, 36 weeks paid parental leave at full salary for all staff with one year’s service;
c) access to existing University-funded paid parental leave to casual staff and staff with less than one year’s service on the same basis as set out in the Government’s Australian Paid Parental Leave Scheme;
d) Access to administration of paid parental leave payments through University payroll for staff with less than one year’s service;
e) Payment of normal superannuation entitlements on the Government-funded component of paid parental leave; and
f) Accrual of annual leave during a period of Government-funded paid parental leave.
7. Superannuation
That the Agreement protect existing superannuation contribution levels and arrangements and improve superannuation payments for fixed-term and casual staff not receiving full entitlements.
8. Carers’ Leave
That the Agreement provide for improved carers’ leave, including more flexible working arrangements in relation to caring responsibilities.
9. Professional and Technical Staff Classification
That the Agreement prescribe clear, comprehensive and objective procedures for classifying professional and technical staff, which include agreed position description, joint classification processes and determinative appeal rights and a provision whereby the staff member is reclassified by default if the reclassification application is not dealt with within a timeframe to be prescribed in the Agreement. That the agreement clarify inconsistent language in relation to specific Professional and Technical Employee Position Classification Standards By Level.
10. Intellectual Freedom
That the Agreement include procedures and policies which protect and promote the rights and freedoms of staff members to comment and engage in public debate, including a debate on the operation and governance of the University.
11. Indigenous Employment
That the Agreement include an Aboriginal and Torres Strait Islander employment strategy, developed in conjunction with NTEU, and recognising that a supportive working environment for Aboriginal & Torres Strait Islanders requires the redress of racism, social injustice, exploitation and employment inequity.
Reflecting the parties’ commitment to the principles of Aboriginal and Torres Strait Islander Self-Determination, social and restorative justice, and cultural affirmation, the Aboriginal & Torres Strait Islander employment strategy will seek to:
a) maximise staff development along with the transfer of job skills and information in order to increase Indigenous knowledge, independence, remuneration, job security and self sufficiency;
b) increase, encourage and foster Indigenous employment and participation at all levels of work activity;
c) facilitate and encourage the direct involvement of Indigenous employees in determining their own career strategies, goals and objectives.
That the Agreement establish clear and enforceable targets for Indigenous employment, and that the Agreement include an Indigenous Employment Development and Monitoring Committee, including NTEU representatives, to oversee implementation of the strategy including fulfilment of these targets.
That the Agreement provide for the establishment of a senior Indigenous position within the University with responsibility for Indigenous matters.
12. Workloads and Staffing Levels
That the Agreement provide for substantive and clear regulation of workloads of academic and technical staff.
13. Coverage
That the Agreement apply to all employees of the University.
14. Dispute Settling and Grievance Procedures
That the Agreement provide for fair, effective and timely arbitration of disputes, and that the Union be able to initiate and be party principal to a dispute with no requirement that any employee has requested the Union to do so. That the agreement provide improvements to the grievance procedures and allow access to arbitration.
15. Union Rights and Resources
That the Agreement:
a) restore the de facto position as regard the role, functions or rights of the Union in acting on behalf of its members, as agent and as party principal;
b) reflect that the University shall provide employees with payroll deductions for union fees at no cost to the employee or the Union, where these have been authorised by employees;
c) provide that the University allow the Union reasonable access to all-staff email lists of parts thereof, for legitimate union business;
d) provide that the University shall furnish the Union with an electronic list of all staff, including name, work address and email, updated each February and August;
e) provide for the University to give the Union, on a fortnightly basis, a list of new staff employed in the previous 14 days;
f) provide that Union officers or staff shall have reasonable access to make a presentation to all induction sessions for new staff, and shall be advised of these in reasonable time;
g) include that the University shall include material provided by the Union in information given to all new employees;
h) reflect that the University shall provide union delegates and members with reasonable access to paid leave to attend trade union courses or relevant representative forums;
i) recognise and facilitate the role of staff who carry out representative functions for the Union, or who seek compliance with the terms of the Agreement;
j) ensure that the University provide a secure office including power, phone and internet connections to the Union for the purpose of carrying out legitimate union business;
k) provide for time release for Union Office bearers.
16. Job Security
That the Agreement provide for improved job security for all staff including that, in relation to Contracting Out, the University shall consult the Union before the contracting out of any work and shall ensure that the remuneration and conditions of contractors or labour hire workers are no less favourable than those of staff employed by the University and engaged to perform that work.
17. Junior Rates
That Junior rates of pay will not be included in any future collective agreement and that all staff will be paid based upon their classification and service, regardless of age.
18. Statutory Individual Agreements
That the Agreement provide for:
a) The University shall give each employee who would, but for an AWA/ITEA, be covered by the Agreement with an offer to terminate the AWA/ITEEA within 1 month of the approval of this Agreement; and
b) Thereafter, the University shall facilitate the request of any employee who requests to be covered by the Agreement by agreeing to the termination of an AWA/ITEA.
19. Environmental Sustainability
That the University take steps to reduce its carbon emissions and those of its staff and ensure all its operations are environmentally sustainable in order to secure long term sustainability of conditions for university employment and staff job security. Further, that staff be protected from being disadvantaged in their employment as a result of raising issues related to environmental responsibility in the workplace.
20. Professional and Technical staff hours of work
That the agreement prescribe a minimum engagement per day for fractional staff appointments, return to a recognition of 7.25 ordinary hours in any day for security staff and provide appropriate arrangements for staff regularly engaged in work overseas.
21. Long Service Leave
Recognition that breaks between consecutive semesters will not constitute breaks in service for the purposes of accrual of long service leave entitlements for all eligible staff including casual staff.
22. Recruitment, recognition and retention
That the University implement a range of conditions which aid in the recruitment, recognition and retention of quality staff including but not limited to accelerated incremental progression, improvement of the additional increment scheme, extension of salary sacrificing to fixed-term staff and maintenance of membership of professional associations.
23. Allowances and Market Loadings
That the agreement provide improvements in allowances including but not limited to recognition of Professional and Technical Staff families in locality allowances, introduction of appropriate Dental Clinical allowances, improvements in Medical Clinical allowances, introduction of allowances for dealing with dangerous materials, and on-call allowances and appropriate conditions.
24. Workplace Health and Safety
That the agreement enhance the University’s commitment to safe working practices.
25. Parties to Agreement
That the Agreement specify that it is an Agreement between the Union and the University.
26. Renegotiation of Agreement
That the Agreement provide that the parties shall commence the renegotiation of a replacement Agreement not less than 3 months prior to its expiry. Each party who participates in that bargaining shall provide the other party with a bona fide set of claims reflecting the terms of the final Agreement which they propose, at the commencement of negotiations.
27. Flexibility Term
That the Agreement include a Flexibility Term reflecting existing individual flexibilities.
Consultative Committee Elections
Consultative Committee Elections 2006| Candidate Statements | Read the candidate statements here |
Collective Bargaining
Information relating to the current round of negotiations during 2009 for working conditions at JCU
| Archive | Archive of all previous EB notices |
| What can we expect from the next round of collective bargaining? | Bargaining framework for 2008 is shaped by changes to the legislative requirements planned by the new Federal Government |
Contacts
To contact the JCU Branch of the NTEU,
Call Peter Whalley-Thompson
(07) 4781 5881 or
0434 161 740
Fax 4781 4500
email nteu.jcu@gmail.com
| JCU Office and Committee | Contact details for the JCU NTEU Branch Office and Committee |
Join the NTEU
Get with the strength and join your Industry Union! To join on-line now and check out the membership benefits available to NTEU members click here.
Financial Statements
| Financial Statements 2007 | Auditor signed financial statements for year ending June 2007 |
| Financial Statements 2008 | Auditor signed financial statements for year ending June 2008 |