Our Log of Claims

1.  Salary Increases

That the salary rates for all NTEU members employed by the University be increased by 13.5%.

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 pay, including pay for all duties performed and hours worked

·        Improved definition of duties and roles for the full range of casual academic and ELC 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 and ELC staff in the collegiate activities and life of the relevant academic and ELC 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 and improved adoption leave to the same standard as maternity leave, with the age of the adopted child creating no bar to an applicant being granted paid 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.  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.     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.

12.     Workloads and Staffing Levels

That the Agreement provide for substantive and clear regulation of workloads of all staff..

13.     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.

14.     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.

15.     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.

16.     Job Security

That the Agreement provide for improved job security for all staff.

17. Salary Sacrifice provision for Casual Staff

That the Agreement provide a right for casual staff to access and be entitled to salary sacrifice options.

18. Improved Car Parking and Parking Permits for Casual Staff

That the Agreement:

 

a) Provide for improved parking for all staff on all campuses

b) Provide for casual staff to have equal access as other staff members to the University parking permit system.

19. Sea Going Leave

That the Agreement provides for improved provisions and payment for staff in relation to sea going leave.

20. Environmental Sustainability at UTAS   

 That the Agreement provides for the reduction of the University’s environmental footprint through a series of reduction measures including the management of waste, water, electricity and CO2 emissions to ensure staff job security for the long term. Further, that staff be protected from being disadvantaged in their employment as a result of raising issues related to environmental responsibility in the workplace. 

21. Improved Staff facilities at Cradle Coast Campus

That the Agreement provides for improved staff facilities at the Cradle Coast Campus, including an allocated office space for all academic staff, lunchroom, lounges and notice boards.

22. AMC Deed between NTEU and UTAS

That the Agreement include all terms to the benefit of staff or unions in the Deed regarding the translation of AMC into the University.

23. Governance

That the Agreement provide for the empowerment of all University of Tasmania staff       through their direct involvement in the decision making process regarding anything affecting their employment.

24.  On Call and related overtime allowance

That the Agreement provide for an agreed procedure for the determination of the time allocation and the recording of such time in instances of overtime and being on call.

25. Budgets

That the Agreement provide for an agreed consultative transparent budget process that includes all University Staff.

26.  Class size

That the Agreement provides that no staff member be required to teach any class at the English Language Centre unless it complies with Occupational Health and Safety standards and NEAS standards, such as a limit of 18 students to a classroom.  The Agreement shall also provide that no staff member be required to teach in a classroom that does not allow physical space for the teacher to work with students individually.

27. Family Friendly Flexibility and Work Life Balance

 That the Agreement provide for family friendly workplace practices and that, in particular, the University ensure so-called flexibility is provided to the benefit of staff members including measures such as reducing work hours where requested.

28. Workloads Model for English language Centre

That the Agreement provide in addition to the workload claim above, for workload allocations to include all marking and proper time allocation for all staff involved in Foundation Studies and Direct Entry Studies. To maintain academic standards, the bench mark will be the English Australia Best Practice in English Language Programmes with Direct Entry to High School, Vocational Training & Higher Education Study (Direct Entry Programmes) April 2008.  

 

In addition the Agreement shall provide for contracted work hours to commence a minimum of 15 minutes before and finish a minimum of 15 minutes after timetabled class times. Provision to carry out non-delivery requirements (e.g. marking) from home.

29. Staff Facilities

That the Agreement provides for improved staff facilities at the English Language Centre on the Hobart Campus. This includes allocated office space with desks for all teaching staff, computers, lunchroom, lounges and notice boards and staff toilets

30. Annual leave   

That the Agreement provides for English Language Centre staff to take the annual leave entitlement concurrently, particularly during teaching weeks with no disadvantage to staff.

 

31. Contracts

That the Agreement provide for all fixed term contract fractional appointments to equate to single decimal fractions of the full time equivalent. That the Agreement provide for staff to vary fractional appointments, except in exceptional circumstances.

32. Pay Scales

That the Agreement include appropriate payment for English Language Centre Programme Coordinators.