Curtin NTEU Branch lodges interim Log of Claims
The Curtin Branch of the NTEU has lodged an interim Log of Claims which includes a claim that the General and Academic Staff at Curtin are covered by a single Agreement. NTEU Branch President Jan Sinclair Jones's letter to Deputy President of Corporate Services Ian Callahan is below, followed by the NTEU's interim log of claims.
30 April 2012
Dear Mr Callahan,
Please find attached the NTEU Interim Log of Claims for an Enterprise Agreement for Curtin University Staff. The NTEU seeks a single Collective Agreement to be known as the Curtin University and NTEU Enterprise Agreement 2012-2016 ("the Agreement") and serves this Interim Log of Claims in order to initiate enterprise bargaining.
The NTEU notes that on 24 April 2012 the University issued a notice of representational rights to General staff in accordance with s173 of the Fair Work Act 2009. Given that the Curtin University of Technology Academic Staff Enterprise Agreement 2009-2012 expires on the same date, 30 June 2012, as the Curtin University of Technology General Staff Enterprise Agreement 2009-2012, we request that the University issue a notice of representational rights to all employees not previously served with such a notice.
We note that the University wishes to proceed efficiently with bargaining and invite the University Representatives and Representatives of the CEPU, CFMEU, AMWU, United Voice and any other bargaining representatives (if any) to an initial meeting at 10.00 to 12.00 on Friday 11 May in room 401-329 (Psychology Boardroom) .
The NTEU Representatives at the table will be Jan Sinclair-Jones, Alex Leszczynski, Tina Kulski, Sian Flynne, Beryl Bettell, Zak Hughes (alternate) and Steve Fleming (alternate). The NTEU reserves the right to invite other representatives to the table from time to time.
NTEU Curtin Branch
GPO Box U19S7, PERTH WA 6845 Ph: (06) 9266 7145 Fax: (OS) 9266 3214 Email: email@example.com
NATIONAL TERTIARY EDUCATION INDUSTRY UNION, CURTIN UNIVERSITY
INTERIM LOG OF CLAIMS - MAY 2012
This Log of Claims constitutes an initial set of items on which we hope progress can be made. However, we reserve the right to make further claims and these can be expected after further consultation with members.
The NTEU seeks:
The Agreement will apply to all employees of the University and of its related or subsidiary bodies.
2. Salary Increases
In addition to the salary rates provided in the current Agreements, the NTEU seeks salary increases for its members of 7% per annum (being an overall increase of 28% to 31 May 2016).
The parties agree on an overall 4 year framework for salaries and employment conditions from the date of lodgement until 31 May 2016.
4. Parental Leave
The Agreement will provide improved parental leave of up to 36 weeks of paid parental leave.
The Agreement will provide for continuation of employer superannuation contributions up to a total of 52 weeks of paid and unpaid parental leave.
The Agreement will maintain existing superannuation contribution levels and arrangements and extend 17% employer contributions to all continuing and fixed term staff.
Further claims will be notified after June 2012.
6. Family Friendly Working Arrangements
The Agreement will provide for improved family friendly working arrangements.
7. Career Progression
The Agreement will provide improved career progression opportunities, including improved reclassification and promotion processes and improved access to study leave.
8. Academic Workloads
The Agreement will provide an improved workload planning and allocation clause in relation to categories and parameters of the AWMS.
9. Review Committees
The Agreement will extend the current Academic staff provisions for a Review of Redundancy provisions, Unsatisfactory Work Performance and a Misconduct Process Review Committee to all staff.
10. Change Management Process
The Agreement will provide improved change management processes including improve consultation and staff ability to meaningfully participate and influence the outcome. This will include the University committing to not using criteria imposed retrospectively for staff in its change management process.
11. Unsatisfactory Work Performance
The Agreement will provide improved entitlements in relation to processes for addressing unsatisfactory work performance for all staff. This will include the University committing to not using performance criteria imposed retrospectively for staff in management of staff performance.
12. Misconduct or Serious Misconduct Processes
The Agreement will provide improved entitlements in relation to misconduct and serious misconduct processes for all staff.
13. Time off in Lieu of Additional hours worked
The Agreement will provide improved entitlements in relation to TOIL.
14. Conversion for Fixed Term Staff
Improved access to conversion to ongoing appointment for fixed term staff including research only staff.
15. Commitment to employing staff in ongoing positions.
The Agreement will commit the University to reducing its use of casual and fixed term staff as a proportion of all staff over the life of the Agreement. Further claims will be notified after June 2012.
16. Police Clearances
The Agreement will provide processes which ensure absolute confidentiality in relation to Police clearances and information contained within them.
The Agreement will provide for full reimbursement of all costs associated with external checks of existing staff and successful job applicants.
17. Occupational Health and Safety
Union representation on all University Occupational Health and Safety Committees.
18. Policies Affecting Employment Conditions
The Agreement will preclude changes to University Policies affecting employment conditions that do not have NTEU agreement.
19. President's Time Release
The Agreement will provide for President's time release equivalent to 50% of a Level C Academic, Level 6.
20. No Diminution of Current Conditions.