University of Western Australia Branch
Welcome to the homepage of the University of Western Australia Branch of the National Tertiary Education Union (NTEU). The NTEU represents and provides advocacy for academic, general, research, casual, CELT and Guild staff at the University of Western Australia.
Our office is located on campus in W2 Winthrop Tower, Winthrop Hall.
Feel free to contact Eileen Glynn the Branch Organiser 6488 3013.
Office hours are 9am to 5pm Mon - Thurs.
President’s Update # 5 (July 2008)
Dear Colleagues,
Negotiations for Collective Bargaining 2008 have begun.
Your President met with the Senior Deputy Vice Chancellor on Friday 30 May to personally deliver her a copy of your academic and general staff logs of claims (please find a copy at www.nteu.org.au/bd/uwa ). The message delivered to the University was that we are hoping for positive negotiations and a productive outcome for all staff at UWA.
Following the serving of our two logs of claims your union has received a log of claims for a single agreement from the University covering:
- A new academic career structure
- Improved conditions for research staff (both academic and professional staff)
- Improved salary structure for professional staff
- Reward and recognition through the Professional Development Review (PDR)
- Review of unsatisfactory performance, misconduct and redundancy provisions for academic staff
- Affordable salary increases
Now that negotiations have begun we will keep members updated on progress. Please keep yourself informed and engage in the campaign not simply for maintenance of but for improvements to your salaries and conditions.
Your NTEU negotiation teams are:
- Academic
- Jamie O’Shea, NTEU (UWA Branch) President (x2242)
- Catherine Lees, NTEU (UWA Branch) Committee Member (x2877)
- Peter Stokes, NTEU Industrial Officer (x1969)
- General Staff
- Tom Stewart, NTEU (UWA Branch) Vice President (GS) (x3961)
- Gabe Gooding, NTEU (UWA Branch) Secretary (x2244/2249)
- Peter Stokes, NTEU Industrial Officer (x1969)
Your 2008 Bargaining Campaign Committee has been established to maintain the flow of information between members and the negotiation teams. Please forward any campaign ideas or views to the committee at our Branch Office.
Can the University afford a 9% salary increase?
The University have suggested in a number of forums that they cannot afford a 9% per annum salary increase for academic and general staff. Recently, Graham McCulloch (General Secretary, NTEU) visited UWA and presented members with a powerpoint presentation outlining a coherent explanation on why a 9% salary increase is both affordable and reasonable. Members wanting information about the powerpoint presentation should email nteu@cyllene.uwa.edu.au. There is ample evidence that the University can afford the salary increase in your logs of claims. During his visit to Perth , Grahame also had a very encouraging meeting with our VC and DVC to discuss aspects of the agreements but more importantly the position of the Union on government funding to higher education and the position of contract research staff.
Your support and assistance is essential for a successful 2008 Bargaining Campaign and we welcome your ideas, input and engagement.
Best always,
Dr Jamie O’Shea
President, NTEU (UWA Branch)
W2 Winthrop
UWA, Crawley WA
nteu@cyllene.uwa.edu.au
Ph: (08) 6488 3013
Mob: 0488122206
www.nteu.org.au
President’s Update # 5 (July 2008)
Dear Colleagues,
Negotiations for Collective Bargaining 2008 have begun.
Your President met with the Senior Deputy Vice Chancellor on Friday 30 May to personally deliver her a copy of your academic and general staff logs of claims (please find a copy at www.nteu.org.au/bd/uwa ). The message delivered to the University was that we are hoping for positive negotiations and a productive outcome for all staff at UWA.
Following the serving of our two logs of claims your union has received a log of claims for a single agreement from the University covering:
- A new academic career structure
- Improved conditions for research staff (both academic and professional staff)
- Improved salary structure for professional staff
- Reward and recognition through the Professional Development Review (PDR)
- Review of unsatisfactory performance, misconduct and redundancy provisions for academic staff
- Affordable salary increases
Now that negotiations have begun we will keep members updated on progress. Please keep yourself informed and engage in the campaign not simply for maintenance of but for improvements to your salaries and conditions.
Your NTEU negotiation teams are:
- Academic
- Jamie O’Shea, NTEU (UWA Branch) President (x2242)
- Catherine Lees, NTEU (UWA Branch) Committee Member (x2877)
- Peter Stokes, NTEU Industrial Officer (x1969)
- Jamie O’Shea, NTEU (UWA Branch) President (x2242)
- General Staff
- Tom Stewart, NTEU (UWA Branch) Vice President (GS) (x3961)
- Gabe Gooding, NTEU (UWA Branch) Secretary (x2244/2249)
- Peter Stokes, NTEU Industrial Officer (x1969)
- Tom Stewart, NTEU (UWA Branch) Vice President (GS) (x3961)
Your 2008 Bargaining Campaign Committee has been established to maintain the flow of information between members and the negotiation teams. Please forward any campaign ideas or views to the committee at our Branch Office.
Can the University afford a 9% salary increase?
The University have suggested in a number of forums that they cannot afford a 9% per annum salary increase for academic and general staff. Recently, Graham McCulloch (General Secretary, NTEU) visited UWA and presented members with a powerpoint presentation outlining a coherent explanation on why a 9% salary increase is both affordable and reasonable. Members wanting information about the powerpoint presentation should email nteu@cyllene.uwa.edu.au. There is ample evidence that the University can afford the salary increase in your logs of claims. During his visit to
Your support and assistance is essential for a successful 2008 Bargaining Campaign and we welcome your ideas, input and engagement.
Best always,
Dr Jamie O’Shea
President, NTEU (UWA Branch)
W2
UWA,
nteu@cyllene.uwa.edu.au
Ph: (08) 6488 3013
Mob: 0488122206
www.nteu.org.au
Join the NTEU UWA Branch
What do you gain for your modest annual membership fee and what do you stand to lose?
As the outcomes from the recent restructure continue, at a time when the entire Higher Education sector is facing massive change in combination with Government attacks on your workplace rights, how can you best secure your employment future? As one amongst many who stand together, or will you stand alone?
| Positions Vacant Branch Organiser (2) | |
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Branch Contacts
James O'Shea, PresidentTel: (08) 6488 2242
Fax: (08) 6488 1029
email: jeoshea@cyllene.uwa.edu.au Stuart Bunt, Vice President (Academic Staff)
Tel: (08) 6488 2983 Fax: (08) 6488 1079
email: smbunt@anhb.uwa.edu.au Tom Stewart, Vice President (General Staff)
Tel: (08) 6488 3961 Fax: (08) 6488 1079
email: tom@cyllene.uwa.edu.au Eileen Glynn, Branch Organiser
Tel: (08) 6488 3013 Fax: (08) 6488 1079
email: nteu@cyllene.uwa.edu.au Peter Stokes,Industrial Officer Tel: (08) 6488 3013 Fax: 6488 1079 Mobile: 0400 115 474 Email: pstokes@cyllene.uwa.edu.au
| NTEU UWA Branch Committee | Contact information for your Office Bearers, elected to represent you from October 1 2007 to September 30, 2008 |
Union Collective Workplace Agreements
All University staff will be aware of the impact of HEWWRs on workplaces and collective agreements in the context of choice in agreement making, direct relationship with employees, workplace flexibility, productivity and performance, and freedom of association.
In addition the Work Choice legislation required that a completely new agreement be made, with a considerable list of prohibited matters that could no longer be included in Agreements. Amongst these were:
- A remedy for unjust, unfair dismissal
- Union right of entry
- Mandated union involvement in dispute settlement procedures
- Trade Union training
- Objectionable provisions (whatever they might be and whoever is to decide)
- Re-negotiation clauses.
Given all these interfering measures by government, the Union and the management of the University were both placed in a difficult situation. We believe that our traditional approach of a reasonable and co-operative working arrangement with the management has resulted in the least draconian bargain that might have been accomplished under these regulations. We will continue to protect as far as possible a reasonable and just workplace.
We ask all members to acquaint themselves with the new academic union collective workplace agreement and the new general staff union collective workplace agreement and to ensure that they are aware of their rights and entitlements.