Here is the pdf of an article by Primrose Riordan about the redundancies at the University of Sydney. It was published in the Australian Financial Review on Wednesday, 09 May.
The Redundancy Review Process
The University is currently issuing redundancy notices to staff identified through the change management process.
If you receive a Notice of Redundancy you should also receive a form that asks you to select one of three options:
Clause 283 in the Enterprise Agreement entitles a staff member who receives a Notice of redundancy to seek a review of the decision. You will have four weeks to decide your preferred option; in most cases this will mean making an election by 1 June 2012.
The NTEU encourages you to seek a Review and we will provide members advocacy support through the
On Wednesday, May 02 Polling Booths will be at Jane Foss Russell, outside Fisher and on Eastern Ave.
They will be open until 6 pm tonight.
On Tuesday, 01 May and Wednesday, 02 May the SRC and SUPRA are holding a ballot of all staff and students about the job cuts. The vote is an opportunity for the entire University community to ask whose interests Management represent, if not the interests of students and staff? Bring your friends, colleagues and encourage your students to cast a vote for fair work and a fair education.
Where: Booths will be at Jane Foss Russell, Fisher and Manning
When: Tuesday, 01 May and Wednesday, 02 May
Time: 8 am – 6 pm.
In order to vote you must bring along a current student or staff card.
If you have some time, and would like to help, the organisers are keen for people to help. Check out either the Nteu USyd or the Save Usyd Jobs profile pages on Facebook and sign up if you are interested.
For those of you going through the work group meetings at the moment, here is some information about the process and about the kinds of questions you might want to ask in the meetings.
The NTEU has lodged our Interim Log of Claims, and last week we discussed with Management setting meetings to begin Enterprise Bargaining.
This log was endorsed at the NTEU Members Meeting on March 21, 2012. It is just the beginning of the campaign, and we encourage all members to contact us with any other issues they would like to see included in this round of Enterprise Bargaining.
We know too, that the Vice Chancellor and the Provost are holding work place meetings around Enterprise Bargaining. The NTEU is encouraging all members to attend these meetings and raise issues from this interim log. We especially encourage members to mention their opposition to the job cuts and to raise issues around job security and redundancy provisions.
The NTEU took our dispute with the University of Sydney to Fair Work Australia in March. The full document is available on our website. We have managed to delay implementation of the Change Plan, including delaying the issuing of redundancy notices and we have successfully argued for increased consultation. More than this the University has had to acknowledge that they have failed to conduct this process correctly. Here is the time line arising from that decision, outlining the consultation process and the dates by which each step must be completed.
Time line arising from FWA:
23 March University Management will notify staff who have already accepted VR that they may withdraw this acceptance
30 March University Management will notify staff no longer on the list that they are off of the list.
University Management will notify staff whose positions are still under consideration for VR or transfer to teaching focused positions of this fact.
University Management (Deans, HoDs) will then consult with staff whose positions are directly affected and their local work groups.
27 April Consultation process complete.
30 April Deans must report to the Provost.
4 May Final change plan with outcome of consultations and proposed actions including redeployment.
7 May Final decisions in relation to individual staff are made and formal notice of redundancies or teaching-focused offers are issued.
Staff given redundancies will have 4 weeks to request a formal review/appeal of the decision and can ask for all information used by the University to make its determination of redundancy. The NTEU will provide representation to each member who appeals the redundancy decision.
8 August Redundancies are scheduled to occur.
Please note that no final decisions about redundancies have yet been made by the University.
Individual consultation and local workplace consultation will take place between 30 March and 27 April 2012. We must use the ‘local’ work area meetings to build the case against the redundancies.
Below is a copy of the Settlement reached in Fair Work Australia between the NTEU and the University of Sydney.
The settlement begins "The University has agreed with the NTEU to further consultation as part of the change management process by taking the following steps…”
These steps include, delaying the implementation of the process, and consulting with all affected staff members, including those being made redundant or being reclassified, and their colleagues at the local level. The University has also agreed to provide change proposals for all General Staff areas where there are or may be proposed changes in "work activities or services, hours of operation or working hours, organisational structure and work processes, technological change and the redeployment of staff."
The NTEU will be providing support to members for the local consultation meetings.