Bargaining in 2008
and other important changes to your conditions.We believe that the University of Melbourne should
have the best conditions of any University.
This includes pay rates that reflect the importance of all work, an open and transparent decision-making
process, reasonable workloads and protections of academic freedom.
We are also bargaining over improvements to maternity leave, carers leave, superannuation,
sustainability, casual academics conditions and many other aspects of your employment.
It is expected that the first meeting between the NTEU and the University will occur in June.
Although we have finaslied our log of claims we are still formulating the actual clauses.
E-mail vicki.mimmis@unimelb.edu.au - if you wish to add any items to bargaining.
We will be providing updates to members as to the progress of the negotiations.
Please find the log of claims below:
NTEU seeks an Agreement either as a new Collective Agreement, to be known as the NTEU and
University of Melbourne Agreement 2008-2009, or a variation to the existing Agreement known
as University of Melbourne Enterprise Agreement 2006 (in either case known as "the Agreement"),
and:
1. Salary Increases
That the salary rates for all NTEU members employed by the University be increased by 12%.
2. Expiry Dates and Three-Year Framework
That the parties agree on an overall 3-year framework for salaries and employment conditions,
comprising:
a) a comprehensive Union Collective Agreement operating from the date of lodgement until 31
December 2009 which fully settles all matters other than the following reserved items:
• matters that are currently constrained by WorkChoices and associated regulations but
will no longer be so constrained after 31 December 2009;
• further salary increases until June 2011; and
• unexpected developments that materially affect the industrial relationship between the
parties.
b) A replacement Union Collective Agreement for the period December 2009 – June 2011
incorporating the 2009 Union Collective Agreement and settlement of the reserved items.
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
• To be entitled to Long Service Leave on the same basis as ongoing employees with pro
rata payment if employment ends after seven years.
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 improved parental leave, including more flexible return to work
arrangements.
7. Superannuation
That the Agreement protect existing superannuation contribution levels and arrangements and
improve superannuation payments for fixed-term, casual and part-time 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 and the introduction of up to 12 months
unpaid leave for grandparents.
9. General Staff Classification
That the Agreement prescribe clear, comprehensive and objective procedures for classifying
general 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.
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. Intellectual Property
That the Agreement include procedures and policies which protect, recognise and attribute
ownership of the Intellectual Property of all staff.
12. 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;
d) establish clear and enforceable targets for Indigenous employment, together with an
Indigenous Employment Development and Monitoring Committee to oversee fulfilment of
these targets;
e) establish a senior Indigenous position within the University with responsibility for
Indigenous matters.
13. Workloads and Staffing Levels
That the Agreement provide for substantive and clear regulation of workloads of academic and
general staff.
14. Coverage
That the Agreement apply to all employees of the University and of its related or subsidiary
bodies provided that the terms of the Agreement shall apply according to the relevant
legislation after the nominal expiry date of any extant Agreements covering those bodies.
15. Dispute Setting Procedures
That the Agreement (or other appropriate instrument or arrangement where appropriate or
necessary due to any legal limitations) provide for fair, effective and timely arbitration of
disputes at the request of either party to the Agreement, and Union involvement in all dispute
settlement leading to arbitration.
16. Union Rights and Resources
That the Agreement (or other appropriate instrument or arrangement where appropriate or
necessary due to any legal limitations):
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) Without limiting the foregoing, provide for facilities, resources, time release, payroll
deductions, union training, union meetings, encouragement of Union membership and other
benefits for the Union and Union members to assist in the settlement of disputes.
c) That the Agreement Provides for the Union to receive a monthly summary sheet of staff
who have commenced employment at the University and staff who have commenced
unpaid leave or who have left the employment of the University.
17. Job Security
That the Agreement provide for improved job security for all staff.
18. Sustainable Universities
That the Agreement (or other appropriate instrument or arrangement where appropriate or
necessary due to any legal limitations):
a) provide recognition of and introduces policies and processes that encourage and
enable
all staff to contribute to the development of a sustainable university;
b) provide for the establishment of a joint university/union advisory committee on
environmental issues;
c) provides for genuine consultation with the union and affected staff in relation to
proposed changes to the built work environment, and in relation to any relocation of
staff work locations. This consultation shall occur in a manner which facilitates the
contribution of the union and staff to the decision-making prior to final decisions
being made, and to the implementation of those decisions;
d) provide for measures including but not limited to the inclusion of public transport
costs and/or the use and maintenance of bicycles to and from work within salary
packaging, and the provision of secure bike racks at work; and;
e) requires the University to take steps to reduce its carbon emissions 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.
19. Safe Universities
That the Agreement provides for the development of comprehensive processes and guidelines
for ensuring the occupational health and safety of all employees. This will include but is not
limited to specific recognition for duly elected OH&S representatives within their workloads, a
loading and the provision of paid leave for the attainment of specific OH&S training.
20. Long Service Leave
That to the extent that this would provide entitlements to long service leave or payment in lieu
thereof more favourable than entitlements provided under the old agreement, that the new
agreement extend the provisions of the Victorian Long Service leave Act 1992 to all staff at the
University.
21. Overtime and Time In Lieu
That the Agreement provide:
a) the divisor used for calculating overtime reflect the weekly hours of work for
professional staff;
b) that all overtime and penalty provisions be protected to ensure family and socially
friendly hours of work; and;
c) that Time In Lieu for staff at HEW7 and above reflect the rate of payment provided to
staff at HEW6 and below.
22. Accident Make-Up Pay
That the Agreement provisions in relation to accident make-up pay include shift and penalty
payments as outlined in the Victorian Workers’ Compensation Act.
23. Sick Leave
That the Agreement include sick leave accruals for Academic Staff.
24. Performance Management
That the Agreement provide any Performance Management Procedures including the
Performance Improvement Procedures be reflective of the Professional Development
requirements of the University and Staff and clearly state they are not to be used in any
discipline procedure.
25. Staff Welfare
That the Agreement (or other appropriate instrument or arrangement where appropriate or
necessary due to any legal limitations):
• provide staff no-cost access to the services of the University Health Centre.
• provide for Childcare facilities, accessible by staff and students.
• provide for any increases to the cost of Car Parking facilities at the University to be limited
to national CPI.
26. Policy Provisions to Be Terms of the Agreement
That the Agreement include the following University of Melbourne policies and procedures as part
of the Agreement:
Academic Promotion Policy
Academic Promotion Procedure
Recruitment and Selection
General Staff Classification policy and General Staff Placement Guidelines
Redeployment policy
Flexible Remuneration Packaging
Bullying and Occupational Violence
Supporting Professional Development
Further information:
| EBA 2006 | 2006 Enterprise Bargaining Agreement |
| Log of Claims 2008 | Please download the log of claims for bargaining 2008 |