NTEU and UNSW sign first Higher Education Agreement in new Bargaining Round
23 May 2003
A new Enterprise Agreement signed today delivers significant improvements in pay and conditions for general staff at the University of New South Wales (UNSW).
The Agreement provides a package of pay increases worth between 15% and 25% with an average increase of 18%.A ballot of staff is expected to formally approve the Agreement during June.
NTEU General Secretary Grahame McCulloch said;
“General staff will be
particularly pleased about this Agreement. As well as the pay increases, it provides increased job
security, a commitment by the university to maintain the size of the workforce, better paid parental
leave and other family-friendly improvements. Casual staff will benefit from a 20% pay rise and many
will now be able to convert to permanent jobs.
“The pay outcome matches the offers
already made to academics, and we are confident of reaching an early agreement with the university
covering academic staff.”
An important Indigenous employment strategy with targets for increased employment of Indigenous people, is also an important new part of the Agreement.
All of these improvements result from claims made by the NTEU during bargaining.
Commenting on the Agreements national implications, Mr McCulloch then
said;
“As the first Agreement in the fourth-round of bargaining in higher
education, the Agreement is very significant.
“The outcome at UNSW shows that the
NTEU can and will continue to purse its bargaining agenda. It shows that while Mr Abbott and Dr
Nelson are trying to derail workplace relations in the future, we and the universities are getting
on with reaching agreements in the present.
“As far as the Union is concerned, it
is ‘all systems go’ for bargaining across the university
sector”.
A brief summary of the Agreement is attached (see below).
Further Information and Comment:
Grahame McCulloch, General Secretary: 03 9254 1910 (BH) or 03 9370 8896 (AH), gmcculloch@nteu.org.au
Chris Holley, Industrial Officer, 02 9212 5433 (BH) or 0418 640 637 (mob), chris.holley@nsw.nteu.org.au
Bruce Milthorpe, UNSW Branch President, 02 9385 3918 (BH) or 0408582 396(mob), b.milthorpe@unsw.edu.au
The University of New South Wales General Staff Enterprise Bargaining Agreement –
Main Features
Pay Rises – Average 18% over 3 years, higher for casual staff
Broadbanding: Every position to be considered for broadbanding with most positions expected to be broadbanded. (ie.access to next highest salary range) Joint union/management committee to review process and outcomes. $500 broadbanding allowance to all employees whose position is not broadbanded. Higher incremental salary increases due to reduction in number of annual salary steps in broadbanded positions.
Job security: Forced retrenchments only as a last resort plus commitment from the University to seek to maintain or increase the overall size of the workforce during the life of the Agreement; and not to increase the use of casual employment at the expense of continuing employment. New right of University employees to retain their university employment if their job is transferred to a UNSW Corporate entity.
Casual Employment: Casual salary loading increased to 23% over life of agreement. Removal of bottom step of each salary level will give additional increase in pay rates to casuals since the rate is calculated off the first step. Access provided for casuals to long service leave and parental leave. Conversion process for long-term casuals to gain ongoing jobs.
Parental leave: 14 weeks paid + 38 weeks unpaid maternity leave. 14 weeks paid adoption leave. 2 to 3 weeks paid foster parents leave. 2 weeks paid + 50 weeks unpaid partner's leave at the birth or placement of a child.
Access to paid maternity leave for casual staff and some fixed term staff after expiry of their contract. Commitment to spend $1 million expanding the number of work-based childcare places.
Indigenous employment: Commitment to establish an Indigenous employment strategy with specific targets for increased Indigenous Australian employment, to be developed with an Indigenous Employment Strategy Consultative Committee with representatives of indigenous staff, the local indigenous community and the NTEU.
Rights of union members: Recognition of unions as legitimate representatives of staff, reasonable time on duty for union delegates to assist union members, 6 days trade union training leave per year.
Job Evaluation: Employee can apply for re-evaluation without needing supervisor's approval. For contested applications HR will consult with a panel with union nominees. Positions can only be re-evaluated upwards.
Ability for general staff research staff to apply for re-evaluation to an academic research position.
Disciplinary procedures: Procedures for investigating misconduct included for first time. Summary dismissal removed.